储备干部人格特质量表的建构与应用.pdfVIP

人力資源管理學報 2002 春季號 第二卷 第一期 PP 001-018 儲備幹部人格特質甄選量表之建立與應用－ 以某高科技公司為例 The Development and Application of the Personality Inventory for the Trainees in a High-tech Company * 房美玉 Mei-Yu Fang 90 年 11 月 15 日收稿，91 年 4 月 1 日修改，91 年 4 月 1 日接受刊登 摘 要 雖然人格測驗是一種常見的甄工具，然而過於複雜的分析及應用方式，卻常令非人力資源 管理領域的直線經理感到頭痛。本研究的目的是為某高科技公司發展一個兼具理論與應用便利 性的儲備幹部人格量表。整篇文章可分成兩個階段：第一個階段以五大人格理論為基礎來建構 人格量表，並增加適應該組織文化與工作職務特性所該具備之人格特質。第二階段則採用效標 關連效度的概念，將人格測驗之各構面的得分與相關的人口統計變數作為預測儲備幹部未來工 作績效的變項。本研究並以一個例子來說明如何以電腦化系統化的方式來實際操作本量表及解 釋預測績效的過程。 關鍵字：人力資源管理、甄選、人格測驗、工作績效、效標關連效度 ABSTRACT Although the personality inventory is a common selection tool, its utility is limited by the complexity of the test results. Especially for the line managers without expertise in personality inventory, the implications of the results to selection is difficult. In order to simplify the applications and increase the utility of the personality inventory, there are two phases of the present study. The first phase is to construct a personality framework based on the Big-Five model. In addition, the required personality based on the analysis of organizational culture and job requirements were also included in the personality inventory. The second phase is to create a projection equation for the future performance of the job applicants, by knowing the personality scores and other related information. The prediction of the performance and a computer-aided appl