The impact of leader''s personality on human resource development practices and the financial performance of an organization.

• Main Authors: Yu-Lin, Huang, 黃于凌
• Other Authors: Peir Chyi, Lii
• Format: Others
• Language: zh-TW
• Published: 2007
• Online Access: http://ndltd.ncl.edu.tw/handle/27394226365301899522

碩士 === 淡江大學 === 管理科學研究所企業經營碩士在職專班 === 95 === As we know, the importance of two issues:"the relationship between personality and human behavior" and "the impact that is caused by the behavior because personality", grows with each passing day. The objective of this study is to prove the relationship between personality, human resource development practice, and financial performance. The main questions of the study are as follows: 1.Does the personality of leader affect the human resource development practice of an organization? 2.Does the financial performance rise because the human resource development practice is supported by an organization? The theory of five-big personality is applied to the study in order to find out the impact of leader''s personality on human resource development practices, and try to know whether the financial performance will be raised if the leader support the human resource development practices or not. In the five-big personality, the following statement is proved by many studies:"Conscientiousness" is positive to performance of organization and “Neuroticism/Emotional Stability" is negative. Therefore, the study is aimed at the two characteristics of leader for researching. Qualitative analysis is applied to the study, and the objects of study are two companies in service industry. Also, the interview is used to understand what the leader''s thinking is: are they positive to support the human resource development practice or not? And try to analysis the impact of financial performance by companies'' financial statements. There are three conclusions as follows: 1.The "Conscientiousness" is proved as a positive factor for leader to support the human resource development practice in an organization. 2.The "Neuroticism/Emotional Stability" can''t be proved as a negative factor for leader to support the human resource development practice in an organization. 3.The financial performance of an organization is raised if leader support the human resource development practice. The important discoveries of the study are presented in the context.