Dissertations / Theses on the topic 'Organizational Personality'
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Bamber, David James. "Personality, organizational orientations & learning." Thesis, University of Salford, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.413458.
Full textCharron, Avery. "Effects of Organization Personality and Type of Industry on Organizational Attraction." Xavier University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=xavier155170269211922.
Full textBeeson, Kortni M. "Which is More Attractive: Organization Personality or Salary?" Xavier University Psychology / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=xupsy1592834395861197.
Full textFlint-Taylor, Jill Verena. "Career development : personality, the organizational context and their interaction." Thesis, King's College London (University of London), 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.299291.
Full textKyser, Diana. "THROUGH THE LOOKING GLASS: COMPANY CULTURE AS A REFLECTION OF FOUNDER PERSONALITY IN ENTREPRENEURIAL ORGANIZATIONS." Diss., Temple University Libraries, 2017. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/436065.
Full textPh.D.
This dissertation explores the connection between founder personality and organizational culture in founder-led entrepreneurial companies. With a focus on how founder personality affects culture, it draws from the literature in upper echelon/top management teams, family business and organizational psychology – notably the Attraction-Selection-Attrition (ASA: Schneider, 1987) and Person-Organization fit (P-O: O'Reilly, Chatman, & Caldwell, 1991) theories. Using a combination of ethnographic, psychological and organizational data from the founders and employees of four small firms from multiple industries, and a broader survey study of 336 respondents from 23 firms, it finds support for O’Reilly et al., (2014)’s CEO Personality-Culture link in the small-company setting. It also validates two new findings: 1) that employee personality traits can trump founder personality as an influence on culture, and 2) that founder involvement can moderate the impact of founder personality on culture. The dissertation concludes with plans for further research into the personality-organizational culture effects and thoughts about the applicability of these results for founders and consultants.
Temple University--Theses
Kumar, Riya. "The Use of Personality Testing in Personnel Selection." Scholarship @ Claremont, 2019. https://scholarship.claremont.edu/cmc_theses/2038.
Full textCelnar, Christine. "Personality and justice predictors of workplace resistance to organizational change." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0021/MQ47993.pdf.
Full textPyclik, Alice. "Antecedents of Voice: The Moderating Role of Proactive Personality." Wright State University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=wright1579865453661268.
Full textAstakhova, Marina. "Exploring Complementary Person-Organization Fit." Kent State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=kent1332791556.
Full textTyler, Graham Patrick. "Utility and validity of Western and Chinese models and measures of personality in Chinese and Western organisational contexts /." [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19288.pdf.
Full textFlanum, Ramona J. "Relationship between personality type and the ability to be a change agent." Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999flanum.pdf.
Full textGregory, Paul J. "Assessing the influence of organizational personality, applicants’ need motivation, expectancy beliefs, and person-organization fit on applicant attraction." FIU Digital Commons, 2010. http://digitalcommons.fiu.edu/etd/247.
Full textLandis, Blaine. "The psychology of social networks : power, emotion and personality." Thesis, University of Cambridge, 2014. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.707985.
Full textSheh, Seow Wah. "Behavioural attributes of the transformational Chinese leader." access full-text online access from Digital dissertation consortium online access from ProQuest databases, 2002. http://libweb.cityu.edu.hk/cgi-bin/er/db/pqdiss.pl?3047749.
Full textSmith, Heather T. "The relationships of organizational personality variables with worker socio-communicative orientation, communication apprehension, immediacy, and job satisfaction." Morgantown, W. Va. : [West Virginia University Libraries], 2000. http://etd.wvu.edu/templates/showETD.cfm?recnum=1456.
Full textLaginess, Andrew J. "Mapping Integrity in the Domain of Trait Personality." FIU Digital Commons, 2016. http://digitalcommons.fiu.edu/etd/3365.
Full textLeitch, Cedric. "The forces of a character: does an entrepreneur's personality affect organizational culture." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/24253.
Full textDissertation (MBA)--University of Pretoria, 2010.
Gordon Institute of Business Science (GIBS)
unrestricted
Guppy, Lisa, and Carl-Johan Holmberg. "Who are the Most Committed at Work? : Linking Personality to Organizational Commitment." Thesis, Högskolan Väst, Avdelningen för psykologi, pedagogik och sociologi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-16622.
Full textDovel, Jordan. "Using Latent Profiles of Personality to Predict Facets of Organizational Citizenship Behavior." Bowling Green State University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1581944940687605.
Full textJohnson, Jeremy David. "The Connection between Lead Pastors' Enneagram Personality Type and Congregational Size." Thesis, Southeastern University, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13860669.
Full textThis study examines the relationship between the Enneagram profile of a lead pastor and the size of congregation. This study is motivated by the research question, “Do lead pastors of Protestant megachurches in the United States tend to share commonalities in their Enneagram personality types?” Previous research indicates that personality plays a role in the impact of a pastor, but to date, no systematic investigation has explored the connection between the Enneagram profile of the leader and the size of the congregation. Using a sample of 58 megachurch pastors and 56 non-megachurch pastors, the Enneagram type of each pastor was obtained through the Wagner Enneagram Personality Style Scales (WEPSS) inventory. The findings from the research indicate a significant relationship between Enneagram Type 3s (Achievers) and 8s (Challengers) as a common profile of the megachurch pastor (in 79% of the cases). The findings offer insights into potential benefits of self-discovery the Enneagram can provide pastors based on the unique roles of their leadership style. While these results do not speak to the quality of leadership in these pastors, or suggest a pastor is better suited for a church based on a personality style, these results may prompt further inquiry into the pastoral selection process to determine if the current structure favors a certain personality. Keywords: pastoral leadership, Enneagram, megachurch, personality profile, church size
Harari, Michael B. "The Validity of Broad and Narrow Personality Traits For Predicting Job Performance: The Differential Effects of Time." FIU Digital Commons, 2014. http://digitalcommons.fiu.edu/etd/1578.
Full textSyed, Javaid A. "Explaining IT professionals' organizational commitment based on age, gender, and personality trait factor." Thesis, Capella University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10263030.
Full textThe purpose of the present study was to test the Emotional Stability dimension of the Big Five factors of personality traits theory to predict or explain a relationship with Employee Organizational Commitment, when the relationship between Emotional Stability (ES) and Employee Organizational Commitment (EOC) was moderated by Gender and AgeGroup. Public domain secondary data from the General Social Survey were used in the study. The three age groups under investigation were Millennials, Generation X, and the Boomer generation. A hierarchical linear multiple regression model was applied to test the hypotheses. The statement of the omnibus null hypothesis (H 0) was that the Emotional Stability dimension of the Big Five factor model of personality traits theory did not have the ability to predict EOC. Main hypotheses stated that there was not a statistically significant relationship between the moderated independent variable (IV) and the dependent variable (DV). Results of the full model showed that the theory-testing null hypothesis (H0) was not supported (p < .05), and the Boomer generation contributed most to the DV (Beta = -.511). Recommendations were made for future research.
Koves, G. Kenneth. "Intraorganizational information seeking strategies : explorations in finding one's way." Thesis, Georgia Institute of Technology, 1993. http://hdl.handle.net/1853/29515.
Full textChung, Pui-ling Leanne. "Interactional effects of superiors' personality and leadership styles on immediate subordinates in Chinese organizations /." Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B20716692.
Full textLortie, Brendan. "A Structural Equation Modeling Approach to Predicting Applicant Faking." Bowling Green State University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1573323760174055.
Full textInanc, Ebru Evrensel. "The Mediating Effect of Leader Member Exchange on Personality Congruence and Affective Commitment." Thesis, Walden University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10747394.
Full textThe personality congruence of supervisors and subordinates and its influence on work outcomes is a relatively new topic in social and behavioral sciences. Most well-known personality theory is Big Five that includes openness, conscientiousness, neuroticism, extraversion and agreeableness traits. LMX theory focuses on the mutual relationship between a supervisor and a subordinate. There is a gap in the literature regarding the mediating role of LMX perceptions of subordinates on the relationship between personality congruence of supervisors and subordinates and affective commitment (AC). The purpose of this cross-sectional design was first to explore the direct relationship between supervisors and subordinates personality congruence and AC of subordinates. The second purpose of this study was to explore the role of LMX as a mediator between the personality congruence of supervisors and subordinates and AC of the subordinates. A cluster sampling method was used to gather 400 supervisor-subordinate dyads from 3 technopolises in Ankara, who completed self-reported questionnaires. A technopolis is a technology science park. Polynomial regression analysis was conducted to measure the congruence level of dyads’ personality traits and structural equation modeling was used to analyze the mediating effect of LMX. Results revealed that, LMX has no mediating effect on personality congruence and AC. The results also revealed that there is a significant relation between the agreeableness congruence of supervisors and subordinates, and AC. This information can be used by organizations by pairing up agreeable dyad members to increase affective commitment. The findings of this study may create positive social change by promoting optimum functioning organizations that have committed employees which would affect the society and economy in a positive way.
Alexander, LaToya Sharee. "The Effect of Secondary Teacher Personality on Educational Empowerment." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3423.
Full textZhang, Yi. "The relationship between organizational authority-control and employees' proactive behavior : the moderating role of individual proactive personality /." access full-text access abstract and table of contents, 2009. http://libweb.cityu.edu.hk/cgi-bin/ezdb/thesis.pl?mphil-mgt-b23750819f.pdf.
Full text"Submitted to Department of Management in partial fulfillment of the requirements for the degree of Master of Philosophy." Includes bibliographical references (leaves 117-147)
Redding, Blake. "Psychological climate, personality and organisational proactivity : an exploration of the relationship /." [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe18540.pdf.
Full textAli, Husam. "The person-organization interplay : how an entrepreneur's personality affects organizational legitimacy." Diss., 2012. http://hdl.handle.net/2263/23968.
Full textDissertation (MBA)--University of Pretoria, 2012.
Gordon Institute of Business Science (GIBS)
unrestricted
Siao, Sing-Miao, and 蕭幸妙. "Personality Characteristics Influence on Organizational Commitment." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/52752287409867456506.
Full text育達商業科技大學
企業管理所
98
There are a lot of literatures which focus on personality characteristics or organizational commitment, but a little research discussion between personality characteristics and organizational commitment in Taiwan. This study explored personality characteristics influence on organizational commitment and give suggestions from the results. This paper conducted the questionnaire method included 362 valid samples. The finding as following: 1.Among demographics, the different of gender, manager, marriage, level of education, occupation, and company size are significant in personality characteristics. 2.Among demographics, the different level of education and occupation are significant in organizational commitment. 3.Personality and organizational commitment have a significant positive correlation (r =. 134 *). 4.The regression model revealed that the personality characteristics have significant prediction on organizational commitment (conscientiousness, and agreeableness 1.9%).
Lin, Sih-Rong, and 林思蓉. "Personality Characteristics Influence on Organizational Citzenship Behavior." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/03179573431618661374.
Full text育達商業科技大學
企業管理所
98
Human resources has become an important of corporte competivenss in today’s competitive environment. Therefore, studying personality characteristics has become business-critical human resources planning reference variables. The study examines personality characteristics influence on organizational citzenship behavior and give suggestions from the results. This paper conducted the questionnaire method included 310 valid samples. The finding as following: 1.Among demographics, the different position, marriage, level of education, occupation, and company size have significant discrepancy on personality characteristics. 2.Among demographics, the different sex, position, marriage, level of education, occupation, and company size have significant discrepancy on organizational citizenship behavior. 3.Personality characteristics and organizational citizenship behavior reveals outstanding association. 4.Personality characteristics can predict organizational citizenship behavior.
Su, Wen-yu, and 蘇文郁. "Personality, Impression Management and Organizational Citizenship Behavior." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/51138427179835698885.
Full text國立中山大學
人力資源管理研究所
93
The associations between personality, impression management, and organization citizen behavior are discussed. The questionnaire used at current study is designed cross-sectional, containing Self-Monitoring Scale, Machiavellianism Scale, Self-Efficacy Scale, Impression Management Scale, and Organizational Citizenship Behavior Scale, administered to 247 supervisors and 247 employees. The validate response rate was 96.1%. Multivariate analytical results indicated that the differentiations between employees might affect their involvement with impression management; supplication and intimidate tactics may be the intervening variables between Machiavellianism and Organizational Citizenship Behavior; General & Specific Self-Efficacy would directly influence Organizational Citizenship Behavior, which indicates the supervisors’ perception of employees will directly affected by General & Specific Self-Efficacy.
Ke, Chun-An, and 柯俊安. "Personality traits associated with organizational misbehavior research." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/84456532643595577985.
Full text銘傳大學
國際企業學系碩士班
101
Organizational misbehavior (OMB) has been defined as any intentional action by members of organizations that defies and violates (a) shared organizational norms and expectations, and/or (b) core societal values, morals and standards of proper conduct (Vardi and Wiener, 1996). In recent years, it has frequently been suggested that organizational misbehavior poses a serious economic threat to organizations. The organizational misbehavior may damages companies’ corporate reputation and profits, or even causing bankruptcy of companies. So to effectively manage employees, to reduce employees'' organizational misconduct occurred, reducing the organizations operating internal risk, is the current important issues. Past researches for organizational misbehavior suggested that organizational misbehavior caused by personal factors and organizational factors. In this study, we utilize the personal factors as a starting point and then to explore the impact of personality on organizational misbehavior. The purpose of this study hopes to explore the personality of employees’ motivation mechanism, thereby affecting the misbehavior of the staff organization. We also hope to give some recommendations about human resource management by this study result. The main conclusions of this study are： (A) Employees personality affects organizational misbehavior. (B) Under the influence of motivation mechanism, the employees can reduce the incidence of organizational misbehavior.
Lo, Shin Hung, and 羅時宏. "Newcomers’ Personality, Information Seeking Behavior, and Organizational Socialization." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/08452192581954674595.
Full text國防管理學院
資源管理研究所
92
Organizational socialization is a necessary process in everyone’s work life. In this process, information-seeking behaviors were always occurred to help newcomers learn the culture of an organization when they first enter a new work environment. Therefore, the importance of information seeking behaviors goes without saying in a newcomer’s organizational socialization. In recent years, many researchers thought that an individual should play a proactive role in his or her organizational socialization. This study took the same point of view and presumed that different personality traits will result in different frequency of information seeking behaviors. In the review of previous literature, we found that personality traits, such as self-efficacy and locus of control, could affect the frequency of newcomers’ information seeking behaviors. Thus, this study hypothesized that both self-efficacy and locus of control are related to the frequency of newcomers’ information seeking behaviors. In the meantime, this study also explored the relationship between information seeking behaviors, and organizational socialization. A survey from 239 military officers who serve in the military between 6 to 12 months was conducted in this study. The results indicated that a newcomer’s personality traits were related to different frequency of information seeking behaviors. Furthermore, this study also found that a newcomer who has higher frequency of information seeking behaviors is more likely to express higher degree of organizational socialization.
Chu, Kuei-Ying, and 朱貴英. "Effects of Personality, Organizational Justice and Organizational Commitment on Taipei County Elementary School Teachers’ Organizational Citizenship Behavior." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/84010150903575197101.
Full text中華大學
行政管理學系(所)
97
In recent years, due to the society environment changes dramatically, the elementary school teachers, who especially deal with teenage students, face more difficulties towards the teaching and management. Moreover, the shortage of school resource in hardware and software matters, the school administration leadership, the decision making in the organization policy and the requests from the students’ family do challenge the teachers’ morale in teaching. Meanwhile, the growth of the mass communication in the social environment influences and impacts the students from its powerful transmission. Furthermore, the negative reports on the school teachers also affect the public and thus lower down their respects to the teachers. Therefore, the accompanied working pressure on teacher from their facing such complicated education environment can not be ignored. How to keep the teacher’s enthusiasm becomes an important issue deserved our attention. The main purpose of this research is to understand the how the factors of the personalities of Taipei County Elementary School Teachers and the performance of organization justice affect the organization commitments. Finally, study deeper the organizational citizenship behavior in order to provide the concerned schools as being the reference for their teacher’s consulting eduation and psychological management and thus contribute to the education carrer accordingly. This research, uses the questionnaire as the tool to collect information and takes reference of the scales developed by several researchers, chooses Taipei County Public Elementary School Teacher to release the survey questionnaire. The total quantity of questionnaire released is 620 copies, and received 495 copies feedback. The effective survey is 474 copies and its effective feedback is 76.45%. Using the statistic analysis method, the following conclusion is obtained: 1. The Elementary School Teacher’s organizational commitment leads significant influence on the organizational citizenship behavior. 2. The Elementary School Teacher’s procedural justice and distributive justice lead significant and positive influence on the organizational citizenship behavior. 3. The Elementary School Teacher’s personality leads significant influence on the organizational citizenship behavior. 4. Concerning the population statistic variables, A type character-achievement, interactional justice, procedural justice and distributive justice-rewards on work load, dedication willingness, assistance behavior have the significant difference with education level; A type character-achievement, interactional justice, assistance behavior have the significant differencfe with the years of service; as to A type character-achievement, assistance behavior have the significant difference with the school size. Accordingt to above conclusion, this research proposes related management suggestion as being a pratical reference and thus provides certain direction for future researchers. Keywords: Organizational Citizenship Behavior, Personality, Organizational Justice, Organizational Commitment
"Diversity congruency within organizations: The relationship among Emotional Intelligence, Personality Structure, ethnic identity, organizational context and perceptions of organizational diversity." PEPPERDINE UNIVERSITY, 2009. http://pqdtopen.proquest.com/#viewpdf?dispub=3350471.
Full textLin, Zi-I., and 林子懿. "The research of relationship among Personality Traits,Person-Organization Fit and Organizational Citizenship Behavior." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/05272981930288130615.
Full text國立臺灣海洋大學
航運管理學系
92
Abstract In recent years, the point of the value of the job has significant change. It has also resulted in the questions of the management of employee. This topic comprises the high degree of turnover, lack of professional abilities and difficult to recruit. It will increase the training cost and result in hard to operate efficiently. Person-Organization Fit is a critical link in a chain to confer Organizational Behavior. To follow the changes of human resource, enterprises respect the consistence of values, culture and targets between the employee and organization, then hope to rely on the Fit point to recruit and select a person who could really suitable for the Organization and make use of human resource effective. Those described above are the general ides of Person-Organization Fit. The purpose of the study is to confer the relationship among Personality Traits, Person-Organization Fit and Organizational Citizenship Behavior. Through adopting Pearson correlation analysis, Analysis of Variance and Stepwise Regression analysis. The major findings of the research indicate that is significant between Personality Traits and Person-Organization Fit. Based on the further findings of this research, we conclude that the higher degree of Conscientiousness and Extraversion, Person-Organization Fit of employee will be higher. There is also positive significant between Person-Organization Fit and Organizational Citizenship Behavior. With the higher degree of Person-Organization Fit, Organizational Citizenship Behavior of employee will be higher. Key words：Personality Traits, Person-Organization Fit, Organizational Citizenship Behavior.
Chen, Chiao-Chi, and 陳巧琦. "Impact of Psychological Contract, Optimistic Personality and Perceived Organization Support on the Organizational Commitment." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/75027110501157546213.
Full text國立臺灣師範大學
科技應用與人力資源發展學系人力資源碩士在職進修專班
102
In recent years, the banking industry in Taiwan has been lack of competitiveness due to the excessive number of banks, threats from foreign banks and the fund inefficiency. Banks should concentrate on their own core values and operate existing resources with more efficient ways, in order to lower costs and increase benefit. Therefore, managers and human resource personnel of an organization shall effectively enhance employees' organizational commitment by identifying the factors of organizational commitment and performing corresponding management and improvement approaches. The study primarily investigates the correlations between organizational commitment and psychological contract, optimistic personality and perceived organizational support, by analyzing the mediating effect of the sense of happiness, the intervening variable, between organizational commitment and psychological contract, optimistic personality and perceived organizational support. The study included financial product salespersons of Bank F as subjects, adopted sampling methods including online questionnaires, e-mails, regular mails and physical vi questionnaires for empirical data collection, and recovered 364 valid samples. The research result discovered that, (1) the psychological contract has a positive effect on the sense of happiness, (2) the optimistic personality has a positive effect on the sense of happiness, (3) the perceived organizational support has a positive effect on the sense of happiness, (4) the psychological contract has a positive effect on the organizational commitment, (5) the optimistic personality has a positive effect on the organizational commitment, (6) the perceived organizational support has a positive effect on the organizational commitment, (7) the sense of happiness has a positive effect on the organizational commitment, (8) the sense of happiness has a partial mediated effect between psychological contract and organizational commitment, (9) the sense of happiness has a complete effect between optimistic personality and organizational commitment, (10) the sense of happiness has a partial mediated effect between perceived organizational support and organizational commitment. The outcomes of the research are expected to provide beneficial references and different perspectives for future human resource management and staff management within the organizations for business operators. They are also expected to provide information and references for domestic researchers outside of the industry.
Liu, Liu-yu, and 劉玉柳. "A Study of the Relationship among Employee Personality Characteristics and Organizational Culture on Learning Organization, Knowledge Management and Organizational Performance." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/87895240285340727808.
Full text國立宜蘭大學
經營管理研究所碩士班
95
This search bases on personality demography to create the cause-effect of employee personality characteristics, organizational culture, learning organization, knowledge management and the organization performance. And then, through the application of LISREL, probe into employee personality characteristics, organizational culture, learning organization, knowledge management and the organization performance in real world. Through empirical example analysis in a medical center in the northern Taiwan, this research can get the understanding of the variable and variable existence relation and intensity of one. The result of this study is helpful to managers to find their own strategies according to different organizations. The research results show that employee personality characteristics and organizational culture may positively affect knowledge management directly and affect the organization performance indirectly, and organizational culture may positively affect learning organization directly and learning organization may also positively affect the organization performance directly.
HSU, SHIH-HAN, and 徐詩涵. "The Impact of Organizational Characteristics, Personality Traits and Recruiters' Emotion Expression on Organizational Attractiveness." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/yhr9fx.
Full text實踐大學
企業管理學系碩士班
106
Recently, labor issues and talent outflow are the problems faced by Taiwan enterprises. Regardless the scale of enterprise, length of establishment and industry, every enterprise will have human needs, and there are many different aspects that will affect the applicant's inauguration intention. Through generational change, expectations of organizational conditions may vary from generation to generation. In addition to the organizational characteristics that will affect the organization's attractiveness, there are other factors that will affect it. This study selects personality traits and the recruiter's emotional expression from a variety of factors as the study variables. The reason is that this study considers different traits. The degree of people's willingness to take up employment will also vary, and even if the characteristics of the organization have already attracted candidates to the interview, the emotional expression of different interviewers will affect the mood of the applicant and the final entry intention. Therefore, in addition to exploring the characteristics of different organizations, this study also explores the influence of personality traits and interviewer's emotional expression on organizational attractiveness. This study uses an online questionnaire, the study sample was conducted on subjects who had worked part-time, worked as interns or had work experience. A total of 238 questionnaires were collected, 14 invalid questionnaires were deducted, 224 valid questionnaires were available. Descriptive statistical analysis, Reliability and Validity analysis, Pearson correlation analysis and Regression Analysis verification hypothesis were carried out using the statistical package IBM SPSS Statistics 22.0. The results are as follows: (1) a positive and significant relationship between organizational characteristics and organizational attractiveness (2) a positive and significant relationship between personality traits and organizational attractiveness (3) a significant relationship between recruiter's emotional expression and organizational attractiveness.
王俊源. "A Study on Relationships of Personality Traits,Perceived Organizational Support and Organizational Citizenship Behavior." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/33816167629051479853.
Full text佛光大學
管理學系
99
When facing the stiff competition in the environment of the business, talented persons should be the greatest property in the enterprises. All the enterprises operators have to think in the new perspective of the employment relations, not just having the forms of the employees but also having them recognize the organization genuinely. By doing so, employees will give their heart and willingness to the enterprise anytime. It is not like that the prior employment relations emphasized on the commitment that employees feel with the organization. Based on the social-exchange theory developed out of the organizational support theory, we can only put the emphasis on the commitment that the organization made to the employees first and then we can gain their sincere devotion. However, organizational citizenship behavior is also a kind of social-exchange action that can be paid off voluntarily. This can be the best sharp weapon for the organization facing the competition. Furthermore, many studies indicate that there is certain consistence and constancy in employees’ Personality. Therefore, the main purposes of this study are changing employee’s recognition and attitude towards their work, increasing their trust to the organization, and encouraging employees to perform organizational citizenship behavior on their own accord in order to enhance organizational effectiveness and achievements. The samples are collected from the employees of private enterprises including service and manufacturing industries in Taiwan.The total number of privates enterprises are more than one hundred.The study uses the Quota Sampling of nonprobability to conduct the research. The empirical findings of this study are as below: 1.The differences control variables in gender, age, degree, professional category, years of work experience, the number of the company staff, and the position of the company will be shown in the personality, perceived organizational support and organizational citizenship behavior. 2.The differences in employee’s personality will affect employee s’ performance on organizational citizenship behavior. 3.The height of perceived organizational support will affect the performance of organizational citizenship behavior. 4.By building perceived organizational support, organizational citizenship behavior will be affected by different personalities The results and suggestions of this study aim to give the enterprise operators some references on the management in employment relations.
Hsiao, Chung-Yu, and 蕭仲佑. "Exploration on the Effects of Personality Characteristics in Organizational Learning and Organizational Perception Abilities." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/35287297254415128017.
Full text輔仁大學
國際創業與經營管理學程碩士在職專班
96
The purpose of this study is to explore the effects of personality characteristics on organizational learning and organizational perception abilities. A repair factory in the national army is used in the study and a survey is given to 180 participants using simple random drawing. A total of 173 usable samples were procured. Using statistical methods such as reliability, correlation, and regression analysis to analyze the data, study results fall in three parts: Part 1: Most personality characteristics show positive correlation to “innovation,” “promoting new ideas,” and “finding learning obstacles” in terms of organizational learning perception. Only “emotional sensitivity” showed negative correlation towards “finding learning obstacles”; therefore, if an organization is to find learning obstacles, these types of employees can be used. Part 2: Most personality characteristics show positive correlation to “professional and technical capacity” and “technical innovation” in terms of organizational perception abilities. Only “open learning nature” showed no correlation to “technical innovation,” which shows that most test subjects have a low open learning nature, which could be closely related to their occupation and long-term exposure in a closed society environment. Part 3: Higher positive perception in organizational learning abilities shows a correlation to higher positive perception in organizational capability.
Wang, Hsin, and 王馨. "Culture, Personality, High Performance Work Practices and Organizational Performance." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/37289765436280501250.
Full text國立成功大學
國際企業研究所碩博士班
91
This research can be divided into two parts. Firstly, the impact of nation culture and personalities on the acceptance of high performance work practices (HPWP) is examined. We further investigate the relationships between the acceptance of HPWP among American, Japanese and Taiwanese employees and their behavioral performance. On second part, we try to understand the connection between the employee’s acceptance and the organization’s implementation in HPWP issue. Two moderators, namely organizational culture and strategy were also employed in this study. Research data are collected by mailing and Internet questionnaires. The respondents are the employees in American, Japanese and Taiwanese companies located in Taiwan. 362 valid questionnaires were input into the statistical analysis. Through the analysis of MANOVA, ANOVA and hierarchical regression, the empirical results show that national culture and workforce’s personality can significantly influence employee’s acceptance of HPWP. The extent of acceptance of and implementation of HPWP can also contribute the improvement of personal behavioral and firm performance. Finally, the moderate effects of organizational culture and strategy were found in influencing the acceptance and implementation of HPWP.
Wang, Wan-Chang, and 王萬昌. "Personality traits, job satisfaction and the organizational commitment research." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/wvg74d.
Full text國立臺北科技大學
工業工程與管理系EMBA班
98
The high-tech industry always is pushing up the core industries of our country economy development, and with capital, technology and talent-intensive industrial characteristics. Therefore, high-quality labor force has become an important factor in industrial competitiveness. Due to improve employee job satisfaction can directly to improve internal service quality. And create internal customers (employees) of the overall job satisfaction, thereby affecting the organization''s commitment to employee retention. Therefore, to understand the overall working environment for employees satisfied, the needs of the staff, improve the working environment and effective management of human, is the current business management must pay attention to the issue. The purpose of this study was to investigate the two dimensions, personality trait and job satisfaction, and the relationship between organization commitment, and to further explore the relationship between the interaction of personality trait, job satisfaction and organizational commitment. As the personal attributes affect within and outside individual behavior and attitudes. Therefore, in this study, the assessment process will be included in gender, age, education level, marital status, and years of service and other personal property. That will contribute to job satisfaction and organizational commitment to inference. The major research tool used for this study was structural questionnaire targeting the Taiwan’s Semiconductor Manufacturing Company. A total of 200 samples, 177 valid samples were acquired for this study and a recovery rate of 88.5%. We investigate by the Big Five personality test, job descriptive index and organization commitment scale. Adopting multiple regression method and analysis of variance to verify the hypothesis of this study, The research result shows that as to personality trait, it has significant influence on job satisfaction; (2) personality trait has significant influence on organization commitment; (3) job satisfaction has significant positive influence on organization commitment; (4) age, education level, sex and age, and education level and marital status have significant difference in personality trait; (5) marital status, age, education level, job level, years of service, sex and age, and education level and marital status, and job level and years of service have significant difference in job satisfaction; (6) edg, education level, job level, years of service, sex and age, and education level and marital status, and job level and years of service have significant difference in organization commitment.
Lin, HSUAN-YU, and 林宣妤. "The study of Influences Conscientiousness Personality on Organizational Performance." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/n99r2f.
Full text大葉大學
管理學院碩士在職專班
106
ABSTRACT Personality is native characteristic born to have. Modern people have more vivid personality and are more self-confident and aggressive. As we know, employee plays an important role in company performance. However, interviewer cannot know personality well through dialogue or resume. The aim of this study is trying to figure out ” Does conscientiousness personality pose positive influence on enterprise performance? In this study, the pilot exam uses “The five-factor model in NEC personality questionnaire(Costa & Mccrae, 1985)” to analyze 49 volunteers’ personality. The results are as followings: Kindness personality groups: 16(34.69%), Conscientiousness groups: 29(59.18%), extraversion groups: 3(6.13%) Based on above results, our study focuses on the conscientiousness group and interviews the volunteers. From out interview result, conscientiousness imposes positive impact on enterprise performance. Besides, concentration, carefulness, decisiveness, aggressiveness, indomitableness and responsibility are vital characteristics and also benefit company. In our study, integrity doesn’t reveal remarkable effects because stronger self-consciousness in Taiwan, a one-parent-family-common society, cannot make out a consent guideline to follow or evaluate. Key words: Personality, Kindness,Conscientiousness, Concentration, Carefulness
Duff, Deborah Bryan. "The relationship between organizational climate, personality factors and organizational citizenship behaviors in a university extension /." 2007. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3269882.
Full textSource: Dissertation Abstracts International, Volume: 68-07, Section: A, page: 2762. Adviser: Peter Kuchinke. Includes bibliographical references (leaves 126-133) Available on microfilm from Pro Quest Information and Learning.
CHEN, CHIUNG-HUEI, and 陳瓊慧. "A Study of the Relationships among Perception of Organizational Justice, Prospective Personality and Organizational Commitment." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/04939144173824972527.
Full text大葉大學
國際企業管理學系碩士班
103
The research question is the awaited investigation of the relationship among organizational fairness awareness, prospective personality, and organizational promise. The research model of this research was established from the relevant issues of organizational fairness awareness and the variables of prospective personality and organizational promise. The investigation emphasized on the circumstances of employees quitting their work and the methods of hiring qualified employees. This research distributed 312 copies of questionnaires through the internet, and retrieved 312 copies of valid questionnaires. The statistics was processed using SPSS, and the data analysis was done by using descriptive analysis, reliability analysis, and regression analysis. The results of this research show that: 1) organizational fairness awareness is positively related to organizational promise. 2) prospective personality interferes with the relationship between organizational fairness awareness and organizational promise. Studies have shown that, for the production of manufacturing enterprises as the main high, aged 21-30 years, and work seniority in 6 - 10 years of fair organization staff, but in business class to work as the most junior staff to feel employees that forward-looking personality when perception and a relatively higher organizational commitment and will feel the relative importance that the will would remain high, companies can keep more good talent.
Chien-Lin, Huang, and 黃千凌. "A Study on the Relationship among Employee Personality, Leadership style, Organizational Culture, and Organizational Commitment." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/49475168664451485136.
Full text中國文化大學
國際企業管理研究所
93
The high-tech industry is a constantly changing environment that is currently faced with large investment risks and short product life cycles, making it mandatory for businesses in the high-tech industry to recruit adaptable employees if they are to stand out amongst the keen competition. If a business can select highly creative employees with personalities that are suitable for the industry and highly suited to coping with pressure, utilize their own good leadership style, and integrate employees and leadership style into one organizational culture, it may reach a common consensus amongst all employees and guide all members in the or-ganization to identify with the consensus. In this way, employees will be able to achieve tar-gets for their organization, become willing to devote themselves to organizational develop-ment, and continue to remain members of this organization. When an organization’s em-ployees are committed to the organization, and are able to bring about synergistic effects for functions of different jobs, its business competence will be enhanced while its business per-formance optimized. Based on the above reasoning, the target population set for this study was employees of listed and OTC companies, and a total of 512 copies of the questionnaire were issued. 362 of questionnaires were collected, and, after deducting 58 questionnaires that were not com-pletely answered, the total number of effective questionnaires was 304, with a recovery rate of 59.4%. The questionnaire was mainly focused on an in-depth probe and analysis into em-ployee personality, leadership style, organizational culture (the main independent variables), the correlations amongst the three, and their effects on organizational commitment (depend-ent variable). As the results of analysis revealed, there were different personalities amongst Taiwan’s high-tech employees, and the degree of willingness to making organizational commitment were dissimilar. Moreover, the more pro-Internal Control and A-Type an em-ployee personality was, the more willing the employee was to commit to an organization. In addition, there were different leadership styles amongst Taiwan’s high-tech leaders in. The hypothesis that employees were varied in making organizational commitments was not ten-able. The underlying reason is the hypothesis that, the more pro-Transactional some leaders were, the less willing employees were to make organizational commitments, was not tenable. Apart from this, the hypothesis that employees’ willingness to make organizational com-mitments varies in accordance with organizational culture in Taiwan’s high-tech industry was tenable. Based on the conclusion and findings of this study, it is suggested that follow-up re-searchers take other industries into consideration, incorporate other research aspects, and expand target population and samples, while prolonging the research period so as to compare the discrepancies of different research aspects and provide a broader and more extensive managerial reference for industry leaders.
LI, WEI-YI, and 李韋毅. "The impacts of Personality Traits and Organizational Commitment on Startup." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/btdshz.
Full text國立高雄第一科技大學
創業管理碩士學位學程
105
A large enterprise must have a corporate culture, a solid enterprise must have a solid cultural foundation, then for the start-up enterprises, corporate culture is particularly important, if a company don’t have a good corporate culture at the beginning, the company will collapse easily. Corporate culture is deeply influenced by "environment", "organizational commitment" and "Co-founder's personality traits". The impact of the environment is more difficult for enterprises to change, but far-reaching, so choose the right environment to startup is very important. Such as the use of many school resources in the entrepreneurial university environment, saving many of the initial costs. The organizational commitment of the members of the corporate culture is an effective way to improve the efficiency of the enterprises. The A-door rule is simple and efficient company stipulated in the initial stage of startup, which greatly improves the efficiency of the A-door company. And the personality traits of A-door partners determine the A-door corporate culture, because the initial members of less, everyone's influence is greater. The role of corporate culture is to be effective to help enterprises to be successful, and can continue to operate. At the same time, for employees may be binding, but more freedom. However, corporate culture at different stages of the company, may be subject to many different factors and changes, and these situations may continue to occur, so the company executives should pay more attention on it. Through the study of the A-door company "environmental impact", "organizational commitment" and "partner's personality traits", this study analyzes the results of the company's corporate culture and explains the factors that influence the corporate culture. The method and model of the establishment of the corporate culture for the new enterprise as the result of the final study.