The Study Of The Personality Traits Of Scientific Researchers In Aerospace Fields

The problem of the personality matching the job has been paying more and more attention to in HRM area. Many domestic companies begin to use personality assessment for improving the efficiency of recruitment. Personality is unique and static thinking pattern and behavioral style, which can distinguish somebody from others. Personality can help us forecast people's behavioral reaction at any scene. After employees enter into the organization with their relatively mature personality, he will have his own working style. If a job is done by employees who are in the same level of intelligence and competency but has different personality, there will be different job effect. Many relevant researches told us that personality can influence the job, and that personality can influence the job performance and job satisfaction. Based on the analysis of job task traits and abstract the main task dimension, the article constructs a personality model, which includes information-processing, people relation-processing, condition-fitting and occupation value. By descriptive statistics and the way of empirical validity research, we study the personality traits of scientific researchers in aerospace fields. The data analysis supports the validity of the personality model based on job task. The study can give some advice for recruitment of scientific researcher in aerospace fields. The study's result are as follows: (1) The personality model based on the job task trait can distinguish aeronautic scientific researcher's personality traits. Aeronautic scientific researchers have their specific personality traits in four dimensions of job task, which means that occupation need or prefer to specific accomplishment way of task and it will attract plenty of people with the matching personality traits. (2) There are significant correlations between Aeronautic scientific researcher's personality traits and job performance or job satisfaction in different level. (3) the result of regression analysis demonstrate that different personality have different level of predictability for job performance and job satisfaction, which prove the empirical validity of job-personality model in a degree. If company pay attention to the personality which can predict performance in some level, it can decrease the cost of recruitment, and improve the efficiency of policy-making of HRM.