人格特質對個人與環境適配以及適配對工作績效表現之影響－以員工推薦為調節：以北部高科技產業為例

Abstract

隨著高科技產業的蓬勃發展，科技日新月異、變化快速，如何有效規劃與運用科技人力資源，是持續創造競爭力的基礎。由於產業特性特殊和人才不易求得，員工推薦可說是當前高科技產業招募人才的重要管道，經由員工初步篩選，企業便更容易尋獲符合條件之人才，同時人才能較深入了解職務所需、組織文化及價值觀，也會被企業預期其在加入企業後能和工作、組織和企業價值觀等之契合程度較佳，進而增進工作績效表現。本研究即嘗試以高科技產業員工的「人格特質」、「招募管道」、「工作環境契合程度」與「工作績效表現」為研究之主題，分析內、外控傾向及個人主義、集體主義傾向人格特質的員工之個人與環境下四種適配程度、員工推薦之招募管道對其關係之影響，以及個人與環境適配程度對角色內工作績效表現之影響。

本研究的研究範圍為台灣北部高科技產業，調查了264 位來自不同組織與工作之員工，以SPSS統計軟體進行分析，並以Pearson相關及階層多元迴歸(Hierarchical Multiple Regression)來驗證假設。結果顯示內控傾向或集體主義傾向程度越高之員工，其個人與環境適配程度亦越高，且工作績效表現也越佳，然而，員工推薦並無法增強員工的人格特質對其個人與環境適配之間的影響；而個人與環境適配之工作適配程度越高，其工作績效表現亦越佳。本文亦探討管理意涵及未來研究建議。

With rapid development in high-tech industry, it is important to plan and utilize Human Resource effectively in order to stay competitiveness. Due to special properties and difficulties in recruiting talent, employee referral is a vital recruiting channel in high-tech industry. Employees will select for the suitable candidates preliminary and it is much easier not only for high-tech industry to find qualified talent, but also for the candidates to precisely know more about the details of job descriptions, qualifications, organizational culture and value in advance. It is expected that the candidates recruited through employee referral will perform better as well. The topic of this study would be the “personality trait”, “recruiting channel”, “match of working environment” and “performance” of the employees in high-tech industry, and it looks into the influence of locus of control and individualism and collectivism personalities on four fits under person-environment fit, the moderation of employee referral, and the influence of person-environment fit on in-role performance.

The employees in high-tech industry in North Taiwan are the target of this study, and it investigates 264 employees from varied organizations and jobs. The statistical software, SPSS is used in this study. It also uses Pearson correlations and hierarchical multiple regression to examine the hypotheses. The result of this study shows that when the extent of locus of control or collectivism is high, the extent of person-environment fit is also high, and it results in better in-role performance as well. However, employee referral moderates the relation between personality traits and person-environment fit insignificantly. It shows that when the extent of person-job fit is high, it causes superior in-role performance, too. In the end, the study also brings up managerial implication and recommendation for future studies.