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題名：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
書刊名：華人前瞻研究
作者：黃啟雯／李丁文／李珠華 引用關係
作者(外文)：Huang, Chi-wen／Lee, Ding-wen／Lee, Chu-hua
出版日期：2014
卷期：10:1
頁次：頁29-48
主題關鍵詞：門市銷售人員；人格特質；公平理論；工作滿足；Store salesman；Personality traits；Equity theory；Job satisfaction
原始連結：連回原系統網址new window
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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冺潤與價值。 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帄對待時，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，本研究以組織公帄為基礎，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，是否會受到組織公帄的干擾。 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，以及在組織公帄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雋；4.組織公帄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帄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.
期刊論文
1.王秀美、李長燦(2010)。五大人格特質量表中文版之信效度研究。美和科技大學報，5，1-13。  延伸查詢new window
2.Block, J.、Cooper, C.(2000)。A contrarian view of the five-factor approach to personality description。Psychological Bulletin，117，187-215。  new window
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5.Van Der Molen, H. T.、Schmidt, H. G.、Kruisman, G.(2007)。Personality characteristics of engineers。European Journal of Engineering Education，32(5)，495-501。  new window
6.Lawler, E.、Porter, L. W.(1963)。Perception Regarding Management Compensation。Industrial Relationsy，13(1)，43-54。  new window
7.Costa, P. T. Jr.、McCrae, R. R.(1986)。Personality stability and its implications for clinical psychology。Clinical Psychology Review，6(5)，407-423。  new window
8.Mount, Michael K.、Barrick, Murray R.、Scullen, Steve M.、Rounds, James(2005)。Higher-order dimensions of the big five personality traits and the big six vocational interest types。Personnel Psychology，58(2)，447-479。  new window
9.Goldberg, L. R.(1990)。Alternative Description of Personality? The Big-Five Factor。Journal of Personality and Social Psychology，59(6)，1216-1229。  new window
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13.黃曼琴(19910100)。應用中介模式探討TYPE A/B人格特質為中介變項對工作壓力與工作滿足、工作績效之影響。人力資源學報，1，59-74。  延伸查詢new window
14.羅世輝、湯雅云(20030300)。內外控人格特質與授權賦能認知對工作滿足之影響--以金融保險業為例。人力資源管理學報，3(1)，1-19。new window  延伸查詢new window
15.Saucier, G.(1994)。Mini-Markers: A brief version of Goldberg's Unipolar Big-Five Markers。Journal of Personality Assessment，63(3)，506-516。  new window
16.黃仁宏、沈聰益(20030600)。人格五因素模式預測銷售績效的效度--NEO-PI-R量表的檢驗與應用。管理學報，20(3)，457-481。new window  延伸查詢new window
17.Zhou, J.、George, J. M.(2001)。When job dissatisfaction leads to creativity: Encouraging the expression of voice。Academy of Management Journal，44(4)，682-696。  new window
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20.沈慶龍(20021200)。業務員人格特質、推銷行為及其績效之研究--以汽車代理商為例。人力資源管理學報，2(4)，107-126。new window  延伸查詢new window
21.Tax, Stephen S.、Brown, Stephen W.(1998)。Recovering and Learning from Service Failure。Sloan Management Review，40(1)，75-88。  new window
22.McCrae, Robert R.、John, Oliver P.(1992)。An Introduction to the Five-Factor Model and Its Applications。Journal of Personality，60(2)，175-215。  new window
會議論文
1.李文瑞、王明纾、許旭昇(2009)。以公平理論探討薪酬制度對工作滿足之影響。2009管理創新與科技整合學術研討會。  延伸查詢new window
學位論文
1.曾玉滿(2009)。工作壓力對工作績效關係之探討--以諮商為干擾變項(碩士論文)。國立中山大學。  延伸查詢new window
2.簡竹屏(2005)。內部行銷、顧客導向、工作滿足關係之研究--公、民營企業之比較(碩士論文)。朝陽科技大學，臺中。  延伸查詢new window
3.陳芳靖(1994)。臨床護理人員薪資滿足之研究--以台南地區綜合醫院為例(碩士論文)。東海大學。  延伸查詢new window
4.堪瑄宇(2010)。員工薪資滿足之前因後果之研究(碩士論文)。中原大學。  延伸查詢new window
5.陳英斌(2006)。人格特質、工作績效與工作滿足關係之研究--以經濟部水利署為例(碩士論文)。朝陽科技大學。  延伸查詢new window
6.余德成(1996)。品質管理人性面系統因素對工作績效之影響(博士論文)。國立中山大學。new window  延伸查詢new window
圖書
1.許士軍(1977)。管理學。臺北：華泰文化。  延伸查詢new window
2.Carl, G.(1971)。Psychological Types。Princeton University Press。  new window
3.Jackson, D. N.(1996)。The Basic Personality Inventory: HPI Manual。Portr Huron, Mi：Sigma Assessment Systems。  new window
4.Wallace, M. J.、Fay, C. H.(1988)。Compensation theory and practice。Boston：PwsKent。  new window
5.Friedman, M.、Rosenman, R. H.(1974)。Type A Behavior and Your Heart。New York：Alfred A. Knopf。  new window
6.Bandura, A.(1986)。Social Foundations of Thought & Action--A Social Cognitive Theory。Englewood Cliffs N.J.：Prentice Hall。  new window
7.Weiss, D. J.、Dawis, R. V.、England, G. W.、Lofquist, L. H.(1967)。Manual for the Minnesota Satisfaction Questionnaire。Minneapolis：Industrial Relations Center, University of Minnesota。  new window
8.Allport, Gordon Willard(1937)。Personality: A Psychological Interpretation。Holt, Rinehart & Winston。  new window
9.Robbins, Stephen P.(2001)。Organizational behavior。Prentice-Hall, Inc.。  new window
圖書論文
1.Allport, G. W.(1987)。Selection-for-action: some behavioral and neurophysiological consideration of atttention and action。Perspectives on perception and action。  new window
2.Adams, John Stacey(1965)。Inequity in social exchange。Advances in experimental social psychology。Academic Press。  new window
 
 
 
 
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