認知型態為個體在處理消息的認知過程中所表現出來的行為偏好或特徵，它是一種適應性行為，能幫助個體有效地解決問題。本文以楊格的心理類型論為基礎，探討認知型態、人格特質與各種績效表現間的關係。 本研究的主要發現如下：認知型態與年度考績、行為績效評定等工作績效指標無關，而與出勤行為、工作滿足感等工作表現後果行為間存在著關聯；不同認知型態者在工作類別的選擇上沒有明顯的偏好。在性向、管理動機與人格特質方面，「直覺型」和「慎思型」者的一般能力較高；「外向型」和「直覺型」者的管理動機較高；「外向型」、「直覺型」和「理性型」者較為積極進取，有自信心；具獨立性和主動性；善於表達溝通，具有說服力與領導潛能；其興趣廣泛，富有想像力和創造力；觀察敏銳，具有隨機應變能力；做事有計畫，重視效率；而「果斷型」者的主要特徵為活躍進取，做事認真負責，能面對現實、審慎沉著，重視效率且有耐心；待人誠懇，可信賴，能自我犧牲、熱心助人；思考及行為具有彈性，能適應社會環境；重視個人成就的追求。作者提出一模型解釋認知型態與工作表現間的關聯，並討論研究結果的意義與限制。

Cognitive style was defined as an individual's preferred behavioral traits or characteristics which shown in the cognitive aspect of information processing. Cognitive style is an adapted behavior which helps an individual to solve problems effectively. The purposes of the present study were to explore the relationships among the Jung's cognitive styles, personality traits and work performance. One hundred and ninty-seven bottom level managers of a state-owned corporation were studied. The major findings were that (1) the cognitive styles were unrelated with the manager's work performance such as annual performance ratings and behavior-anchored performance ratings, but which were related with the manager's work performance outcomes such as attendance behavior and job satisfaction level; (2) the managers of different cognitive styles were shown significant difference on aptitude tests, personality traits and managerial motivation; (3) the cognitive styles were unrelated with the choices of different jobs. A model was proposed to specify the relationship between cognitive styles and work performance.

認知型態; 決策型態; 工作表現; 工作滿意; 管理動機

cognitive styles; decision styles; work performance; job satisfaction; managerial motivation