組織公平對門市銷售人員人格特質與工作滿足影響之干擾效果

The Moderate Effect of Organizational Equity on Store Salesman Personality Traits and Job Satisfaction

由過去文獻分析發現，影響員工工作績效或工作滿足的變數很多（例如人格特質、員工核心能力、工作壓力、工作投入與知識管理等），而人格特質最常用於人力資源管理的活動（例如招募、遴選或升遷等）的重要參考依據。其重要原因在於過去研究發現，在特定產業上具備某些人格特質的人員，在工作績效上比較有良好的表現，更能創造企業更大的利潤與價值。門市銷售人員的人格特質是零售服務業企業主所考慮的重要課題，尤其在組織成員的招募遴選的工作上所重視的關鍵因素。而企業如擁有良好的工作環境再加上門市銷售人員合適的人格特質，將會促進員工在其工作上的滿足感：但是如果當企業門市銷售人員有感受到未被公平對待時，將可能會抵減良好人格特質所造成激勵員工的工作效果。因此，本研究以組織公平為基礎，探討零售業門市銷售人員的人格特質對其工作滿足的影響；同時探討門市銷售人員之人格特質對其工作滿足的影響，是否會受到組織公平的干擾。本研究基於門市銷售人員的人格特質對其工作滿足有很大影響之論述，主要探討門市銷售人員五大人格特質與其工作滿足的相關性，以及在組織公平論述下如何影響門市銷售人員五大人格特質與其工作滿足。本研究採取隨機抽樣方式針對零售業門市銷售人員進行問卷調查，總共發放300份問卷，問卷回收230份，回收率76.7%，有效問卷214份，有效問卷率71.33%。本研究重要發現有：1.各人口統計變數對門市銷售人員之與工作滿足無顯著影響，但是發現教育程度對門市銷售人員具有正向顯著影響；2.五大人格特質（開放性、情緒穩定、外向、勤勉正直及親和性）與工作滿足之間確實存在有顯著相關；3.「開放性」及「外向性」之人格特質可用來作為預測民意付表助理伕務績效的研究變項；4.組織公平性對於門市銷售人員工作滿足有顯著關係；5.門市銷售人員個性愈外向，工作滿足愈高；同時門市銷售人員個性愈開放性，其工作滿足也愈高；以及6.當員工歸屬於何種人格特質時，門市銷售人員的工作滿足可被滿足時，員工會更期望組織在組織公平政策實施上更體現在員工身上。

As analysis of past research suggests, there are many factors affecting employee job performance and job satisfactions (e.g. personality traits, employee capabilities, job pressure, job focus, and knowledge management etc) Among these factors, personality traits are the most important references in human resource activities, such as recruitment, hiring, and promotions. This is because from past research, we have discovered that personnel with specific personality traits will have better job performance while bringing more revenue and value to the industry. Considering personality traits of a salesperson is an important lesson for retail business owners, especially during recruitment. When a business has good working environment and employees with fitting personality traits, it will enhance their job satisfactions. But if and when a store salesperson feels that he is unfairly treated, it will offset the motivational effects caused by good personality traits. As a result, this study will base on organization equity to explore the effect of organizational equity on store salesman personality and job satisfaction. Basing on the discussion that personality traits of a store salesman have great effects on his job satisfaction, this study explores the relevance of five personality traits of a store salesman towards his job satisfaction under equity theory. This study adopts a random sampling method targeting store salesman, and from 300 released questionnaires, there are 230 returned with a return rate of 76.7%. There are 214 usable questionnaires with an effective return rate of 71.33%. The important discoveries in this study include:1.Population statistical variables have no apparent effect on job satisfaction of store salesmen, but we have discovered that educational level has a positive effect on these salesmen;2.There is apparent relevance between five personality traits (openness, emotional stability, extroversion, conscientious, and friendliness) and job satisfaction; 3.he personality traits of openness and extroversion can be used to predict the task performance of assistants to People‘s representatives; 4.Organizational equality has an apparent relationship toward job satisfactions of store salesman; 5.The more extroverted and open the store salesman is, the higher the job satisfaction; and 6.Employees hope that the execution of organizational equity policy will reflect more on the employees.