| Summary: | 碩士 === 世新大學 === 資訊管理學研究所(含碩專班) === 97 === In the past decade, the financial industry of Taiwan has been opening up to a competitive free market from a conservative protection style. Therefore, the industry should keep pace up with the rapidly changing market, not only in terms of products, channels and management, as well as human resources, which has been substantial changes and breakthroughs in their traditional method, and the future is toward same direction as the international trend: Manpower Dispatched (Employee Leasing；Temporary Help Services；Temporary Manpower；Temporary Workers；Temporary Employment)
It is now become a popular policy and strategy for most of the banks to use temporary manpower to make up the shortfall in current human resource. So the banks are putting more consideration on how to select and train suitable temporary workers to fit into the job, how to enhance their productivity and how to minimize the cost and risk which caused by bank’s employment unexpected variation.Therefore, the purpose of this research is to find out the relationship between the personality traits of temporary workers and their job satisfaction. Then it can provide a reference to the hiring companies to choose better temporary worker with the lowest cost and risk.The research focus on dispatched workers of Taiwan financial industry and the brief summary for this research of how the personality traits of temporary workers in financial industry impact to their job satisfaction is as follows:
(1). In the personal attributes that affected obviously are: The workers in the age of 26 to 35 years old, IT(Information Technology) type and prefer no pressure with more freedom working environment, who would have higher degree of internal satisfaction from their jobs. For the person who have 1 year or less experience of temporary job have higher degree of external satisfaction.
(2).The research reveals a fact that we can make a prediction of job satisfaction from personality traits: the person who has higher degree of "Conscientiousness" and lower degree of "Neuroticism" would trend to with higher internal satisfaction. And for those who are "Extraversion" could be predicted to have higher external satisfaction.
The conclusion for this thesis would provide a guide and suggestions to financial institution if consider to efficiently use temporary workers. The young people who just graduated from college usually have higher enthusiasm for the society and self expectation. But on the contrary, they can afford less pressure which might be prevented by using a NEO Five-Factor Inventory test in advance. The NEO Five-Factor Inventory test can give a good reference for companies to choose young social freshman with higher degree of Conscientiousness and Extraversion and lower degree of Neuroticism, who are predicted to generate more productivity. Therefore, the banks should be able to maximize benefits and minimize the potential cost and risk from above source’s variation.
|
|---|
