| 摘要: | 本研究主要目的為探討國際觀光旅館業管理人員之人格特質、壓力感受與壓力因應間之關係。管理人員的工作壓力可能來自於任務的要求、同儕的競爭或自我期許等等。他們不僅扮演承上啟下的角色，更要有效傳達上級的指令，並將團隊組織起來完成各自的任務。因此，管理人員必須適時且有效的管理工作壓力才能應付接踵而來的挑戰。然而，並非每個人在面臨工作壓力時，都會有相同的感受或會以同樣的方式紓解壓力，造成這樣的差異其中一個主要的因素是由於個人的人格特質不同。目前國內從事人格特質對壓力感受與壓力感受對壓力因應方式的相關研究，重心多琢磨內/外控取向或A/B型人格與工作壓力來源與壓力因應間關係之探討，且研究對象多以員工或警察為主。鮮少研究將五大人格特質對壓力感受與壓力感受對壓力因應方式間之關係做連結，並以管理人員為研究對象。 本研究以問卷進行調查，問卷之問項採擷自Costa and McCrae (1985)所歸納的五大人格特質量表(經驗開放、嚴謹、外向、宜人、情緒敏感)，樣本來源為國內國際觀光旅館業之管理人員，問卷總共發放300份，有效問卷184份，有效回收率為61％。問卷回收後以描述性統計、信度分析、相關分析、逐步迴歸分析以及結構方程模式進行分析。 研究結果顯示，人格特質現況調查方面，國內國際觀光旅館業管理人員之人格傾向於宜人性與嚴謹性等特質。關於人格特質對壓力感受方面之研究結果顯示，具有外向性人格特質的管理人員在面臨壓力時，會有較良好的抗壓性。此外，壓力感受與因應方式方面，若壓力感受程度越高會採取發洩以及逃避等因應方式；若壓力感受程度較低則會採用問題解決、自我調適、尋求支援以及理性思考等方式因應。本研究結果希冀能提供人力資源管理部門於人員招募時之甄選指標及管理人員壓力管理之相關策略研擬。
This research aims to explore the relationship between personality traits, perceived stress and coping strategies of the managerial staff in the hotel industry in Taiwan. Job stress may come from the requirement of task, colleague’s competition or self-expectation. Management needs to effectively convey the instructions from their superiors but unites the team to accomplish organizational goals. Therefore, managerial staff need to manage their job stress effectively. Not everyone has the same stress perception or use the same means to ease his or her stress. One of main reasons that cause such difference is the difference of personality traits. The majority of researchers, studying the scopes of personality traits, stress perception and coping methods focus on the analysis of the relationship between internal/external locus of control or Type A/B and the source of job stress or coping strategies. Moreover, data was collected by employees or the police. Few researches has attempted to regard management staff as research target to analyze the relationship between the Big Five personality traits, perceived stress and coping strategy. The research was conducted by questionnaire survey. The question items of questionnaire were extracted from the Big Five personality traits scale (Openness Experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism) introduced by Costa and McCrae (1985). 300 questionnaires were distributed to managerial staff from international hotels in Taiwan from which 184 questionnaires were valid. The data was analyzed by descriptive statistics, reliability analysis, correlation analysis, stepwise regression analysis and structural equation modeling. The overall discovery indicates that, first, the personality traits of managerial staff are inclined to be Agreeableness and Conscientiousness. Then, the evidence reveals that extravert managerial staff is more capable of resisting stress from workplace. Nest, the higher level of perceived stress managerial staff encounter, the more they would use emotion-released or avoid coping strategies to solve stress situations. Last, the lower level of perceived stress managerial staff confront, the more they frequently adopted problem-solution, self-adaptation, seeking for support and rational thinking coping strategies. |
