人力資源管理流程中，「選才」往往是最具關鍵影響，且可能左右企業發展成敗的重要因素(Hope & Hendry, 1995)。換句話說，慎選適任員工，已成為企業組織最重要的共同課題，而欲做好慎選的工作，發展良好且有效的甄選工具更是其中關鍵所在。早在春秋時期開始，「相術」便經常在史籍記載中列為一種拔擢人才的評判要素。「相由心生」一直是華人傳統的直覺概念，也真實的影響著華人在識人、用人的決策；然而，在華人企業選才方式中廣為流傳的中國面相學，始終缺乏科學根據, 也未見利用面相特徵與客觀指標做關聯分析。
本研究依據文化基模(schema)理論，嘗試說明面相學的有效性，將華人面相學中常用的如天庭、印堂、地閣…等評斷術語，在進行數量化操作型定義，採平面臉部辨識系統及立體臉部數值測量工作後，做為面相特徵之指標。由迴歸分析方法分析某一企業內部242名員工的面部特徵、個人特質以及工作績效後發現：中國面相學中對人工作表現的相關特徵指標，能有效反映其工作表現。本研究係第一個採用數量化定義後解釋華人傳統面相學之研究，研究結果可做為人力資源管理範疇中，員工面相對其個人特質與工作表現關聯性參考，並開創後續之相關研究。

In the human resource management process, “ recruitment” is the most critical and important factor leading the success or failure of a corporation (Hope & Hendry, 1995). In other words, selecting the employees who are capable of doing the jobs is the most important theme in general. Due to this, it is the key point to develop good and efficient selecting tools。Since Spring and Autumn (770~476 BC) dynasty in China, Physiognomy (assessment via face) had become the key criteria for selecting the persons with capability according to the statement in historical books. The concept of “You just look as what you think” originates from Chinese traditional culture and affects deeply the decisions which are made to understand more about people’s personality and assigning the tasks. Although Physiognomy is the popular method of assessment for recruitment in Chinese companies, it lacks scientific verification and no relevant analysis explains further about applying facial features and objective indications to support the method.
This study based on cultural schemata perspective to elaborate the effectiveness of Physiognomy and to finalize the indicating criteria of facial features by applying plane face recognition system and 3D facial value measurement with quantitative operational definition in terms of the criteria of judgement, such as forehead, Yintang (the top of the nose) and chin which are often used in Physiognomy.
The study explains the indications of relevant facial features in Physiognomy reflecting effectively the work performance of the employees through regression analysis on facial features, personality and key performance of 242 employees in a corporation. This is the first study to elaborate traditional Physiognomy in Chinese culture by quantitative definition. The result states the related reference about understanding the personality and work performance via assessment of the face, contributing development on the following relevant studies in the realm of human resource management.

目錄
摘要.......................................................................... I
Abstract ..................................................................... II
目錄........................................................................ III
圖目錄 ....................................................................... IV
表目錄 ........................................................................ V
壹、緒論 ...................................................................... 1
一、研究背景................................................................................................................................................. 1
二、研究動機................................................................................................................................................. 3
三、研究目的................................................................................................................................................. 3
貳、文獻探討 .................................................................. 4
一、面相......................................................................................................................................................... 4
二、人格特質................................................................................................................................................. 8
三、工作績效............................................................................................................................................... 15
四、人格特質對工作績效的相關研究....................................................................................................... 18
參、研究方法 ................................................................. 20
一、研究架構............................................................................................................................................... 20
二、面相資料定義與收集........................................................................................................................... 22
三、五大人格特質資料收集....................................................................................................................... 29
四、員工績效資料收集............................................................................................................................... 31
五、初步資料分析說明............................................................................................................................... 35
肆、資料分析 ................................................................. 43
一、面相指標與五大人格特質分析........................................................................................................... 43
二、五大人格特質與績效之間的關係....................................................................................................... 48
三、七項面相指標與績效之間的關係....................................................................................................... 50
伍、結論與建議 ............................................................... 52
一、結論....................................................................................................................................................... 52
二、管理意涵............................................................................................................................................... 54
三、研究限制............................................................................................................................................... 54
四、後續研究建議....................................................................................................................................... 55
參考文獻 ..................................................................... 56
IV
圖目錄
圖3-1 本論文初步研究架構.......................................................................................................................... 20
圖3-2 179個臉部標示點............................................................................................................................... 24
圖4-1 七項面相指標與五大人格特質的關係.............................................................................................. 48
V
表目錄
表3-1 樣本項目統計表................................................................................................................................. 23
表3-2 47項臉部生理特徵.......................................................................................................................... 25
表3-3 18項與五大人格特質有關之華人面相常用評判指標................................................................... 27
表3-4 18項面相分析指標之操作型定義.................................................................................................. 28
表3-5 人格特質量表問卷題號及題目彙整表............................................................................................ 30
表3-6 職員自我評核表............................................................................................................................... 31
表3-7 資料初部分析................................................................................................................................... 36
表3-8 五大格特質與工作績效之關係係數………………………………….…………………………….38
表3-9 因子分析總變異量說明表............................................................................................................... 39
表3-10 新因子及組成成分總變異量說明表................................................................................................ 40
表3-11 7個新的因素.................................................................................................................................... 41
表3-12 五大人格特質各構面之Cronbach α係數 ....................................................................................... 42
表4-1 七項面相指標與五大人格特質的迴歸分析結果彙整表................................................................ 44
表4-2 變異數分析表................................................................................................................................... 49
表4-3 以「工作績效」為應變數與五大人格特質之迴歸分析結果表.................................................... 49
表4-4 變異數分析表................................................................................................................................... 50
表4-5 以「工作績效」為應變數與七項面相指標之迴歸分析結果表.................................................... 50

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