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1 2009 3C * * ** * {R , cheny}@mail.cjcu.edu.tw ** tien7845@gmail.com Abstract Today outsourcing has become the trend among 3C enterprises, due to the streamlining of additional personnel expenses. Further, with the advent of the Internet era, knowledge management has become in the prominent issue in the 21st century. Many enterprises have imported knowledge management systems (KMSs) which allow the internal staff to access the intangible assets. However, as non-regular staff, these promoters cannot have the same intranet access. We will find out that how the companies can be benefitted by providing additional assistance for the promoters to access KMSs. The purposes of this research are to: 1. understand the personality traits of promoters which affect work performance; 2. how to improve the knowledge management for providing access channels for promoters; 3. understand the impact of process improvement of knowledge management on the job performance of promoters. We hope the results of this research can make contribution and further study suggestions for both the academic and the industry areas. Keywords: Personality traits, Knowledge management, Working performance, Promoters. 1

Further, with the advent of the Internet era, knowledge management has become in the prominent issue in the 21st century.

2 3C 3C IBM 3C 3C SEMLISREL 2

3 Personality Traits PersonalityPersonaMask 1989 Trait Allport1937 Cattell1943 surface traitssource traitscattell P. F.Eysenck1947 MPI 1975 EPI Costa and McCrae1985NEO NEO-PI-R 1992 NEO NEO-PIForm S Cronbach s α Costa and McCrae

Cattell1943 surface traitssource traitscattell 4504 171 16 1 16 16 P. F.

4 3C QZPS QZPS QZPSSF 1984 ~ ~ ~ 2.2 Knowledge Management APQC O Dell and Grayson, 1999; Milton et al., 1999Drucker Work Performance Schermerhorn, 1989Performance efficiencyeffectivenessefficacycampbell, 1990 Cascio

5 Behrman and Perreaul Barrick et al., 2003; Hough, 2003; Judge et al., 2003 Suls et al., 1998; Shifren et al., 2003Barrick et al., 2001; Hogan and Holland, 2003 Judge & Locke, 2003Necowitz and Roznowski, 1994 Watson & Clark, 1997 Tokar and Subich, 1997; Hogan and Holland, 2003 Hogan et al., 1996 Timothy et al., 1999 Hogan and Hollang, 5

6 3C 2003 Gray and Watson, 2002; Heaven et al., 2002 Barrick et al., 2001; George and Zhou, 2001 Mount et al., 1998; Timothy et al. 1999; Hogan and Hollang, Lado and Wilson, 1994; Delery and Doty, 1996; Wright et al., 2001; Collins and Clark, Choi and Lee C Questionnaire survey 6

7 H1 H2 H3

8 3C 3.3 Likert C Henson C % %63% 1 35%43% N=230 % % 23 10% % 21~ % 26~ % 31~ % % 15 15% 17 7% % 53 23% 8

207 90% 23 10% 20 13 6% 21~25 103 45% 26~30 87

9 % 1~ % 2~ % 3~ % % 99 43% 65 28% 61 27% 2 1% 3 1% Cronbach s α Nunally 1978 Cronbach s α 0.7 Cronbach s α 0.6 Robinson et al., 1991 Cronbach s α α , 0.64, 0.7, 0.49, 0.78, 0.75, 0.64, 0.44, 0.63, 0.56, 0.51, , 0.42, -0.2, 0.58, 0.47, -0.19, 0.66, 0.7, 0.39, 0.4, 0.68, , 0.24, 0.18, 0.68, 0.13, 0.34, 0.27, , 0.41, 0.5, 0.15, 0.48, 0.69, 0.37, , 0.66, 0.51, 0.55, 0.61, 0.19, 0.65, 0.69, 0.42, 0.73, 0.46, , 0.64, 0.61, 0.56, 0.66, 0.68, 0.77, 0.72, 0.62, 0.61, 0.55, , 0.57, 0.5, 0.37, 0.71, , 0.66, 0.77, 0.81, , 0.68, 0.66, 0.66, 0.83, 0.79, 0.79, , 0.77, 0.76, 0.74, 0.69, 0.78, , 0.71, 0.76, 0.74, , 0.75, 0.57, 0.27, 0.72, 0.79, 0.74, , 0.7, 0.73, 0.75, , 0.82, [1] Allport, G. W. (1937), Personality, Holt, Rinehart and Winston. [2] Barrick, M. R. Mitchell, T. R., Stewart, G. L. (2003). Situational and motivational influences on 9

34, 0.27, 0.75 0.517 8 0.56, 0.41, 0.5, 0.15, 0.48, 0.69, 0.37, 0.65 0.598 12 0.44, 0.66, 0.51, 0.55, 0.61, 0.19, 0.65, 0.69, 0.42, 0.73, 0.46, 0.67 0.800 12 0.58, 0.64, 0.61, 0.56, 0.66, 0.68, 0.

10 3C trait-behavior relationship, in M. R. Barrick & A.M. Ryan (Eds.), Personality and work: Reconsidering the role of personality in organizations, pp , Jossey-Bass. [3] Barrick, M. R., Mount, M. K., Judge, T. A. (2001). Personality and performance at the beginning of the new millennium: What do we know and where do we go next?, Personality and Performance, 9, [4] Behrman, D. N., Perreault, W. D. (1982). Measuring the Performance of Industrial Salspersons, Journal of Business Research, 10, pp [5] Campbell, J. P. (1990), Modeling the Performance Prediction Problem in Industrial and Organizational Psychology, Consulting Psychologists press. [6] Campbell, J. P. (1999). The definition and measurement of performance in the new age, in D. R. Ilgen & E. D. Pulakos (Eds.), The changing nature of performance: Implications for staffing, motivation, and development: pp Jossey-Bass. [7] Cattell, R. B. (1943). The Description of Personality: Basic Traits Resolved into Clusters, Journal of Abnormal and Social Psychology, 38(4), pp [8] Choi, B., Lee, H. An Empirical Investigation of KM Styles and their Effect on Corporate Performance, Information & Management (40), 2003, pp [9] Collins, C. J., Clark, K. D. (2003). Strategic human resource practices, top management team social networks, and firm performance: the role of human resource in creating organizational competitive advantage. Academic Management Journal, 46(6), pp [10] Costa, P. T., McCrae, R. R. (1992), Revised NEO Personality Professional Inventory (NEO-PI-R) and NEO Five Factor Inventory (NEO-FFI), Professional Manual, Psychological Assessment Resources. [11] Delery, J. E., Doty, D. H. (1996). Modes of theorizing in strategic human resource management: test of universalistic, contingency, and configurational performance predictions. Academic Management Journal, 39(4), pp [12] Drucker, P. F. (1993), Post-capitalist Society, Harper Business. [13] Eysenck, H. J. (1947), Dimensions of personality, Routledge & Management. [14] George, J. M., Zhou, J. (2001). When Openness to Experience and Conscientiousness are related to creative behavior: An interaction approach. Journal of Applied Psychology, 86, pp [15] Heaven, P. C. L., Mak, A., Barry, J., Ciarrochi, J. (2002). Personality and family influences on adolescent attitudes to school and self-rated academic performance. Personality and Individual Differences, 32, pp [16] Hogan, J., Holland, B. (2003). Using theory to evaluate personality and job-performance relations: A socio-analytic perspective, Journal of Applied Psychology, 88(1), pp [17] Judge, T. A., Locke, E. A. (1993). Effect of dysfunctional thought processes on subjective well-being and job satisfaction. Journal of Applied Psychology, 78(3), pp [18] Judge, T. A., Kristof-Brown, A., Darnold T. (2005). Per-son-organization goal fit and job satisfaction: Role of motives underlying goal pursuit. The 20th Annual Conference of the Society for Industrial and Organizational Psychology, Los Angeles, California. [19] Judge, T. A., D. Heller, M. K. Mount. (2002). Five-Factor Model of Personality and Job Satisfaction: A Meta-Analysis. Journal of Applied Psychology, 87, no. 3, pp

, Perreault, W. D. (1982). Measuring the Performance of Industrial Salspersons, Journal of Business Research, 10, pp.355-375. [5] Campbell, J. P. (1990), Modeling the Performance Prediction Problem in Industrial and Organizational Psychology, Consulting Psychologists press.

11 2009 [20] Judge, T. A., Higgins, C. A., Thoresen, C. J., Barrick, M. R. (1999), The Big Five personality traits, general mental ability, and career success across the life span. Personnel Psychology, 52, pp [21] Lado, A. A., Wilson, M. C. (1994), Human resource systems and sustained competitive advantage: a competency-based perspective. Academic Management Review, 19(4), pp [22] Milton, N., Shadbolt, N., Cottman, H., Hammersley, M. (1999), Towards a knowledge technology for knowledge management, International Journal of Human-Computer Studies, Vol. 51, pp [23] Mount, M. K., & Barrick, M. R., Stewart, G. L. (1998). Five-factor model of personality and performance in jobs involving interpersonal interactions. Human Performance, 11, pp [24] Necowitz, L. B., Roznowski, M. (1994). Negative affectivity and job satisfaction: Cognitive processes underlying the relationship and effects on employee behaviors. Journal of Vocational Behavior, 45(3), pp [25] O Dell, C., Grayson, J. (1999), Knowledge transfer: discover your value proposition, Strategy & Leadership, Vol. 27, No. 2, pp [26] Suls, J., P. Green, S. Hillis. (1998). Emotional Reactivity to Everyday Problems, Affective Inertia, and Neuroticism. Personality and Social Psychology Bulletin, 24, pp [27] Tokar, D. M., Subich, L. M. (1997). Relative contributions of congruence and personality dimensions to job satisfaction. Journal of Vocational Behavior, 50, pp [28] Wright, P. M., Dunford, B. B., Snell, S. A. (2001), Human resources and the resource-based view of the firm. Journal of Management, 27(6), pp [29] 2005 QZPS-SF [30] 2001 f [31] 2003 [32] 2003 [33] 2002 [34] [35] 2003 [36] [37]

Academic Management Review, 19(4), pp. 699-727 [22] Milton, N., Shadbolt, N., Cottman, H., Hammersley, M.

12 3C [38] 2005 [39] 1988 [40] 2005 [41] 2007 [42] 2002 [43]

政府再造的基本精神：小而美或小而能？

政府再造的基本精神：小而美或小而能？第 1 頁, 共 21 頁員工生涯發展與生涯成功關係之研究溫玲玉 / 辛瑞芝壹緒論一研究背景由於全球化的趨勢興起, 大陸經濟體的蓬勃發展, 再加上國內政策的推行, 促成台灣金融體系進行不斷的整合與變革, 近年來台灣歷經了兩次的金融