員工人格特質與工作績效之關聯規則探勘

以作者查詢圖書館館藏

、以作者查詢臺灣博碩士

、以作者查詢全國書目

、勘誤回報

、線上人數：82

、訪客IP：3.144.25.248

姓名

劉羽庭(Yu-Ting Liu) 查詢紙本館藏

畢業系所

資訊管理學系在職專班

論文名稱

員工人格特質與工作績效之關聯規則探勘
(Analyzing the Relationship Between Employee Personality Traits and Job Performance Using Association Rule Mining)

相關論文

★ 以機器學習技術建立先買後付消費者族群預測模型：以臺灣電子商務購物網站為例

檔案

[Endnote RIS 格式]

[Bibtex 格式]

[相關文章]

[文章引用]

[完整記錄]

[館藏目錄]

至系統瀏覽論文 (2029-7-1以後開放)

摘要(中)

隨著企業環境日益競爭，策略性人力資源管理已成為企業重心。本研究旨在探討人格特質與工作績效之關聯性，透過關聯規則探勘找出影響工作績效之關鍵人格特質，並為招募甄選標準提供依據。本研究採用問卷調查法收集107筆資料，透過收集個人基本背景資料、五大性格測試及工作績效等資料，使用Python
3.9中 Apriori演算法進行關聯規則探勘。
研究結果顯示「嚴謹性」及「友善性」與高工作績效有顯著關聯，而「開放性」工作績效分佈較為發散，也可以發現特質及其他變數與績效間有著強關聯，例如，管理職務及「嚴謹性」、進修學位及「開放性」的關聯，以上顯示工作績效超出了單一變數影響，為多重變數影響之結果。最後，本研究亦發現在某些組織中人格特質確實可能因為組織文化因素而產生同質性較高之情形，也揭示了組織文化與人格特質之關聯性。
基於以上發現，本研究不僅增進了我們對於人格特質與工作績效關係之理解，也能在更了解組織中人力資源狀態後，考量人格特質與職務適配程度，設定甄選參考標準。以上發現對於策略性人力資源管理具有實務幫助，如招募、訓練與發展等方面皆能透過上述研究結果為員工及組織制定完善策略。未來研究可以進一步探討不同文化背景下人格特質對工作績效會如何變化或產生其他影響，以及如何利用這些知識來優化策略性人力資源管理。

摘要(英)

Nowadays, increasingly competitive business environment, aligning human resource practices with broader business strategies to enhance organizational performance and sustain growth. Our research aims to utilizing association rule mining to identify key personality traits that impact job performance. This could provide a basis for recruitment and selection criteria for organization. Data were collected through a questionnaire survey targeting full-time employees of an Incorporated Administrative Agency, a total of 107 valid questionnaires were received. The survey collected data on personal background, Big Five personality traits, and job performance. Data analysis was conducted using Python 3.9, applying the Apriori algorithm for association rule mining.
The results indicate that Conscientiousness and Agreeableness are significantly associated with excellent job performance, while employees with Openness trait showed a more diverse performance distribution. Moreover, the combination of traits with other itemset, such as managerial roles and conscientiousness, and further education with openness, showed a strong association with performance, exceeding the influence of single variables. This suggests that job performance is the result of multifactorial interactions.
Furthermore, this study has identified that in certain organizations, personality traits may exhibit a highly homogeneity due to the influence of organizational culture. Based on these findings, Our research not only enhances the association between personality traits and job performance but also provides organization with more effective strategies for talent selection and development. Future research could further explore the effects of personality traits on job performance in different cultural contexts and how this knowledge can be used to optimize strategy human resource management.

關鍵字(中)

★ 五大人格特質
★ 工作績效
★ 關聯規則探勘
★ 人力資源管理
★ 招募甄選

關鍵字(英)

★ Big five personality traits
★ Job performance
★ Association rule mining
★ Human resource management
★ Recruitment

論文目次

摘要 ii
Abstract iii
致謝 iv
目錄 v
圖目錄 vii
表目錄 viii
第一章緒論 1
1.1研究背景 1
1.2研究動機 2
1.3研究目的 4
第二章文獻探討 6
2.1招募 6
2.2工作績效 8
2.3人格特質 11
2.4 關聯規則探勘應用 13
第三章研究方法 14
3.1資料來源及蒐集 15
3.2資料前處理 16
3.2.1問卷資料篩選 16
3.2.2人格特質分類 16
3.3研究變數說明 17
3.4實驗設計 18
3.5關聯規則 18
3.6實驗評估 20
第四章實驗結果與分析 22
4.1描述性統計分析 22
4.2實驗結果 24
4.3綜合討論 32
第五章研究結論與建議 34
5.1研究結論與貢獻 34
5.2研究限制 35
5.3未來研究方向與建議 36
參考文獻 37
附錄1 46

參考文獻

呂奇傑, 李天行, 蕭書涵, & 許栢榮. (2012). 應用資料探勘分類技術於人才甄選之研究. Journal of Data Analysis, 7(2), 1–27. https://doi.org/10.6338/JDA.201204_7(2).0001
張庭亞. (2021). 神經質、正念特質、正負向情緒與生活滿意度之關聯探討 [Thesis, 輔仁大學]. https://ndltd.ncl.edu.tw/cgi-bin/gs32/gsweb.cgi/ccd=GxRBbM/search?s=id=%22109FJU00821007%22.&openfull=1&setcurrent=1#XXX
張志鵬. (2018). 以應徵者背景因素與性格特質預測工作績效與留任 -A銀行2013年新進人員為樣本之分析. 國立臺灣大學事業經營碩士在職學位學程學位論文, 2018, 1–66. https://doi.org/10.6342/NTU201803060
朱思齊. (2016). Goldberg’s大五因素特質量表國際人格題庫50題範本之繁體中文版發展 [Thesis, 國立東華大學]. https://hdl.handle.net/11296/sgrc52
王思蓉. (2021). 探討性格特質在團隊合作中的設計表現 [Thesis, 南臺科技大學]. https://ndltd.ncl.edu.tw/cgi-bin/gs32/gsweb.cgi/ccd=GxRBbM/record?r1=12&h1=1#XXX
陳念廷. (2023). COVID-19疫情對台灣畢業生求職及企業招募流程之影響 [Thesis, 國立中山大學]. https://hdl.handle.net/11296/96tp9a
陳玫夙. (2021). 性格特質與認知能力評量之甄選效度研究—以 F 公司業務人員為例. National Central University.

Abdalla Hamza P., Jabbar Othman B., Gardi B., Sorguli S., Mahmood Aziz H., Ali Ahmed S., Sabir B. Y., Burhan Ismael N., Ali B. J., & Anwar G. (2021). Recruitment and Selection: The Relationship between Recruitment and Selection with Organizational Performance (SSRN Scholarly Paper 3851335). https://papers.ssrn.com/abstract=3851335
Abou-Shouk, M., Zoair, N., Aburumman, A., & Abdel-Jalil, M. (2022). The effect of personality traits and knowledge-sharing on employees’ innovative performance: A comparative study of Egypt and Jordan. Tourism Management Perspectives, 44, 101024. https://doi.org/10.1016/j.tmp.2022.101024
Agrawal, R., Srikant, R., Road, H., & Jose, S. (1994). Fast Algorithms for Mining Association Rules. 1215, 487–499.
Alansaari, O., Yusoff, R., & Ismail, F. (2019). The mediating effect of employee commitment on recruitment process towards organizational performance in UAE organizations. Management Science Letters, 9(1), 169–182.
Alderotti, G., Rapallini, C., & Traverso, S. (2023). The Big Five personality traits and earnings: A meta-analysis. Journal of Economic Psychology, 94, 102570. https://doi.org/10.1016/j.joep.2022.102570
Alhendi, O. (2019). Personality Traits and Their Validity in Predicting Job Performance at Recruitment: A Review (SSRN Scholarly Paper 3418012). https://papers.ssrn.com/abstract=3418012
Amberkar, S., Chandorkar, S., Dalvi, M., Gawand, A., & Cherian, M. (2023). Survey on Virtual Recruitment System. 2023 5th Biennial International Conference on Nascent Technologies in Engineering (ICNTE), 1–5. https://doi.org/10.1109/ICNTE56631.2023.10146637
Angelini, G. (2023). Big five model personality traits and job burnout: A systematic literature review. BMC Psychology, 11(1), 49. https://doi.org/10.1186/s40359-023-01056-y
Barber, A. E. (1998). Recruiting employees: Individual and organizational perspectives. Sage Publications.
Barney, J. (1991). Firm Resources and Sustained Competitive Advantage. Journal of Management, 17(1), 99–120. https://doi.org/10.1177/014920639101700108
Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: A meta‐analysis. Personnel Psychology, 44(1), 1–26.
Bleidorn, W., Schwaba, T., Zheng, A., Hopwood, C. J., Sosa, S. S., Roberts, B. W., & Briley, D. A. (2022). Personality stability and change: A meta-analysis of longitudinal studies. Psychological Bulletin, 148(7–8), 588–619. https://doi.org/10.1037/bul0000365
Borman, W., & Motowidlo, S. (1993). Expanding the Criterion Domain to Include Elements of Contextual Performance. Personnel Selection in Organizations, 71–98.
Brändle, T., Grunau, P., Haylock, M., & Kampkötter, P. (2023). Heterogeneity in firms’ recruitment practices: New evidence from representative employer data. German Journal of Human Resource Management, 37(2), 107–136. https://doi.org/10.1177/23970022221118346
Butenko, D., Rinaldi, M., Brinchmann, B., Brandseth, O. L., Killackey, E., & Mykletun, A. (2023). The personality profile of IPS employment specialists, and how it relates to job satisfaction: A longitudinal cohort study. Scandinavian Journal of Psychology, 64(1), 71–79. https://doi.org/10.1111/sjop.12864
Campbell, J. S., Castaneda, M., & Pulos, S. (2009). Meta-Analysis of Personality Assessments as Predictors of Military Aviation Training Success. The International Journal of Aviation Psychology, 20(1), 92–109. https://doi.org/10.1080/10508410903415872
Chowdhury, S., Dey, P., Joel-Edgar, S., Bhattacharya, S., Rodriguez-Espindola, O., Abadie, A., & Truong, L. (2023). Unlocking the value of artificial intelligence in human resource management through AI capability framework. Human Resource Management Review, 33(1), 100899. https://doi.org/10.1016/j.hrmr.2022.100899
Christianto, K., Fendyanto, Bernanda, D. Y., Andry, J. F., & Lee, F. S. (2023). Employee’s satisfaction index analysis and prediction using k-means clustering, decision tree, and association rules algorithm. AIP Conference Proceedings, 2693(1), 020005. https://doi.org/10.1063/5.0119093
Collins, C. J. (2021). Expanding the resource based view model of strategic human resource management. The International Journal of Human Resource Management, 32(2), 331–358. https://doi.org/10.1080/09585192.2019.1711442
De Jong, N., Wisse, B., Heesink, J. A. M., & van der Zee, K. I. (2019). Personality Traits and Career Role Enactment: Career Role Preferences as a Mediator. Frontiers in Psychology, 10. https://doi.org/10.3389/fpsyg.2019.01720
DeNisi, A. S., & Murphy, K. R. (2017). Performance appraisal and performance management: 100 years of progress? Journal of Applied Psychology, 102(3), 421–433. https://doi.org/10.1037/apl0000085
Diamantidis, A. D., & Chatzoglou, P. (2018). Factors affecting employee performance: An empirical approach. International Journal of Productivity and Performance Management, 68(1), 171–193. https://doi.org/10.1108/IJPPM-01-2018-0012
Doblinger, M. (2022). Individual competencies for self-managing team performance: A systematic literature review. Small Group Research, 53(1), 128–180.
Dubra, I. (2010). Human capital impact on the enterprise competitiveness. Publications of International Conference, 1(26), 53–57.
Forson, J. A., Ofosu-Dwamena, E., Opoku, R. A., & Adjavon, S. E. (2021). Employee motivation and job performance: A study of basic school teachers in Ghana. Future Business Journal, 7(1), 30. https://doi.org/10.1186/s43093-021-00077-6
Garg, S., Sinha, S., Kar, A. K., & Mani, M. (2021). A review of machine learning applications in human resource management. International Journal of Productivity and Performance Management, 71(5), 1590–1610. https://doi.org/10.1108/IJPPM-08-2020-0427
Gilch, P. M., & Sieweke, J. (2021). Recruiting digital talent: The strategic role of recruitment in organisations’ digital transformation. German Journal of Human Resource Management, 35(1), 53–82. https://doi.org/10.1177/2397002220952734
Grunenberg, E., Peters, H., Francis, M. J., Back, M., & Matz, S. (2023). Machine Learning in Recruiting: Predicting Personality from CVs and Short Text Responses. https://doi.org/10.31234/osf.io/bc4v9
Gupta, I., Jain, M., & Johri, P. (2023). Smart-Hire Personality Prediction Using ML. 2023 International Conference on Disruptive Technologies (ICDT), 381–385. https://doi.org/10.1109/ICDT57929.2023.10151367
Holmes, D. E. (2019). Expanding the Pool. Harvard Business Review. https://hbr.org/2019/05/expanding-the-pool
Jian, L. (2022). Design of enterprise human resources decision support system based on data mining. Soft Computing, 26(20), 10571–10580. https://doi.org/10.1007/s00500-021-06659-4
Kalia, N., & Bhardwaj, B. (2019). Contextual and Task Performance: Do Demographic and Organizational variables matter? Rajagiri Management Journal, 13(2), 30–42. https://doi.org/10.1108/RAMJ-09-2019-0017
Kane, B., & Palmer, I. (1995). Strategic HRM or managing the employment relationship? International Journal of Manpower, 16(5/6), 6–21. https://doi.org/10.1108/01437729510095917
Köchling, A., & Wehner, M. C. (2020). Discriminated by an algorithm: A systematic review of discrimination and fairness by algorithmic decision-making in the context of HR recruitment and HR development. Business Research, 13(3), 795–848. https://doi.org/10.1007/s40685-020-00134-w
Köchling, A., Wehner, M. C., & Warkocz, J. (2023). Can I show my skills? Affective responses to artificial intelligence in the recruitment process. Review of Managerial Science, 17(6), 2109–2138. https://doi.org/10.1007/s11846-021-00514-4
Kundi, Y. M., Aboramadan, M., Elhamalawi, E. M. I., & Shahid, S. (2020). Employee psychological well-being and job performance: Exploring mediating and moderating mechanisms. International Journal of Organizational Analysis, 29(3), 736–754. https://doi.org/10.1108/IJOA-05-2020-2204
Liao, P.-Y. (2023). Proactive personality, job crafting, and person-environment fit: Does job autonomy matter? Current Psychology, 42(22), 18959–18970. https://doi.org/10.1007/s12144-022-03065-3
Loan, L. (2020). The influence of organizational commitment on employees’ job performance: The mediating role of job satisfaction. Management Science Letters, 10(14), 3307–3312.
McKenna, E. F., & Beech, N. (1995). The essence of human resource management. Prentice Hall.
Muscalu, E. (2015). Sources of human resources recruitment organization. Land Forces Academy Review, 20(3), 351.
Niati, D., Siregar, Z., & Prayoga, Y. (2021). The Effect of Training on Work Performance and Career Development: The Role of Motivation as Intervening Variable. Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences, 4, 2385–2393. https://doi.org/10.33258/birci.v4i2.1940
Pandey, J. (2018). Factors affecting job performance: An integrative review of literature. Management Research Review, 42(2), 263–289. https://doi.org/10.1108/MRR-02-2018-0051
Perera H., & Costa L. (2023). Personality Classification of text through Machine learning and Deep learning: A Review (2023). TechRxiv. https://doi.org/10.36227/techrxiv.22337746.v1
Pessach, D., Singer, G., Avrahami, D., Chalutz Ben-Gal, H., Shmueli, E., & Ben-Gal, I. (2020). Employees recruitment: A prescriptive analytics approach via machine learning and mathematical programming. Decision Support Systems, 134, 113290. https://doi.org/10.1016/j.dss.2020.113290
Pham H. (2020). Impact of human resource management practices on enterprises’ competitive advantages and business performance: Evidence from telecommunication industry. Management Science Letters, 10(4), 721–732.
Remann, P., & Nordin, A. (2021). Personality tests in recruitment. Research-Gate, Tech. Rep.
Roberts, A. H., Greenwood, D., Stanley, M., Humberstone, C., Iredale, F., & Raynor, A. (2021). Understanding the “gut instinct” of expert coaches during talent identification. Journal of Sports Sciences, 39(4), 359–367. https://doi.org/10.1080/02640414.2020.1823083
Robles-Granda, P., Lin, S., Wu, X., Martinez, G. J., Mattingly, S. M., Moskal, E., Striegel, A., Chawla, N. V., D’Mello, S., Gregg, J., Nies, K., Mark, G., Grover, T., Campbell, A. T., Mirjafari, S., Saha, K., De Choudhury, M., & Dey, A. K. (2021). Jointly Predicting Job Performance, Personality, Cognitive Ability, Affect, and Well-Being. IEEE Computational Intelligence Magazine, 16(2), 46–61. https://doi.org/10.1109/MCI.2021.3061877
Salgado, J. F. (1998). Big Five Personality Dimensions and Job Performance in Army and Civil Occupations: A European Perspective. Human Performance, 11(2–3), 271–288. https://doi.org/10.1080/08959285.1998.9668034
Santoso, M. H. (2021). Application of Association Rule Method Using Apriori Algorithm to Find Sales Patterns Case Study of Indomaret Tanjung Anom. Brilliance: Research of Artificial Intelligence, 1(2), Article 2. https://doi.org/10.47709/brilliance.v1i2.1228
Satra, M., Mungi, F., Punamiya, J., & Kelkar, K. (2024). Personality Prediction System to Improve Employee Recruitment. In S. Kautish, P. Chatterjee, D. Pamucar, N. Pradeep, & D. Singh (Eds.), Computational Intelligence for Modern Business Systems: Emerging Applications and Strategies (pp. 295–308). Springer Nature. https://doi.org/10.1007/978-981-99-5354-7_15
Senge, P. M. (1997). THE FIFTH DISCIPLINE. Measuring Business Excellence, 1(3), 46–51. https://doi.org/10.1108/eb025496
Shang, H., Lu, D., & Zhou, Q. (2021). Early warning of enterprise finance risk of big data mining in internet of things based on fuzzy association rules. Neural Computing and Applications, 33(9), 3901–3909. https://doi.org/10.1007/s00521-020-05510-5
Simbolon, S., Susanto, A., & Ilham, R. N. (2023). Analysis of the Effect of Human Resource Planning, Quality of Work Life and Compensation on Employee Work Performance at PT. Supermarkets Maju Bersama Medan. International Journal of Artificial Intelligence Research, 6(1.1), Article 1.1. https://doi.org/10.29099/ijair.v6i1.1.514
Sutrisno, Ausat, A. M. A., Permana, B., & Harahap, M. A. K. (2023). Do Information Technology and Human Resources Create Business Performance: A Review. International Journal of Professional Business Review, 8(8), e02206–e02206. https://doi.org/10.26668/businessreview/2023.v8i8.2206
Tett, R. P., & Burnett, D. D. (2003). A personality trait-based interactionist model of job performance. Journal of Applied Psychology, 88(3), 500.
Tichy, N. M. (1981). Strategic human resource management.
Tisu, L., Lupșa, D., Vîrgă, D., & Rusu, A. (2020). Personality characteristics, job performance and mental health: The mediating role of work engagement. Personality and Individual Differences, 153, 109644. https://doi.org/10.1016/j.paid.2019.109644
Wernerfelt, B. (1984). A resource-based view of the firm. Strategic Management Journal, 5(2), 171–180. https://doi.org/10.1002/smj.4250050207
Wood, S. (1986). Personnel Management and Recruitment. Personnel Review, 15(2), 3–11. https://doi.org/10.1108/eb055533
Yu, J., Jiang, Y., Tu, M., Liao, B., & Fang, J. (2020). Investigating Prescriptions and Mechanisms of Acupuncture for Chronic Stable Angina Pectoris: An Association Rule Mining and Network Analysis Study. Evidence-Based Complementary and Alternative Medicine, 2020, e1931839. https://doi.org/10.1155/2020/1931839

指導教授

胡雅涵周恩頤(Ya-Han Hu En-Yi Chou)

審核日期

2024-6-22

推文