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姓名 鄭臻妹(Chen-may Cheng )  查詢紙本館藏   畢業系所 人力資源管理研究所
論文名稱 內外控人格特質、工作特性及工作績效之分析研究---以台灣高科技產業員工為例
(A Research on Locus of Control, Job Characteristics, and Job Performance---Take Taiwan's High-Tech Industry Employees for Example)
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摘要(中) 在企業的甄選過程中,常會看到企業對某些特定工作或職務的員工有不一樣的人力需求,而企業有這樣的考量,就是導因於「人格與工作配適(Personality-job fit)」的概念。所謂「人格與工作配適」的概念是指決定員工績效的原因除了人格特質或是工作特性之外,某種人格的人若配合具有某種工作特性的工作,他的工作績效也會有所改變。
本研究即嘗試以高科技產業員工的「人格」、「工作特性」與「工作績效」為研究之主題,分析內外控人格特質的員工在具有不同工作特性的職務中,其工作績效的變化。因此在本研究中,會針對內外控人格與五種工作特性交互作用對工作績效的影響進行分析。
本研究發現,「內外控人格」與「技能多樣性」、「工作多樣性」、「工作重要性」、「自主性」及「回饋性」五種工作特性的交互作用都不會對員工工作績效產生顯著正向影響。其中只有「內外控人格」與「自主性」的交互作用對員工工作績效有顯著之負向影響。
關鍵字(中) ★ 人格與工作配適
★  內外控人格特質
★  工作特性
★  工作績效
★  高科技產業
關鍵字(英) ★ high-tech industry
★  job characteristics
★  job performance
★  locus of control
★  personality-job fit
論文目次 目 錄
第一章前言
第一節研究動機……………….……………………………………..01
第二節研究目的……………………..……………………….……..03
第二章文獻探討
第一節高科技產業………………….………………………………..04
第二節內外控人格特質………….…………………………………..09
第三節工作績效………………………………………………….…..17
第四節工作特性……………………………………………….……..21
第五節假設建立……………………………………………………...28
第三章研究方式
第一節研究架構及抽樣方式………………………………….……..34
第二節問卷設計…………………………………………….………..36
第三節分析方法………………………………………………….…..39
第四節研究對象………………………………………………….….40
第四章結果分析
第一節問卷分析……………………………………………….……..43
第二節研究變數相關分析……………………………………..…….44
第三節研究變數迴歸分析…………………………………………...45
第五章結論及討論
第一節結論…………………………………………………………….48
第二節結果討論…………………….…………………………………49
第三節對實務界的建議………………………………………….……54
第四節研究限制及未來研究建議……………………………….……55
參考文獻………………………………….………………………………….57
附錄一 問卷……………………….……………………………………….66
參考文獻 參考文獻
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指導教授 房美玉(Mei-Yu Fang) 審核日期 2001-7-13
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