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題名：EWPS跨界工作者適性量表遴選決策之效益研究--以就業服務外展人員為例
書刊名：商管科技季刊
作者：陳玄愷 引用關係／林尚平 引用關係／林財丁 引用關係
作者(外文)：Chen, Hsuan-kai／Lin, Shang-ping／Lin, Tsai-ding
出版日期：2012
卷期：13:3
頁次：頁223-256
主題關鍵詞：跨界工作者；遴選效益；EWPS量表；Boundary spanners；Selection effectiveness；EWPS scale
原始連結：連回原系統網址new window
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本研究透過公部門遴選就業服務外展人員個案，收集所採用跨界工作者個人適性量表（Boundary Spanners Personal Scale，EWPS）量測分數與工作績效指標，藉此實證（1）重要度－績效度分析法IPA（Importance-Performance Analysis）與Cascio（1998）遴選決策之效益評估模式之運用與分析；（2）各樣本組於Taylor and Russell（1939）模式之關聯性；（3）EWPS 跨界工作者適性量表具備良好甄選效度的優質遴選工具。研究結果顯示，運用重要度-績效度分析法，經EWPS 量表成功率預測值對照工作績效值之分析，於「低績效分數值－低EWPS預測值」組（L,L）部分者預測成功率達62.8%。而對於「高績效分數值－高EWPS預測值」組（H,H）部分者預測成功率近50%弱，則保持優勢持續提升生產力。另外，對於EWPS量表人事甄選決策效用，經個案機構外展服務人員全國5大就業中心分為6組共326位有效樣本，依據EWPS成功率與工作績效，遵循Taylor and Russell（1939）概念，分析其人事甄選決策效用，獲得其平均效益為13.64%。整體而言，「EWPS量表」在本研究中其正確錄用率計介於64.6% ~ 80.3%（平均值約為70.0%），顯示本量表支持其做為甄選跨界工作者方面應為適當之甄選工具。
This study tried to use the EWPS (a boundary-spanner personal scale) based on the samples collected from employment outreach personnel in the Taiwanese public sector to test the following questions: (1) IPA (Importance-Performance Analysis) and personnel selection decisions with cost-benefit analyses (Cascio, 1998); (2) the correlations of divided-sample groups based on the rule studied by Taylor and Russell (1939); and (3) the EWPS is an advantageous tool with a high level of selection validity. The result of this study showed that the IPA and the EWPS's analysis of the "Low Performance, Low EWPS score" group had a predictive success rate of 62.8%. The resukt also found that the "High Performance, High EWPS score" group has a predictive success rate of 50.0%. In addition, with regards to the effectiveness of the personnel selection decision, the personnel studied from the five employment outreach service centres could be divided into six groups consisting of 326 valid samples, in total. In accordance with the EWPS success rate and performance, as well as the conception of Taylor & Russell (1939), the effectiveness of the personnel selection decision was analyzed and its mean effectiveness rate was 13.64%. On the whole, the results of the computed accurate success ratios of the EWPS were between 64.6% and 80.3% (the average was about 70.0%), that showed EWPS could be used as an appropriate tool for selecting boundary spanners.
期刊論文
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會議論文
1.陳玄愷、楊仁壽(2004)。高績效業務圍隊導入關鍵因素之探討-以台灣其外商醫藥物流公司為例。台北。  延伸查詢new window
2.陳玄愷、黃孟儒、吳信宏、鍾端國(2009)。AHP於外展人員績效評估準則決策之應用--以中彰投就業服務中心為例。台北。  延伸查詢new window
學位論文
1.張惠芳(2009)。就業服務外展人員運用過程之評析(碩士論文)。國立中正大學。  延伸查詢new window
2.陳玄愷(2008)。跨界工作者適性量表之效度驗證研究。國立雲林科技大學。new window  延伸查詢new window
3.Harrick, E. J.(1974)。The impact of the weighted application blank in personnel selection。University of Saint Louis。  new window
圖書
1.謝安田(1998)。人力資源管理。臺北：謝安田。  延伸查詢new window
2.Cascio, W. F.(1998)。Applied psychology in human resource management。Prentice Hall。  new window
3.Hartigan, J. A.、Wigdor, A. K.(1989)。Fairness in employment testing: Validity generalization, minority issues, and the General Aptitude test Battery。Washington, D.C.：National Academy Press。  new window
4.Ghiselli, E. E.(1966)。The Validity of Occupational Aptitude Tests。New York, NY：John Wiley。  new window
5.McCormik, E. T.、Ilgen, D.(1980)。Industrial psychology。New Jersey：Engleword Cliffs。  new window
6.Anastasi, Anne、Urbina, Susana、危芷芬(1999)。心理測驗。臺北市：雙葉書廊。  延伸查詢new window
7.林財丁、陳玄愷(2001)。EWPS跨界工作者適性量表。上海。  延伸查詢new window
8.Frumkin, L.(2004)。The joint committee on testing practices: Available publications on testing。Measuring up: assessment issues for teachers, counselors and administrators \\ J. Wall & G. Walz (Eds.)。Austin, TX。  new window
9.Herzberg, E.、Mausner, B.、Peterson, R. O.、Capwell, D. E.(1979)。Job attitudes: Review of research and opinion。Pittsburgh, PA。  new window
10.Smith, M.、Robertson, I. T.(1993)。Systematic Personnel Selection。London。  new window
其他
1.Coleman, V. N.，Borman, W.(1999)。Investigating the underlying structure of the citizensnip performance domain。  new window
圖書論文
1.Muchinsky, P. M.(1986)。Personnel Selection Methods。International Review of Industrial and Organizational Psychology。John Wiley & Sons Inc。  new window
 
 
 
 
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