探討人格特質與激勵制度關係之研究-以餐旅服務業為例

Abstract

本研究之目的旨在探討不同人格特質的餐旅服務業員工對激勵制度之需求強度。研究方法採用量化的問卷調查，以住宿及餐館業服務業400名全職員工為研究對象。所得資料使用描述性統計 (Descriptive statistics)、信度分析 (Reliability Analsis)、項目分析 (item analysis)、Kano二維品質 (Kano model) 分析以及單因子變異數分析 (One-way ANOVA)為統計方法。研究結果得知:一、餐旅服務業員工女性占半數以上，年齡為28~34歲居多，約7成5以上的人接受過大學以上教育，7成以上的人未婚。二、餐旅服務業員工對內在社會特性激勵制度的需求最高。三、人格特質分成4大集群:親和性人格特質 (14.6%)、無差異性人格特質 (37.6%)、外向開放及勤勉正直性人格特質 (22.4%) 及情緒不穩定性人格特質 (23.8%)。四、餐旅服務業員工的「親和性」、「無差異性」、「外向開放及勤勉正直性」及「情緒不穩定性」之四大人格特質類型，對於公司提供激勵制度時有顯著差異，整體而言，「外向開放及勤勉正直性」顯著高於「情緒不穩定性」人格特質。五、餐旅服務業員工的「親和性」、「無差異性」、「外向開放及勤勉正直性」及「情緒不穩定性」之四大人格特質類型，對於公司不提供激勵制度時有顯著差異，整體而言，「情緒不穩定性」人格特質顯著高於「親和性」人格特質。本研究之建議：(一)、企業須重視內在社會激勵特質之充足性，忽略情緒不穩定性員工對於激勵制度之需求。(二)、後續可針對其他產業類別之企業進行研究，或針對研究樣本不同的背景因素進行探討。The purpose of study aims to investigate on how personality variables influence the demand of employees in the hospitality industry toward the motivation. A total of 400 full-time employees from the hospitality industry were selected to participate in this study for the quantitative survey. Descriptive statistic, Reliability Analsis, Item Analysis, Kano Model Analysis and One-way ANOVA were performed to analyze the collected data. The results are as following: (1) The main group of employees were female, between 28 to 34 years old, possessing bachelor or master degrees and unmarried. (2)Intrinsic Social motivation were viewed as the host demanding factors to the employees. (3) Personality could be classified into four groups: agreeableness (14.6%), no differences in personality (37.6%), extraversion, openness and conscientiousness (22.4%), neuroticism (23.8%). (4) It was showed that there was a significant difference between the employees with the four types personalities as the above-mentioned and the motivation offered by the company. In a whole, the personality of “exteaversion, openness and conscientiousness” has more significant result than which of “neuroticism”. (5) The results has presented a significant difference was displayed between the employees with the four types of personalities and the motivation was not offered by the company. In a whole, the personality of “neuroticism” has more significant result than which of “agreeableness”. Based on the research results, it is suggested that (1) Enterprises should must pay attention to the adequacy the motivation belonging to intrinsic social motivation, and relatively ignore the demand from the employees attributed to neuroticism trait. (2) Future researchers can put the emphasis on different industries, or adding manifold variables.