臺灣博碩士論文加值系統

在現今的社會中，企業最大的目標無非就是增加企業績效來獲得最大的利益，因此企業是建立在以下的兩個基礎上面：1.員工本身的能力是否足夠為公司創造利潤，2.企業能否將員工礎b對的位置上，使所有人都能適才適用。
因此，人力資源部門增選員工的工具就必須慎選。根據美國管理協會(AMA)表示：在1988年使用人格特質測驗來招募員工的公司超過28%；同時大企業高達54%使用人格特質測驗當做招募員工的工具之ㄧ。
本研究主要探討台灣織布業員工在人格特質、工作壓力與工作績效之間的關係，選定五大人格特質問卷進行研究分析。工作壓力定義為因工作環境中的情境或事件，而對一個人產生某些特殊的生理或心理的要求，進一步對健康、家庭與工作績效所產生的影響。在工作績效部份則分為任務績效與情境績效兩部份。本研究對象共有107位台灣針織廠與梭織廠從業員工。其研究結果如下：
1. 員工之不同人口學變項（性別、廠別、年齡、學歷、職務、年資）對人格特質、工作壓力、與工作績效有顯著差異。
2. 外向性、經驗開放性、及親和性較高和神經質構面較低（情緒穩定）的員工，在工作績效上是有良好的表現；同時顯示出工作壓力愈大工作績效愈差。
站在節省成本與甄選工具的考量上，建議企業能採用五大人格特質量表，以期能獲得人力資源最大的工作績效。

中文摘要 i
英文摘要 iii
目錄 v
圖索引………………………………………………………………………viii
表索引..…………………………………………………………………………ix
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究假設 3
第二章 文獻回顧與討論 5
第一節 人格特質 5
一、人格的意義 5
二、人格特質的定義 6
三、五大人格特質理論 9
四、五大人格特質的相關研究 12
第二節 工作壓力 14
一、壓力的定義 14
二、工作壓力的定義與相關研究 16
第三節 工作績效 20
一、工作績效的定義 20
二、工作績效與工作壓力的關聯性 20
第三章 研究方法 23
第一節 研究架構 23
第二節 變數的操作性定義 25
一、人格特質 25
二、工作壓力 26
三、工作績效 27
四、信度與效度分析 28
第三節 研究對象 28
第四節 研究測量工具 29
第五節 前測結果與樣本數 31
第四章 研究分析與結論 35
第一節 信度 35
第二節 人格特質、工作壓力及工作績效與人口學變項之分析比較 36
一、人格特質、工作壓力及工作績效與工廠別之獨立樣本T檢定 36
二、人格特質、工作壓力及工作績效與性別之獨立樣本T檢定 38
三、人格特質、工作壓力及工作績效與年齡之單因子變異數分析 40
四、人格特質、工作壓力及工作績效與學歷之單因子變異數分析 43
五、人格特質、工作壓力及工作績效與婚姻之單因子變異數分析 46
六、人格特質、工作壓力及工作績效與職務之獨立樣本T檢定 48
七、人格特質、工作壓力及工作績效與年資之單因子變異數分析 50
八、人格特質、工作壓力與工作績效間之相關分析 53
第三節 結論 57
第五章 建議 62
一、對企業界的建議 62
二、對未來研究的建議 63
參考文獻 64
附錄一 Cronbach’s ㄚY數語法 72

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