非營利組織專案人員人格特質與激勵制度對工作績效之影響研究

Abstract

非營利組織不以營利為目的且具有公共服務使命，其組織具有高度人力密集的事業特質，若沒有足夠人力相關計畫便難以推行，更會影響服務品質。非營利組織招募不易且人員流動率高為普遍現象，該組織更不可忽視人力養成與工作投入之議題，工作投入的多寡影響其工作績效，亦是決定工作者認同其該組織使命的佔比。本研究以五大人格特質之情緒穩定性、外向性、經驗開放性、親和性及勤勉嚴謹性為研究構面；激勵制度以外在財務性報酬、外在非財務性報酬及內在報酬為構面；工作績效以任務績效及脈絡績效為構面。研究對象為台北市某非營利組織之專案人員，採用問卷調查法回收287份問卷，有效問卷274份。回收的資料經彙整後執行信效度分析、描述性統計分析、獨立樣本t檢定、單因子變異數分析、迴歸分析及皮爾森相關分析以驗證本研究所提出之各項研究假設。本研究結果發現：(1)外向性、親和性及勤勉嚴謹性之人格特質對脈絡績效有顯著的正向影響、(2)親和性及勤勉嚴謹性之人格特質對任務績效有顯著的正向影響、(3)內在報酬激勵制度對任務績效、脈絡績效有顯著的正向影響。最後，本研究建議個案組織在招募流程採用心理測量工具、重視員工職涯發展與人才輪調機制及廣納同仁渴望獲得的激勵制度，以及提供未來研究上之建議。

Non-profit organizations are not for profit and have a public service mission. Their organizations are highly manpower-intensive. If there are not enough manpower-related plans, it will be difficult to implement, and the service quality will be affected. It is a common phenomenon that non-profit organizations are not easy to recruit and have a high turnover rate. The organization should not ignore the issues of manpower development and work engagement. The amount of work engagement affects its work performance and also determines the proportion of workers who agree with the organization's mission. This study takes emotional stability, extroversion, openness to experience, affinity and diligence rigor of the five personality traits as the research dimensions; the incentive system is the dimension of extrinsic financial reward, extrinsic non-financial reward and intrinsic reward. Job performance is measured in terms of task performance and contextual performance. This study took the project staff of a non-profit organization in Taipei as the research object. 287 questionnaires were collected by the questionnaire survey method, and 274 questionnaires were valid. The collected data were pooled to perform reliability and validity analysis, descriptive analysis, independent sample t-test, one-way analysis of variance, regression analysis and Pearson correlation analysis to verify the research hypotheses proposed in this study. This study found: (1)The personality traits of extroversion, agreeableness and diligent conscientiousness have a significant positive impact on contextual performance, (2)The personality traits of agreeableness and conscientiousness and conscientiousness have a significant positive impact on task performance, intrinsic traits. (3)The reward incentive system has a significant positive impact on task performance and context performance. Finally, this study recommends that case organizations employ psychometric tools in the recruitment process, pay attention to employee career development and talent rotation mechanisms, and broaden the incentive system that colleagues desire, and provide suggestions for future research.