The Effect of Interactions among Job and Organization Characteristics and Big-Five Personality Traits on Organizational Attractiveness

• Main Authors: Kuo-Lun Chien, 錢國倫
• Other Authors: Mavis Yi-Ching Chen
• Format: Others
• Language: zh-TW
• Published: 2011
• Online Access: http://ndltd.ncl.edu.tw/handle/03712402130464786714

碩士 === 國立臺灣師範大學 === 科技應用與人力資源發展學系 === 99 === On the basis of Person-Organization Fit theory, this study aims to investigate how the interactive effects between the big five personality traits and job and organizational characteristics influence organizational attractiveness. These job and organizational characteristics include challenging work, coworker support, pay mix, location, and company reputation. A mixed experimental design combing within-subjects and between-subjects components was used. A 2×2×2×2×2 within-subject experimental design which contained 32 scenarios was administrated to undergraduate and graduate students from seven universities. Inter- individual differences based on Big Five personality traits were assessed using the between-subjects part of the design. The results showed that organizations with more challenging work were perceived more attractiveness by applicants with Extraversion and Openness to Experience. Applicants with Agreeableness were attracted by companies with higher level of coworker support. As for the level of pay mix, Extraversion applicants prefer organizations with higher level of variable pay; on the other hand, Neuroticism ones prefer higher level of fix pay. Applicants with Conscientiousness and Openness to Experience were also attracted by organizations with better reputation.