English  |  正體中文  |  简体中文  |  Post-Print筆數 : 27 |  Items with full text/Total items : 113318/144297 (79%)
Visitors : 50961021      Online Users : 947
RC Version 6.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.
Scope Tips:
  • please add "double quotation mark" for query phrases to get precise results
  • please goto advance search for comprehansive author search
  • Adv. Search
    HomeLoginUploadHelpAboutAdminister Goto mobile version
    政大機構典藏 > 商學院 > 會計學系 > 學位論文 >  Item 140.119/48922
    Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/48922


    Title: 內部稽核人員人格特質及技能之研究
    Internal auditors’ personal traits and skills: an empirical study of Taiwan internal audit practitioners
    Authors: 莊明軒
    Contributors: 陳錦烽
    莊明軒
    Keywords: 內部稽核人員
    人格特質
    技能
    internal auditor
    personality traits
    skills
    Date: 2009
    Issue Date: 2010-12-08 01:53:12 (UTC+8)
    Abstract: 本研究之目的在於瞭解適任的內部稽核人員應具備之人格特質與技能,並探討這些人格特質與技能是否受到產業別或機構特性之影響。本研究以參加中華民國內部稽核協會例會活動之內部稽核人員為對象,於活動現場發放並回收研究問卷,以獲得相關的實證資料。

    根據實證結果,本研究的主要發現與結論如下:
    1.適任的內部稽核人員應具備「勤勉審慎性」之人格特質,以及「分析性技
    能」與「判斷性技能」。
    2.電子業內部稽核人員重視「外向性」之人格特質的程度高於金融業內部稽核人員,且較其它產業更為重視「自我調適與人際溝通技能」。
    3.稽核主管重視「和善性」及「經驗開放性」兩大人格特質及「分析性技能」的程度高於非稽核主管。
    4.公司營收在40億元以上之稽核主管,對其實際具備相關技能之程度最有自信。
    5.稽核單位整體具備的技能低於稽核人員實際具備之技能,反映填答者對本身實際具備之技能較有信心,而對稽核單位整體具備之技能的看法則較為保守。
    The purpose of this study is to understand the personality traits and skills that a competent internal auditor should possess and to examine the industry and firm effects on these traits and skills. By means of distributing the research questionnaire to the internal auditors attending the IIA-Taiwan monthly meetings, this study gathers related data and perform various analyses. Our empirical results show that:

    1. A competent internal auditor should possess the traits of conscientiousness, and the analytic and appreciative skills.
    2. Internal auditors of the electronics industry attach more importance to the extraversion traits than those from the financial industry, and value the personal and interpersonal skills more than those auditors from other industries.
    3. Chief audit executives (CAEs) value the agreeableness and openness to experience traits, and the analytic skills more than non-CAEs.
    4. CAEs from the companies with operating revenue over forty billions NT dollars are most confident with the skills that they possess.
    5. Most respondents believe that his/her internal audit department’s level of skills is less sufficient than that of individual auditors.
    Reference: 一、 中文部份
    王梅玲,2000,廿一世紀圖書館與資訊服務新角色以及專業人員能力初探,玄奘學報,第2期:193-230。
    白淑禎,2005,內部稽核人員之人格特質與工作績效關係之研究,中國文化大學國際企業管理研究所碩士論文。
    吳秉恩,1990,組織行為學,台北:華泰書局。
    吳芝儀,2000,生涯探索與規劃,嘉義:濤石文化。
    林柄滄 陳錦烽譯,2009,國際專業實務架構,中華民國內部稽核協會。
    林柄滄,2003a,內部稽核理論與實務(第五版),台北:翰中有限公司。
    林柄滄,2003b,新經濟時代的內部稽核,台北:致琦企業有限公司。
    林盈伶,2005,人格特質、學習型態對學習成效的影響,私立朝陽科技大學企業管理研究所碩士論文
    林錦豐,2003,內部稽核人員專業能力內涵之研究,靜宜大學企業管理研究所碩士論文。
    林能白、邱宏昌,1999,服務品質之研究— 服務人員人格特質之影響分析與應用,管理學報,第2卷,第16期:175-200。
    林慧芝,2005,激勵制度對留任意願影響之探討-以內部稽核人員為例,國立中央大學人力資源管理研究所碩士論文。
    邱麗家,2006,內部稽核人員人格特質、工作特性與工作滿意度關係之研究-以成就動機為中介變項,國立中山大學人力資源管理研究所碩士在職專班碩士論文。
    洪裕琨,2004,企業內部稽核人員離職傾向之研究,國立政治大學行政管理碩士學程碩士論文。
    馬秀如等譯,2005,企業風險管理-整合架構,會計研究發展基金會。
    張火燦,1998,策略性人力資源管理,台北:揚智。
    張惠媚,2002,醫學圖書館員專業能力需求評估之研究,私立淡江大學教育科技學系研究所碩士論文。
    莊耀嘉、李雯娣,2001,兒童性格結構:五大模型的本土化檢驗,中華心理學刊,第43期:65-82。
    陳建陽,2003,人格特質、知識管理認知、專業能力對工作績效影響之研
    究-以警察機關交通事故處理為例,私立南華大學管理科學研究所碩
    士論文
    陳順宇,2005,多變量分析,台北:華泰文化。
    黃政傑,1994,課程設計,台北:東華書局。
    黃堅厚,1999,人格心理學,台北:心理。
    經濟部中小企業處,2003,建立品質管理內部稽核標準-餐飲業,九十二年度中小企業品質管理提升計畫執行成果報告。
    廖玲珠,2004,內部稽核人員角色壓力及工作滿足與內部稽核工作品質關係之研究,當代會計,第5卷,第2期:235-270。
    潘文章,1990,行為管理:觀念、行為、績效,台北:三民書局。
    蔡承志譯,1986,組織行為,台北:桂冠圖書公司。
    蔡欣嵐,2001,工作特性、人格特質與工作滿意度之關係--以半導體業為例,國立中央大學企業管理研究所碩士論文。
    蔡維奇,2000,人力資源管理的十二堂課,台北:文化書局。
    賴姿伶、余民寧、徐崇文,2009,員工甄選人格量表的編製及其信效度考驗之初步報告,教育研究與發展期刊,第5卷,第4期:269-304。
    戴維舵,1999,"Big Five"五大人格特質在人力甄選上的應用探討,致理學報,第12期:89-114。
    鍾紹熙、黃博信、陳宜檉,2001,內部稽核人員專業管理能力發展之實證研究,2001年科技與管理學術研討會論文集,台北科技大學。
    二、 英文部份
    Allport, G. W., and H. S. Odbert. 1936. Trait names: a psycho-lexical study. Psychological Monographs 47(1): 112-136.
    Allport, G. W. 1937. Personality: A Psychological Interpretation. New York, NY: Holt, Rinehart, & Winston.
    Allport, G. W. 1961. Pattern and Growth in Personality. New York, NY: Holt, Rinehart, & Winston.
    Bandura, A. 1977. Social Learning Theory. Englewood Cliffs, NJ: Prentice-Hall.
    Barrick, M. R., and M. K. Mount. 1991. The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology 44: 1-26.
    Behling, O. 1998. Employee selection: Will intelligence and conscientiousness do the job? Academy of Management Executive 12: 77-86.
    Birkett, W. P., M. R. Barbera, B. S. Leithhead, M. Lower, and P. J. Roebuck. 1999. Competency: Best practices and competent practitioners. Altamonte Springs, FL: The Institute of Internal Auditors Research Foundation.
    Block, J. 1995. A contrarian view of the five-factor approach to personality description. Psychological Bulletin 117: 187-215.
    Catell, R. B. 1957. Personality and motivation structure and measurement. Yonkerson-Hudson, NY: World.
    Cheung, F. M., K. Leung, J. X. Zhang, H. F. Sun, Y. G. Gan, W. Z. Song, and D. Xie. 2001. Indigenous Chinese personality constructs: Is the five-factor model complete? Journal of Cross-Cultural Psychology 32: 407-433.
    Chisholm, M. E., and D. P. Ely. 1976. Media personnel in education: A competency approach. Englewood Cliffs, NJ: Prentice-Hall.
    Church, A. T., and W. J. Lonner. 1998. The cross-culture perspective in the study of personality. Journal of Cross-Cultural Psychology 29: 32-62.
    Costa, P. T., and R. R. McCrae. 1992. Revised NEO Personality Inventory and New Five-Factor Inventory: Professional Manual. Florida: Psychological Assessment Resources.
    Conte, J., and J. Gintoff. 2005. Polychronicity, Big Five personality dimensions and sales performance. Human Performance 18: 427-440.
    Davies, I. K. 1981. Competency-based learning: technology, management and design. New York: Marcel Dekker.
    Day, D. V., and S. B. Silverman. 1989. Personality and Job Performance: Evidence of Incremental Validity. Personnel Psychology 42: 25-36.
    Prawitt, D. F. 2008. Research Opportunities in Internal Auditing, Chapter 6. Institute of Internal Auditors.
    Eysenck, H. J. 1992. Four ways five factors are not basic. Personality and Individual Differences 13: 667-673.
    Furnham, A., and C. Fudge. 2008. The five factor model of personality and sales performance. Journal of Individual Differences 29(1): 11-16.
    Gatewood, R. D., and H. S. Field. 1998. Human Resource Selection. 4th ed. Forth Worth, TX: The Dryden Press.
    Goldberg, L. R. 1981. Language and individual differences: The search for universals in personality lexicons. In Review of Personality and Social Psychology, edited by L. Wheeler. CA: Beverly Hill: 141-165.
    Goldberg, L. R. 1982. From Ace to Zombie: Some explorations in the language of personality. In Advance in Personality Assessment 1, edited by C. D. Spielberger. and J. N. Butcher. NJ: Lawrance Erlbaum Associates: 202-234.
    Goldberg, L. R. 1990. An Alternative Description of Personality: The Big Five Factor Structure, Journal of Personality and Social Psychology 59:1216-1229.
    Griffiths, J. M., and D. King. 1985. New directions in library and information science. In Bowker Annual of Library and Book Trade Information. 30th ed., edited by J. Moore, New York, NY: R. R. Bowker Company.
    Guilford, J. P. 1959. Personality. New York: McGraw-Hill.
    Hogan, R. T., and J. Hogan, and B. W. Roberts. 1996. Personality measurement and employment decisions: Questions and answers. American Psychological Association 51(5): 469-477.
    Hogan, J., and B. Holland. 2003. Using theory to evaluate personality and job performance relations: A social analytic perspective. Journal of Applied Psychology 88: 100-112.
    Holland, J. L. 1985. Making Vocational Choices: A Theory of Vocational Personalities and Work Environments, Englewood Cliffs, NJ: Prentice-Hall.
    Hough, L. M. 1992. The "Big Five" personality variables-construct confusion: Description versus prediction. Human Performance 5(1/2): 139-155.
    Hough, L. M., and F. L. Oswald. 2000. Personnel Selection: Looking Toward the Future –Remembering the Past. Annual Review of Psychology 51: 631-664.
    Hurtz, G. M., and J. J. Donovan. 2000. Personality and job performance: The big five revisited. Journal of Applied Psychology 85(6): 869-879.
    John, O. P., and S. Srivastava. 1990. The Big Five trait taxonomy: History, measurement, and theoretical perspectives. In Handbook of Personality: Theory and Research, edited by L. A. Pervin and O. P. John. NY: Guilford Press: 102-138.
    Johnson, C. E. 1977. A comparative analysis of three basic designs the competency validation. Paper presented at the Annual Meeting of the Georgia Educational Research Association. Atlanta, Georgia.
    Judge, T. A., and R. Ilies. 2002. Relationship of personality to performance motivation: A meta-analytic review. Journal of Applied Psychology 87(4) : 797-807.
    McCrae, R. R. and O. P. John. 1992. An introduction to the five-factor model and its applications, Journal of Personality 60: 175-215.
    McCrae, R. R., and P. Y. Costa. Jr. 1997. Personality trait structure as a human universal. American Psychologist 52: 509-516.
    McDaniel, M. A., and R. L. Frei. 1994. Validity of customer service measures in personnel selection: A review of criterion and construct evidence. Unpublished manuscript, University of Akron.
    Mount, M. K., and M. R. Barrick. 1995. The Big Five Personality Dimensions: Implications for Research and Practice in Human Resources Management. In Personnel and Human Resources Management 13, edited by G.R. Ferris, Greenwich, CT: JAI Press:153-200.
    Mount, M. K., M. R. Barrick, and G. L. Stewart. 1998. Five-Factor model of personality and performance in jobs involving interpersonal interactions. Human Performance 11(2/3): 145-165.
    Norman, W. T. 1963. Toward and adequate taxonomy of personality attributes: Replicated factor structure. Journal of Abnormal and Social Psychology 66: 574-583.
    Oxner, T. H., and J. Kusel. 2002. Job Market Outlook. Internal Auditor 59 (3): 28-35.
    Peabody, D. 1987. Selecting representative trait adjectives. Journal of Personality and Social Psychology 52: 59-77.
    Rynes, S. L., M. O. Orlitzky, and R. D. Bretz. Jr. 1997. Experienced Hiring Versus College Recruiting: Practices and Emerging Trends. Personnel Psychology 50 (2): 309-339.
    Salgado, J. F. 1997. The Five Factor Model of personality and job performance in the European community. Journal of Applied Psychology 82(1): 30-43.
    Scott, W. G., and T. R. Mitchell. 1972. Organization Theory : A Structural and Behavioral Analysis, Homewood, IL: Richard D. Irwin.
    Short, E. J., and E. B. Ryan. 1984. Metacognitive difference between skilled and less skilled readers: Remediating deficits through story grammar and attribution training. Journal of Educational Psychology 76: 225-235.
    Spencer Jr., and S. Spencer. 1993. Competence at Work: Models for Superior Performance, New York, NY: John Wiley & Sons.
    Tellegen, A. and N. Waller. 1987. Reexaming Basic Dimensions of Natural Language Trait Descriptors. Poster presented at the 95th annual meeting of the American Psychological Association. New York.
    Tupes, E. C. and R. E. Christal. 1961. Recurrent personality factors based on trait ratings. Journal of Personality 60: 225-251.
    Waddington, P. A. J. 1985. Development of professional competence: the case for an “educational” approach to vocational courses for the police. Police Journal 58(1): 5-16.
    Description: 碩士
    國立政治大學
    會計研究所
    97353048
    98
    Source URI: http://thesis.lib.nccu.edu.tw/record/#G0097353048
    Data Type: thesis
    Appears in Collections:[會計學系] 學位論文

    Files in This Item:

    There are no files associated with this item.



    All items in 政大典藏 are protected by copyright, with all rights reserved.


    社群 sharing

    著作權政策宣告 Copyright Announcement
    1.本網站之數位內容為國立政治大學所收錄之機構典藏,無償提供學術研究與公眾教育等公益性使用,惟仍請適度,合理使用本網站之內容,以尊重著作權人之權益。商業上之利用,則請先取得著作權人之授權。
    The digital content of this website is part of National Chengchi University Institutional Repository. It provides free access to academic research and public education for non-commercial use. Please utilize it in a proper and reasonable manner and respect the rights of copyright owners. For commercial use, please obtain authorization from the copyright owner in advance.

    2.本網站之製作,已盡力防止侵害著作權人之權益,如仍發現本網站之數位內容有侵害著作權人權益情事者,請權利人通知本網站維護人員(nccur@nccu.edu.tw),維護人員將立即採取移除該數位著作等補救措施。
    NCCU Institutional Repository is made to protect the interests of copyright owners. If you believe that any material on the website infringes copyright, please contact our staff(nccur@nccu.edu.tw). We will remove the work from the repository and investigate your claim.
    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library IR team Copyright ©   - Feedback