Constructing the Effect Model of Recruitment Program in Fitness Center Staff

建構健身運動中心人才招募計畫影響模式

10.29429/JSLHR.200709_2(3).10

李惠芳(Hui-Fang Lee)

健身運動中心 ； 建構信度 ； 結構方程模式 ； fitness center ； construct reliability ； Structural Equation Modeling SEM

運動休閒餐旅研究

2卷3期（2007 / 09 / 01）

161 - 176

英文

本研究目的爲考驗台灣地區健身運動中心工作人員人格特質、自我效能與組織承諾，並建構一個有效的人才招募計畫影響模式。透過研究假設考驗NEO-FFI五大人格特質、GSE自我效能量表與OCQ組織承諾量表。本研究以全台140健身運動中心高階主管、中階主管與工作人員爲對象進行集群隨機抽樣與簡單隨機抽樣收集研究樣本，共計抽取46個健身運動中心428個有效樣本，並以結構方程模式進行資料分析。研究結果顯示潛在變項均具有良好的建構信度，結構模式整體適配度優良；研究結果亦發現8條顯著的徑路關係，且自我效能變項在因果模型中具有中介變項的角色，研究結果可做爲健身運動中心人才招募與選材的有效測量工具。

The purpose of this study was to construct an effective model for a recruitment program covering personality traits, self-efficacy, and organizational commitment. This study examined the relationships among personality traits, self-efficacy, and organizational commitment in fitness center staff in Taiwan using three theoretical models for the hypothesized relationships: the NEO-Five Factor Inventory (NEO-FFI), the Generalized Self-Efficacy Scale (GSE), and the Organizational Commitment Questionnaire (OCQ). The target population in this study included upper-level managers, middle-level managers, and employees in a total of 140 fitness centers. The sample size of the study was 46 fitness centers; a total number of 428 valid questionnaires were obtained. A cluster random sampling and a simple random sampling design were used to gather the data, and Structural Equation Modeling (SEM) was used to analyze the data collected. The research findings indicated that the latent variables had good construct reliability and that the structure model has achieved good fit levels for the data. The key findings point out eight significant paths and one mediated variable of self-efficacy. Implications of these results for the fitness center industry and as a recruiting screening tool to measure potential candidates are achieved.

1. Liu, Y.-H.(2004).Yunlin, Taiwan,National Yunlin University of Science & Technology.
   連結：
2. Aerobic Fitness & Health Association of Republic of China(2000).The study of facility and management of fitness center in Taipei.Taipei, Taiwan:The national council on physical fitness and sports, Republic of China.
3. Bandura, A.(1977).Self-efficacy: Toward a unifying theory of behavioral change.Psychological Review,84(2),191-215.
4. Bandura, A.(1997).Self-efficacy: The exercise of control.New York:W. H. Freeman & Co.
5. Bandura, A.(1986).The explanatory and predictive scope of self-efficacy theory.Journal of Social and Clinical Psychology,4(3),359-373.
6. Barrick, M. R.,Mount, M. K.(1991).The Big Five personality dimensions and job performance: A meta-analysis.Personnel Psychology,44,1-26.
7. Barron, F.(1953).Some personality correlates of independence of judgment.Journal of Personality,21,287-297.
8. Bass, B. M.,Avolio, B. J.(1993).Transformational leadership and organizational culture.Public Administration Quarterly,17(1),112-122.
9. Bass, B. M.,Avolio, B. J.(1994).Improving organizational effectiveness through transformational leadership.Thousand Oaks, CA:Sage.
10. Bentler, P. M.,Wu, E. J. C.(1993).EQS/Windows user's guide.Los Angeles:BMDP Statistical Software.
11. Buchanan, B., II.(1974).Building organizational commitment: The socialization of work managers in work organizations.Administrative Science Quarterly,19,533-546.
12. Costa, P. T.,McCrae, R. R.(1992).Revised NEO Personality Inventory (NEO PI-R) and NEO Five-Factor Inventory (NEO FFI) Professional Manual.Odessa, FL:Psychological Assessment Resources.
13. Funder, D. C.(2001).The personality puzzle.New York:Norton.
14. Hair, J. F.,Anderson, R. E.,Tatham, R. L.,Black, W. C.(1998).Multivariate data analysis.Upper Saddle River, NJ:Prentice-Hall.
15. Hough L. M.,Eaton, N. K.,Dunnette, M. D.,Kamp, J. D.,McCloy, R. A.(1990).Criterion related validities of personality constructs and the effect of response distortion on those validities.Journal of Applied Psychology,75,581-595.
16. Hu, L.-T.,Bentler, P. M.(1999).Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives.Structural Equation Modeling,6(1),1-55.
17. Hwang, F.-M.(2004).Theory and application for structural equation modeling.Taipei, Taiwan:Wunan.
18. Jöreskog, K. G.,Sörbom, D.(1993).LISREL 8. Structural equation modeling with the SIMPLIS command language.Chicago, IL:Scientific Software International.
19. Kelloway, E. K.(1998).Using LISREL for structural equation modeling.Thousand Oaks, CA:Sage.
20. Kline, R. B.(1998).Principles and practice of structural equation modeling.New York:Guilford Press.
21. Mowday, R. T.,Steers, R. M.,Porter, L. W.(1979).The measurement of organizational commitment.Journal of Vocational Behavior,14,224-247.
22. Porter, L. W.,Steers, R. M.,Mowday, R. T.,Boulian, P. V.(1974).Organizational commitment, job satisfaction and turnover among psychiatric technicians.Journal of Applied Psychology,95(5),603-609.
23. Ross, L.,Nisbett, R. E.(1992).Perspectives on personality and social psychology: Books waiting to be written.Psychological Inquiry,3,99-102.
24. Schwarzer, R.,Babler, J.,Kwiatek, P.,Schroder, K.(1997).The assessment of optimistic self-beliefs: Comparison of the German, Spanish, and Chinese versions of the general self-efficacy scale.Applied Psychology,46(1),69-88.
25. Schwarzer, R.,Jerusalem, M.,J. Weinman(Eds.),S. Wright(Eds.),M. Johnston (Eds.)(1995).Measures in health psychology: A user's portfolio, causal and control beliefs.Windsor, UK:NFER-NELSON.
26. Steers, R. M.(1977).Antecedents and outcomes of organizational commitment.Administrative Science Quarterly,22,46-56.