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研究生:楊莉珍
研究生(外文):YANG,LI-ZHEN
論文名稱:銷售人員之組織公民行為、人格特質與績效的相關性研究-以匯豐汽車為例
論文名稱(外文):THE RELATIONSHIP AMONG ORGANIZATION CITIZENSHIP BEHAVIOR,PERSONALITY TRAITS AND JOB PERFORMANCE OF SALESMEN-FORTUNE MOTOR TO BE THE SAMPLE
指導教授:邱光輝邱光輝引用關係
指導教授(外文):QIU,QUANG-HUI
學位類別:碩士
校院名稱:國立臺北大學
系所名稱:企業管理學系
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2007
畢業學年度:95
語文別:中文
論文頁數:65
中文關鍵詞:組織公民行為人格特質工作績效
外文關鍵詞:Organization Citizenship Behavior、personality traits、job performance
相關次數:
  • 被引用被引用:12
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  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:7
「人才」是最優先重要的,人對了,組織就會對。沒有人才只跟著書本中的策略、組織走,終究是無用的。人才是策略的第一個重要步驟(Jack Welch,2007),因此組織在人力資源管理的領域上,其主要的目的就是要找到對的人,將對的人放在對的職位上,希冀能適才適所,以發揮預期的綜效。
若組織能於人員正式錄取之前,透過有效的甄選方法,從招募開始,甄選合適的人,將其配置在合適的職位,應能降低不適任工作者之成本,在競爭激烈的微利時代更顯示其重要性。
因此研究者相信成功者的績效衡量,除了側重產能績效外,員工組織公民行為的表現對於組織整體效能的提昇亦是相關的。組織公民行為大多未包含於員工角色或工作說明書中,故表現也因人而異,但究竟何種人格特質的人較具組織公民行為,而具組織公民行為的人其工作績效表現如何?
本研究共回收問卷387份,扣除填寫不完整問卷67份,總計有效問卷320份。利用統計方法進行分析,最後研究結果為:
一、 組織公民行為各構面與績效部份支持,其中「組織公民行為」、「認同組織」、「公私分明」、「自我充實」與「績效」具顯著相關。
二、 人格特質與績效部份支持,其中「嚴謹性」、「外向性¬」與「績效」具顯著相關。
三、 組織公民行為與人格特質部份相關,其中「組織公民行為」與「嚴謹性」、「外向性¬」、「友善性¬」;「認同組織」、「協助同事」與「嚴謹性」、「外向性¬」; 「不生事利」、「公私分明」與「神經質」、「友善性¬」; 「敬業守法」、「自我充實」與「外向性¬」、「友善性¬」具顯著相關。
‘People’ is the most important in a company. If right person who not blindly follow the strategy in book or organization is chosen then company will be prospered. The first and important step of strategy is ‘people’ (Jack Welch, 2007). For this reason, the main purpose of organization is to find the right people, speaking to the human resource management, and place them in right position, in which it will be more efficient and get easily expected purpose.

If organization can select right people and place him on a suitable position through efficient selection way before he is recruited, this should decrease the cost for unsuited employee, which appears its more importance in keen competition of the era of micro-profit.

Researchers believe, however, that in regard to measuring performance of successful people, in addition to laying special emphasis on production performance, performance of the organization citizenship behavior is related to overall performance of organization. The organization citizenship behavior performed variously by different people is not included in staff role or job description. What kind of personality trait of employee has more organization citizenship behavior? How is job performance of one possessed organization citizenship behavior?

There were 387 qualified respondents including 67 uncompleted questionnaires and 320 usable questionnaires in this research. Those questionnaires were analyzed through statistic and the results in the study are that:

1. The constructs of organization citizenship behavior, in which, partly supported performance, for the analysis showed ‘organization citizenship behavior’, ‘organization identity’, ‘sportsmanship’ and ‘self-fulfillment’ were significantly related to ‘performance’.
2. Personality traits partly supported performance, for the result indicated ‘Conscientiousness’ and ‘Extraversion’ were significantly related to ‘performance.’
3. Organization citizenship behavior was partly related to personality traits, for the results were:
1) ‘Organization citizenship behavior’ was obviously relevant to ‘Conscientiousness’, ‘Extraversion’ and ‘Agreeableness’.
2) ‘Organization Identity’ and ‘Interpersonal Helping’ were obviously relevant to ‘Conscientiousness’ and ‘Extraversion’.
3) ‘no provocation’ and ‘sportsmanship’ were significantly relevant to ‘Neuroticism’ and ‘Agreeableness’.
4) ‘observing discipline ’ and ‘self-fulfillment’ were significantly relevant to ‘Extraversion’ and ‘Agreeableness’.
目錄
中文提要 I
英文提要 II
目錄 5
圖次 7
表次 8
第一章 緒論 10
第一節 研究動機 10
第二節 研究目的 11
第三節 研究流程 11
第二章 文獻探討 13
第一節 組織公民行為 13
第二節 人格特質 20
第三節 工作績效 22
第三章 研究方法 27
第一節 研究架構 27
第二節 研究假說 27
第三節 變數之操作性定義與衡量 30
第四節 資料蒐集與分析方法 36
第四章 研究結果與討論 38
第一節 信度與效度分析 38
第二節 樣本特性分析 39
第三節 相關分析 42
第四節 差異性分析 44
第五節 假說檢定 50
第六節 討論 56
第五章 結論與建議 57
第一節 結論 57

第二節 建議 59
第三節 研究限制及未來研究建議 59
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3.房冠寶(2002),〈人格特質與工作績效的關聯性研究-以證券業後勤行政人員為例〉,國立台灣科技大學管理研究所碩士論文。
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1. 壽險業務員人格特質、心理契約與組織公民行為關係之研究-以情緒調節為干擾變項
2. 銷售管理系統之使用行為研究—以匯豐汽車eMentor為例
3. 銷售人員之職業道德知覺與人格特質對工作績效之影響—以直銷業為例
4. 人格特質對工作績效影響之探討─以某運輸服務業之T公司為例
5. 教師之組織認同與組織公民行為:審慎勤勉人格特質干擾效果
6. 家族企業接班人之接班承諾、人格特質與組織公民行為之相關研究
7. 組織公民行為與員工品牌對工作績效之實證研究
8. 組織文化、領導型態及人格特質對員工組織公民行為影響之研究-以臺灣鐵路局為例
9. 壽險業務員人格特質、印象管理與組織公民行為關係之研究—以情緒調節為干擾變數
10. 人格特質、組織公平與組織承諾對組織公民行為影響之研究-以北縣國小教師為例
11. 管理才能評量中心結果、人格特質與績效相關性之研究
12. 在不同主管領導風格下業務人員人格特質對業績績效的影響-以事務機器業為例
13. 倫理氣候、工作滿意度、組織承諾及組織公民行為各構面關係之研究-以台灣護理人員為例
14. 領導-部屬交換關係與組織公民行為之研究-以員工人格特質為干擾變數
15. 人口學特性、組織文化、工作滿足及人格特質對組織公民行為影響之探討-以某區域醫院行政人員為例