Exploring the qualified recruit’s personality and job performance with job pressure in Army’s recruitment.

• Main Authors: Cheng,Cheng-Chi, 鄭政吉
• Other Authors: Wang,Chih-Jen
• Format: Others
• Language: zh-TW
• Published: 2018
• Online Access: http://ndltd.ncl.edu.tw/handle/2f79wu

碩士 === 正修科技大學 === 經營管理研究所 === 106 === Presently, the volunteer military is an important policy of the country, and human resources is the primary of a military. Even with more sophisticated weapons and equipment, it is impossible to perform various combat readiness training or disaster prevention and rescue tasks without human resources. The job of recruiters is build army and prepared against war, and to provide quality and professional services to find high-quality talents. Therefore, the recruitment task can be carried out smoothly and find suitable recruiters is depends on the selection of people who enthusiasm for the work and complete the recruitment of pre-vocational education. After passing the examination and certification, they became qualified professional recruiters and stabilized the human resources of the national revolutionary army and enabled the recruitment system to be carried out successfully. In this study, the qualified of commissioned officers, non-commissioned officers, and privates were used as research objects to investigate the personality and work stress on their job performance. The questionnaires were randomly sampled by individuals, and the number of qualified recruits in this study was based on the number of recruits. For more than 200 people, a total of 147 valid samples were obtained, the recovery rate was 73.5 %, the invalid number was 0 %, and the effective recovery rate was 100 %. Quantitative SPSS 22.0 was used, descriptive statistical analysis, reliability and validity analysis, cluster analysis, and Factor variation analysis, single factor analysis of variance, etc., to validate the hypothesis of the study. The results and conclusions of this study are as follows: 1. Personality significantly affect the job performance. 2. Personality of the Army’s qualified recruits do not significantly regulate the impact of job pressure on job performance. 3. The commission of the Army’s qualified recruits has a significant effect on job performance. Sergeants perform better than privates. 4. Exploring of the interaction between pressure and background variables on job performance is found that academic qualifications significantly affect the pressure of the Army’s qualified recruits on job performance. Based on the cluster analysis of personality, “Extroversion”, “Openness”, “Affinity”, “Rigority” and “Nervousness”, it is divided in three groups of “Good to great”, “Hard -working” and “Catch-up”. According to the statistical analysis, it is found that the performance of “Good to great” is better than “Catch-up”, and “Catch-up” is better than “Hard-working”. In term of work pressure, “Commission” and “Age” have no significant effect on job performance, and only “Education” has significant effect. When the education degree of the qualified recruits are high school, college or university, the job pressure has no effect on the job performance; when the education degree is higher than master degree, the job performance under a high pressure is significantly better than under a low pressure. Keywords: personality, job pressure, job performance, Army recruiters