積極人格、角色拓展自我效能對適應性績效影響之研究-以服務氣候為調節變項

Abstract

近年來，全球金融產業處於隨時變動的局勢，而國內由於企業併購法施行、全球金融海嘯及ECFA的簽署，加速金融業的整併。因此，適應不斷變動的組織、解決新的難題，與員工加強自己專業能力及適應能力，成為現代企業員工必備的條件之一。員工的適應性績效若好，代表具有因應變化的能力，較能適應環境的改變程度，才能通過一次次的併購考驗，也才能在不斷變動的金融環境下生存。 本研究目的在探討證券公司員工的積極人格、角色拓展自我效能、服務氣候與適應性績效相互間的關係，並以角色拓展自我效能為中介變項，運用層級迴歸來分析角色拓展自我效能在積極人格與適應性績效之間的中介效果，以及以服務氣候為調節變項，分析服務氣候在積極人格與角色拓展自我效能、角色拓展自我效能與適應性績效之間是否具有調節效果。以國內M證券公司員工為研究對象，共發出445份問卷，總計回收問卷共393份，剔除填答不完整及明顯無效之13份問卷後，完整問卷計380份，全部問卷有效率為96.69%。 經由資料分析後，得到以下結論：（1）積極人格對角色拓展自我效能具有正向影響；（2）積極人格對適應性績效具有正向影響；（3）角色拓展自我效能對適應性績效具有正向影響；（4）角色拓展自我效能於積極人格與適應性績效間具有部份中介效果；（5）服務氣候對積極人格影響角色拓展自我效能不具調節效果；（6）服務氣候對角色拓展自我效能影響適應性績效不具調節效果。本研究的結果，期望提供在人力資源實務運作有所建議與幫助。

In recent years, the global financial industry is rapidly changing, due to the implement of “Business Mergers And Acquisitions Act”, the impact of global financial storm and the signing of the ECFA, to accelerate consolidation of the financial industry in Taiwan. Therefore, to adapt to changing organization, to solve new problems, and employees to enhance their professional capabilities and ability to adapt. Its become the essential conditions of the employees. The adaptive performance of the employees representatives in response to changes in capacity, are better adapted to the changes and pass through the test of mergers and acquisitions, can survive in the changing financial environment. The purpose of this study was to investigate the positive personality of the staff of securities companies, role breadth self-efficacy,service climate, and adaptive performance of mutual relations, and role breadth self-efficacy is served as the mediation variable. Hierarchical regression is used to analyze the mediation effect coming from role breadth self-efficacy in mentoring between proactive personality and adaptive performance. Meanwhile, service climate is the moderator variable to analyze the effects between proactive personality influencing role breadth self-efficacy and role breadth self-efficacy influencing adaptive performance. The domestic M securities company employees are the target population. A total of 445 questionnaires were send out, and 393 were recovered. After insperting and screening out questionnaires with incomplete answeres, 13 of them were found invalid. Finally the number of valid returned questionnaires is 380, and its response rate was 96.69%. Through the analysis of the data, the results are as follows: (1)Proactive personality have a positive impact on role breadth self-efficacy. (2)Proactive personality has a positive impact on adaptive performance. (3)Role breadth self-efficacy has a positive impact on adaptive performance. (4)Role breadth self-efficacy has a partial mediating effect between proactive personality and adaptive performance. (5)Service climate has no moderating effects on proactive personality influencing role breadth self-efficacy. (6)Service climate has no moderating effects on role breadth self-efficacy influencing adaptive performance. We hope that the results of this study case can provide some advice and help in the practical operation of the human resources.