以應徵者背景因素與人格特質預測工作績效與留任 -A銀行2013年新進人員為樣本之分析

Abstract

本研究以個案銀行2013年新進員工共1016位人員，從其應徵時填寫之工作經驗、教育程度、學校類別、學校體系、家庭狀況、履歷自傳及兵役等背景資料，與人格特質問卷資料，預測其實際工作績效及留任情形。另外，研究者以工作職務作為調節變項，探討前後台職務是否與前述因素產生交互作用影響效果。研究結果如下： 一、應徵者背景包含教育程度、學校類別、學校體系、企業負責人家庭及履歷自傳完整性等對工作績效有正向預測力，且曾任軍中管理職之新進人員相較於未在軍中擔任管理職者，其工作績效顯著較佳。 二、應徵者人格特質越傾向人際親和型及謹慎負責型，其工作績效越佳。 三、應徵者越具有工作經驗或是本身為相關科系之畢業生，日後越可能傾向不留任。 四、應徵者人格特質越傾向人際親和型、謹慎負責型，日後越可能傾向留任；應徵者人格特質越傾向創意思考型、領導管理型，日後越可能傾向不留任。 五、針對工作職務之調節作用，應徵者之教育程度、學校類別、企業家負責人的家庭，若其工作為後台職務者，這些變項對工作績效之預測力較佳。另外，應徵者之人格特質傾向人際親和型，若其工作為前台職務者，此變項對工作績效之預測力較佳。

In this study, a total of 1016 new employees of the case bank in 2013 were selected to observe their background information such as the work experience, education level, schooling type, schooling system, family status, curriculum vitae and military service status, and personality traits to expect their actual job performance and job retention. In addition, the researcher uses the job title as the moderating variable to explore whether the front and back office positions interact with the aforementioned factors. The research results are as follows: 1.The job applicant’s background, including the educational level, the schooling type, schooling system, family background (whether the job applicant is a family member of a superintendent in a company), curriculum vitae and biography, can be the positive indicator to predict the job applicant's work performance, and the newly recruited personnel who have served in the management position in the military exhibit significantly better performance than those who have not. 2.The more the job applicant’s personality traits indicate a tendency to be approachable, cautious and responsible, the better the job applicant's work performance tends to be. 3.The more work or academic experience the job applicant has, the less likely the job applicant will remain on the job in the future. 4.The more the job applicant’s personality traits indicate a tendency to be approachable, cautious and responsible, the more likely the job applicant will remain on the job in the future. The more the job applicant’s personality traits indicate a tendency to be creative or capable of leadership and management, the less likely the job applicant will remain on the job in the future. 5.Variables such as the educational level, the schooling type, and family background (whether the job applicant is a family member of a superintendent in a company) of the job applicant can be used to adjust the role and job title taken by the job applicant. And if the job applicant serves the back office positions, those variables can better predict the job applicant's work performance. In addition, the more the job applicant’s personality traits indicate a tendency to be approachable, the better the job applicant's work performance tends to be than expected if the job applicant serves the front office positions.