五大人格量表的效用分析—以Taylor-Russell、Naylor-Shine 及Brogden-Cronbach-Gleser 模型為例

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曾雅寧(Ya-ning Tseng) 查詢紙本館藏

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人力資源管理研究所

論文名稱

五大人格量表的效用分析—以Taylor-Russell、Naylor-Shine 及Brogden-Cronbach-Gleser 模型為例
(Utility analysis of the Big Five personality inventory by using Taylor-Russell model, Naylor-Shine model and Brogden-Cronbach-Gleser model)

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摘要(中)

過去關於五大人格特質的研究中，大多著重於其對於工作績效的效度，鮮少討論到他們的經濟價值。本篇研究即利用三種效用分析的模型（Taylor-Russell、Naylor-Shine 及Brogden-Cronbach-Gleser 模型）估計出使用五大人格量表作為甄選工具所產生的效用。在估計過程中，三種效用分析模型將被用來展現在使用甄選工具（如五大人格量表）時所需要的效用資訊，以增進決策的品質。使用五大人格量表作為甄選工具的效用將分別以「成功率(success ratio)」、「標準化的績效分數」以及「貨幣價值」之形式表現於三種模型之下。最後，本研究也深入探討效用分析的結果及其管理上的意涵。

摘要(英)

Previous research of Big Five measures drew attention to their validity to job performance, but their economic value remained rarely discussed. The present study adopts three utility analysis models, Taylor-Russell model, Naylor-Shine model, and Brogden-Cronbach-Gleser model, to estimate the utility of using Big Five personality inventory as a selection device. The estimation process demonstrates how the utility analysis models could be used to capture the utility information of selection devices such as Big Five personality inventory in order to improve the decision making. The utility of using Big Five personality inventory would be calculated in terms of success ratio, standardized performance score, and dollar value, for the three utility analysis models respectively. These results of utility analysis and their practical implication are discussed.

關鍵字(中)

★ 效用分析
★ 五大人格特質

關鍵字(英)

★ big five personalities
★ utility analysis

論文目次

CHAPTER ONE INTRODUCTION 1
CHAPTER TWO LITERATURE REVIEW 4
2-1 Personalities 4
2-2 Big Five Taxonomy of Personality 7
2-3 Big Five Personalities and Job Performance 11
2-4 The Economic Gain of Better Performance by Selection 14
2-5 Utility Analysis and Models 17
2-5-1 Taylor-Russell Model 20
2-5-2 Naylor-Shine Model 21
2-5-3 Brogden-Cronbach-Gleser Model 22
2-6 Criterion-Related Validity and Utility Analysis 24
2-7 Estimation of the Economic Value of Job Performance (SDy) 25
CHAPTER THREE METHOD 30
3-1 Research Design 30
3-1-1 Taylor-Russell Model 31
3-1-2 Naylor-Shine Model 32
3-1-3 Brogden-Cronbach-Gleser Model 33
3-2 Sample 33
3-3 Measures 35
3-3-1 Job Performance 36
3-3-2 Big Five Personalities 36
3-3-3 Control Variables 38
3-3-4 Criterion-Related Validity 39
3-3-5 Economic Value of Job Performance (SDy) 40
3-3-6 Cost 42
CHAPTER FOUR RESULTS 44
4-1 Descriptive Analysis 44
4-2 Regression Analysis 46
4-3 Utility Analysis 49
4-3-1 Taylor-Russell Model 49
4-3-2 Naylor-Shine Model 51
4-3-3 Brogden-Cronbach-Gleser Model 53
4-3-4 Break-Even Analysis for Brogden-Cronbach-Gleser Model 56
CHAPTER FIVE DISCUSSION 59
5-1 Discussion of Results 59
5-2 Implications 64
5-3 Future Research 67
5-4 Conclusions 68
REFERENCE 70
LIST OF FIGURES
Figure 1 Regression Analysis Design 30
Figure 2 Expected Success Ratios Under Taylor-Russell Model 51
Figure 3 Expected Average Increase in Job Performance Under Naylor-Shine
Model 53
Figure 4 Increased Utility Under Brogden-Cronbach-Gleser Model 55
LIST OF TABLES
Table 1 The Big Five Dimensions and Sub-dimensions 9
Table 2 Example of Productivity Estimation 42
Table 3 Means, Standard Deviations, and Correlations 45
Table 4 Results of Regression Analysis of Supervisor-Rated Performance and Self-Rated Performance 48
Table 5 Hypothetical Calculations of Utility for Taylor-Russell Model (Supervisor-Rated Performance as Criterion) 49
Table 6 Utility Calculation Under Brogden-Cronbach-Gleser Model (Supervisor-Rated Performance as Criterion) 54
Table 7 Break-Even Analysis for Brogden-Cronbach-Gleser Model (Supervisor-Rated Performance as Criterion) 57

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指導教授

房美玉(Mei-yu Fang)

審核日期

2009-7-18

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