| Summary: | 碩士 === 國立成功大學 === 高階管理碩士在職專班 === 98 === Situational theory assumed that job satisfaction was derived from job characteristics. The most notable one was the Hackman ＆ Oldham’s Job Characteristics Model. On the other hand, dispositional theory described that job satisfaction was influenced only by the personality and was irrelevant to the job characteristics. Interactional theory stated that person-environment fit should be considered in job satisfaction study. While the primary objective of the enterprise operation is to pursue profit, it has to be reminded, however, that the overall activity is indeed people-oriented. Employee’s personal traits, therefore, are likely to affect work performance, and job characteristics, leadership and other factors may also have impact on job satisfaction. The objective of this study is to test whether the dispositional theory is applicable. In other words, this is to confirm whether personality and cognitive style could be adopted as moderator variables in the Job Characteristics Model.
In this study, we asked a sample of staff from two research institutes of Taiwan's CPC, a major oil giant in the island, to fill up adequate questionnaire. This was done by stratified sampling and then random sampling. Engineers and technicians in technical services, research development and administrative levels were included. A valid sample of 120 responses was collected and analyzed by multiple regressions. It was found that job characteristics dimension alone was not an effective predictor for the job satisfaction dimension. With personality and/or cognitive style as moderators, job satisfaction could be reasonably presented by a multivariable model.
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