The Study on the Relationship of Group-Building Activities, Organizational Climate, Employees'' Personality Traits and Job Performance.

• Main Authors: Po-Wen Shih, 施博文
• Other Authors: Ying-Cheng Hung
• Format: Others
• Language: zh-TW
• Published: 2011
• Online Access: http://ndltd.ncl.edu.tw/handle/82265937059134665021

碩士 === 淡江大學 === 企業管理學系碩士在職專班 === 99 === Group-building activities is a very popular, informal activity in recent years. Coupled with Internet waves, it has become an un-ignored power. At the same time, this trend is not only happened the Internet fever but also arises inside the enterprises. However, enterprises are required employees to devote themselves to job performance without any chores influenced. Businesses are not reluctant to see the employees are influenced by the group-building activities on their job. In this thesis, the organizational climate and personality traits of employees what may influence group-building activities would be explored. The impact on job performance of employees would be explored as well. This thesis is begun from setting motivation, direction and purpose and literature review, and then set up research framework, hypotheses and questionnaires for investigating. Finally 150 valid questionnaires were collected and analyzed statistically by SPSS.12 to understand the cause-effect among organizational climate, personality traits and job performance. And we also explore the motivation, characteristics, type of behaviors, and the degree of preference of workers'' group-building activities in Taipei region. The following conclusions are listed according to empirical research: 1. Different demographic variables of workers have no significant differences on group-building activities. 2. Different organization climate recognized by workers has no significant differences on group-building activities. 3. Workers with extraversion personality traits are more likely to participate in group-building activities. 4. Different group-building activities of workers have no significant differences on job performance. 5. The degree of preference and the extent of identification of group-building activities having impact on performance have significant influences on workers'' group-building activities. By the conclusion of this research, group-building activities within the enterprises have not impact the job performance. But the companies should take more concern on the extravert through services provided. And also to avoid the derived entanglements of money. Group-building activities are not troublesome to managements and not necessary to forbid with enforcements. The management should communicate with employees with mutual way to let them follow the ethics code and also give them appropriate space with the premise of no influence on job performance.