研發計畫主持人創造性人格特質、認知類型與計畫類型適配對研發績效的相關研究

Abstract

本研究目的在藉探討研發計畫主持人的創造性人格特質與認知類型和其所主持的各類研究計畫與計畫績效間是否存在著一定的適配程度，以便組織在面對各類創造力類型計畫任務時，對於具備不同創造性人格特質與認知類型的研發人員賦予適才適所的任務，以提升組織績效。以205位工研院研發計畫主持人所主持的各類研究計畫的績效為應變項的分析結果發現，在KAI創造-順應的人格量表上屬於高原創型的研發人員在主動提出且研究為開放型問題的計畫上績效較佳；相反的，在被指派且屬封閉性問題的計畫上績效較佳。同理，在Myers-Briggs的認知類型量表裁判-知覺開放向度上屬裁判型的研發人員在面對被動要求解決封閉性問題情況的研發計畫時有較佳的績效；感官-直覺向度中偏向高直覺性的研發人員在自行主動發現問題並加以解決的研發計畫上績效較佳；相對的，感官型研發人員在主持被交代但屬於新問題的計畫時績效較高；在理性思考與感情向度中偏向以感情為決策依據的研發人員在被動、封閉問題的研發計畫上有較高的績效。

Assigning project leaders a particular type of project that matches their personal traits may improve project performance. This study examines the relationship between an R&D project leader’s personal traits (creative personality and cognitive style), type of project, and project performance. Data from 205 R&D project leaders of the Industrial Technology Research Institute (ITRI) and their performance evaluations on various types of project were analyzed. Research projects were classified based on two dimensions, open vs. closed questions and proactive vs. reactive motivation. Project leaders’ personal traits were assessed by the Kirton’s Adaptor-Innovator Inventory, and Myers-Briggs Cognitive Type Indicator. Results showed that project leaders high on KAI’s originality score achieved better results on self-proposed projects with open questions. In contrast, those high on KAI’s conformity score performed better on assigned projects with closed questions. Researchers with a judging orientation as measured by MBTI also performed better when working on assigned research projects with closed questions. While those high on intuitive cognitive style performed better on self-initiated projects with open questions, researchers high on sensing style performed better on assigned projects with open questions. Finally, on the thinking vs. feeling dimension, researchers with a feeling orientation performed better on assigned projects with closed questions.