Study of Influence of Personality on the Preference of Training Methods

• Main Authors: Ying-ching Lai, 賴映晴
• Other Authors: Wen-rou Huang
• Format: Others
• Language: zh-TW
• Published: 2012
• Online Access: http://ndltd.ncl.edu.tw/handle/20778117939422042001

碩士 === 逢甲大學 === 企業管理所 === 100 === From previous researches indicated that Big Five personality affects trainers’ training outcome. If on-the-job employees are bad in training outcome, and then they will have an equal result to job performance so that the organization’s operation will also be obstructed. Therefore, if the enterprise wants employees to acquire an efficient training outcome, it should estimate the arrage of using training methods whether or not appropriate. Nowadays, there are more than ten training methods in HRD research, but few studies connect the preference of training method and Big Five personality to enhance the training outcome. Hence, this research utilized paper questionnaires to investigate 150 trainers of Taiwan’s Industrial Human Resource Investment Plan in the first half year of 2012. In total, 111 of 150 trainers completed the survey, for an overall response rate of 74. During this research the researcher used descriptive statistics, discriminate analysis, ANOVA and Chi-Square Test to discuss the difference between the preference of training methods (claroom training, on-the-job training, structured on- the -job training, e-learning, simulation, case study and role playing) and Big Five personality (Openness to experience, Conscientiousness, Extraversion, Agreeableness and Neroticism), and the difference between the preference of training methods and individual background (gender, age, education, years of job experience and industry). The findings of research result indicated that the most trainers’ personality have higher scores in Neroticism and Conscientiousness, and they preferred case study, on-the-job training and structured on- the -job training. Otherwise, the classroom training and e-learning were at the bottom of the most-preferred training methods list, even though organizations most frequently used. Second, there were no significantly difference between the preference of training methods and the part of individual background, including gender, age and years of job experience. Moreover, because of the limitation number of the permission questionnaires, there were no adequate questionnaires to preceed Chi-Square test so that this research couldn’t discriminate between the preference of training methods and Big Five personality, education, and industry whether each other had signaficately differences.