| dc.description.abstract | This research aims to justify if the test result based on Big Five Model can effectively predict the job performance of the would-be programmers and to look into the relationship between their personalities and work performance, which thereby corresponds with the recruit strategy of the case company today and tomorrow. By means of this investigation, the case company or any can integrate the right person with some specific personality into the right position, making every single employee not only play his own part but also do his level best. In due course, the very right recruit strategy helps create the highest profits for the companies.
During this research, the researcher tries to give tests to programmers in the case company. For one thing, the test based on Big Five Model was adapted by some consultant firm in December 2009 and has been widely applied to staff-hunting by the personnel in Taiwanese companies. In each of 125 effective questionnaires, the researcher includes 137 questions according to Big Five Model. For another, concerning the research method, the researcher exerts three main analyses respectively to discuss the properties which carry with the test result. Firstly, by means of Frequency Analysis, the researcher arranges and analyzes the samples systematically to define the certain structure of the human resource in the case company. Secondly, in the manner of Correlation Analysis, the researcher seeks the potential relationship between the personality and the job performance. Thirdly, by employing Regression Analysis, the researcher clarifies the effectiveness of the “criterion” ---“from one’s personality to his job performance”.
In the last analysis, the researcher may reach the conclusions as follows:
1. The correlation between the personality and job performance of programmers is that the two traits---Caution and Openness are significantly related to their job performance.
2. The result based on the Single-Variable Analysis shows that a programmer with Openness tends to perform better at work and so does a programmer with Caution.
3. The recommendation according to Regression Analysis is that the person with Cautions more eligible for a programmer.
To sum up, the researcher recommends that the case company give priority to recruiting the persons with Caution to be its programmers so that the better job performance from these future employees could be highly expected.
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