運用人格特質量測探討人員工作表現之實證研究－－以北部某醫學中心為例

Empirical Study of the Relationship between Personality Test Result Used during Recruitment and the Work Performance-Take One Medical Center as a sample

人力資源管理是醫院組織競爭優勢重要因素之一，許多企業使用人格特質測量來 評估是否錄取及如何運用此人特質，藉以發揮工作表現及創造績效；過去研究甚少探 討醫療機構於人員招募運用人格特質量測結果與錄取新進人員在醫院工作表現是否具 影響效果。 本研究以北部某醫學中心2003年至2009年甄選錄取報到之護理人員、醫事人員及 行政人員共760人為研究對象，分別依招募時量測之人格特質與報到任職者經試用三個 月後，主管依其工作表現之評估結果以檢測兩變項間之相關性與影響性。人格特質量 表參考Eysenck (1947)的人格理論，分為「掌控性」、「責任性」、「情緒性」與「外 向性」四構面；評估雇用後工作表現指標包括「工作態度」、「辦事能力」、「領悟 能力」、「人群關係」與「品德操行」五構面。 研究結果發現，該醫學中心新進人員之類別對人格特質各構面皆達顯著差異，其 中醫事人員之掌控性高於行政人員；行政人員之責任性高於醫事人員；護理人員之情 緒性高於行政人員；醫事人員之外向性高於行政人員。同時，人格特質各構面與招募 後工作表現達顯著相關，其中掌控性與工作態度、辦事能力呈顯著正相關，與人群關 係達顯著負相關；責任性與工作態度、辦事能力、領悟能力、人群關係、品德操行呈 正向顯著相關；情緒性與工作態度、辦事能力、領悟能力、人群關係呈顯著正向顯著 相關；外向性與「辦事能力、領悟能力、人群關係呈正向顯著相關。新進人員的各項 工作表現，在工作態度方面，受到掌控性、責任性、情緒性的正向影響；在辦事能力 方面，受到掌控性、責任性、情緒性的正向影響；在領悟能力方面，受到掌控性、情 緒性、外向性的正向影響；在人群關係方面，受到掌控性、情緒性、外向性的影響； 在品德操行方面，受到責任性的正向影響。 研究顯示，招募時運用人格特質量測做為甄選工具與人員聘任後之工作表現有 顯著相關性與影響力，建議醫療機構在選才時可適度運用人格特質之量測工具進行輔 助，將有助於提升組織的績效及提高機構內的服務品質。

For medical organizations, human resource management is one of the most critical factors of possessing competitive advantages in recent years. Many companies use personality tests to make recruitment and selection decisions and to efficiently utilize the characteristics of the new recruits for enhancing their work performance. However, studies that investigate the relationship between the results of personality test and employee performance are scarce. Data source of this study contains 760 employees including nurses, medical personnel, administrators, who were recruited by a medical center during 2003 to 2009. New employees’ personality test results during recruitment are taken as independent variables, and the employees’ performances after three-month probation are taken as dependent variables. According to Eysenck’s theory, personality traits can be divided into four dimensions: domination, accountability, emotion and extraversion. There are five indicators to measure employees’ working performance: work attitude, work ability, comprehension ability, human relations and morality. Research results showed that medical personnel have higher “domination” trait than administrators; administrators have higher “accountability” trait than medical personnel; nurses have higher “emotion” trait than administrators; and medical personnel have higher “extraversion” trait than administrators. Besides, each dimension of personality traits has strong relationship with job performance. Among them, “domination” has positive relevance with work attitude and work ability, but has negative relevance with human relations. “Accountability” has positive relevance with work attitude, work ability and comprehension ability, but has negative with human relations and morality. “Emotion” has positive relevance with work attitude, work ability, comprehension ability and human relations. “Extraversion” has positive relevance with work ability, comprehension ability, and human relations. In other words, Employees’ work ability can be influenced by “domination”, “accountability”, and “emotion”; comprehension ability can be influenced by “domination”, “emotion”, and “extraversion”; human relations can be influenced by “domination”, “emotion”, and “extraversion”; and morality can be influenced by “accountability”. Research showed that using personality traits during recruitment as the reference of selection does have positive influences on employees’ working performance. Hospital managers are suggested to make good use of personality traits test during recruitment as a supportive tool, which can further enhance the quality of service, as well as organizational performance in the long run.