文化價值契合、工作性格與員工效能：遞增效度的分析

VALUE-FIT, JOB PERSONALITY, AND WORKER EFFECTIVENESS: AN ANALYSIS OF INCREMENTAL VALIDITY

雖然許多學者提出文化價值契合在組織人員甄選上的應用概念，但實證性的研究卻相當欠缺。本研究以國內一家半導體產業公司的571位員工為研究對象，蒐集其工作性格、文化價值契合、及個人工作效能等資料，探討工作性格與文化價值契合對員工個人工作效能的影響效果，並檢驗文化價值契合的遞增效度。結果顯示，工作性格對組織承諾、組織公民行為、自評績效、出勤狀況、及工作滿意等效標變項具有顯著的預測力，證實了工作性格在人員甄選上的預測效度。其次，在控制工作性格後，本研究也發現價值契合對上述之效標變項仍其有顯著的預測力，顯示價值契合對員工個人工作效能確實其有顯著的遞增效度，此意涵著組織之人員甄選內容若能將文化價值契合也納入考量，則勢必能提昇組織人員甄選之預測效果。

Many scholars have argued that value-fit is a good indicator in personnel selection, but few empirical studies have been conducted to examine the incremental validity of value-fit. The present data were collected from 571 employees in a semiconductor enterprise in Taiwan. Two major findings manifest in the results. First, job personality, derived from worker-oriented job analysis, had a significant predictability for organizational commitment, organizational citizenship, self-rating performance, job attendance, and job satisfaction. It reconfirmed that person-job fit has a direct influence on worker effectiveness. Second, value-fit also had significant predictability on the dependent variables when job personality was under control. It showed that value-fit has significant incremental validity on the predictability of worker effectiveness. Therefore, in order to improve the utility of personnel selection in organizational settings. the practitioner ought to get as much information as possible on the value-fit between applicants and organizational culture during the selection processes.