本研究之目的在比較不同績效評估來源與受測者之社會期許性對人格量表效度關聯效度之影響，並以預測效度的方式進行。研究對象為一家光電業面板製造公司內所有任職滿一個月之非管理職員工，共計309名，所有員工已於應徵時完成人格測驗，並在工作一段時間後由主管和員工自己分別進行績效評估。本研究所使用的人格量表為個案公司甄選用之人格量表，為一自陳式（self-report）量表，共包含「積極主動」、「人際瞭解」、「持續性」和「突破現狀」四個人格特質構面，以及「社會期許」構面。共分別發出309份主管和自評績效表，最後回收198份有效配對之績效評估表，回收率為64.41%。研究結果發現：
1.當人格測驗和工作績效都由員工自評時，所產生的效標
關聯效度明顯高於他評估績效所產生的效度關聯效度。
2.當員工具有較高的社會期許性時，其「人際瞭解」特質
對他評績效產生顯著的預測能力。

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