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

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题名:	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
作者:	劉羽庭;Liu, Yu-Ting
贡献者:	資訊管理學系在職專班
关键词:	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;Big five personality traits;Job performance;Association rule mining;Human resource management;Recruitment
日期:	2024-06-22
上传时间:	2024-10-09 16:52:41 (UTC+8)
出版者:	國立中央大學
摘要:	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。;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.
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