Recently, the bond of sympathy that human resources is a principal strategic point for maintaining the competitiveness consistently and the core assets is forming in field of firms. Many firms has already arranged employees who are exclusively responsible for selecting, maintaining, development, and managing human resources, and has spent a lot of money for this. Also, they are aware that this expenditure is not the minimized costs but the strategic assets to make future profits. Many researchers emphasize the necessity of the management of human resources efficiently(Allport, 1961; Bennett, Furnham, 2007). For this, they insist that the learning organization should be established and the career development should be proceeded by understanding individual difference and implicit nature of organizational member because all members in organization have personal characteristics which is distinguishing thoughts, emotions, and pattern of behaviors is built by genetic, environmental, and situational elements and these have important properties to carry out works(Cote, Miners, 2006, Colquitt, Wesson, 2009). For the importance, many researchers are conducting research about the relationship between character type of organizational member and systemicity(Barirrick, Mount, 1991).

Human sensitivity would be accurately induced the judgement about information, would help to put important principals to good use when human sensitivity make a complicated judgement and improve the thinking flexibility. That is, the emotional quotient is recognized insights as a source of human information, network, and leverage, and this is ability that could be utilized effectively. Also, emotional quotient could have effects on group intelligence and organizational achievement(Cumming, 2005). If the rationality (or ability of reason) is reasonable thinking ability, emotional ability is represented as control for control the emotions, and the emotional quotient of organizational leader could have effects on the organizational emotional quotient of group. That is, a leader who can lead to harmony and collaboration among its members in the light of emotional quotient can form the bond of sympathy that can achieve effect(Won. 2007; Johson, Cumming, 2005).

Like this, a recent organizational concern that is related to intrinsic attributes of organizations or human, in other words individual or organizational emotional quotient is increasing, attributes and characteristics of each member of organization adjust and fuse, the organization is trying to obtain the process for making the high performer and an organization through activities for improvement of organizational structure that can renew and make purpose and value of team composition clear. However, previous research papers mainly present the relationship between type of characteristics and job outcomes and these papers have limitations that do not present how this relationship happens concretely. Also, although organizational concern and institutional infra construct about the relationship between implicit nature of members and job achievement of organization are processing in a short period of time, problems related to content inequality and lacks of management system are indicated (Colquitt, Wesson, 2008).

Thus, the consideration about concrete content composition and efficient strategy of human resources management is needed for continuous competitiveness maintaining of human resources. Previous research papers did not focus on individual or participation motivation among intrinsic natures of members. Recently, as a participation subject and working area diversify in the field of firms, the need of systematic composition and management of business contents is increased through the participation motivation of members. Also, members want to do activities that are matched by their participation motivation, experiences and abilities, they also want to improve their self efficiency from these activities(Rafaeli, Worline, 2001). If expectation of members does not meet in the field of firms, their willpower to conduct these activities would be weaken and side effects that do not be satisfied the expectation of firms would be happened. Thus, the function and contents of human resources management that are matched individual properties and characteristics are required to solve this problem and to achieve organizational outcome that is purpose of firms efficiently(Steiger, 1990; Wong, Law, 2002). As the importance about the function and contents of human resources management is appearing, the concern about the improvement of participation motivation and satisfaction highly appear for the job achievement and improvement.

According to the big five personality traits theory of Norman's organization action theory, a man's characteristics included in the big five personality traits in psychology that are neurotique, extroversion, congeniality, conscientiousness and openness to experience could have positive or negative effects on the job achievement, and these could affect the job achievement differently depends on emotional quotient(Norman, 1963). When we review this result, we can find that organizational job achievement has relationship directly or indirectly between character type elements of members and participation in job activities.

However, there are not many domestic and international research related to the relationship between character type and systemicity of members in organization. Almost previous research were mostly conducted about variables that could have effects on job achievement(Martin, Mueller, 1981) and psychological elements(Wiggins, Trapnell, 1990) and motivational elements(Pervin, John, 1996). This results have some limitations that do not give us information for specific system and plan that could influence on job achievement through emotional quotient or motivation related to character type. Especially, there is also another limitation which does not present information that could search programs development and building plan to promote the participation of job activities through character type and emotional quotient of members. Like this, nevertheless personal structure type and diverse perspectives about a various of character type and emotional quotient of members who work at firms exist, promoting participation of standardized job types could not provide a lot of information to improve job outcome of organization. Therefore, this study want to solve this problem and to find immanent meanings for job plan considering character type and emotional quotient.

This study improves limitations about character type and emotional quotient of member such as previous research and examine empirically the effects of character type of members on job achievement by utilizing data of members of firms. To achieve this purpose, we want to analyze the effects of character type of members on job achievement by using emotional quotient theory as a mediate variable based on big five personality traits theory of organization action theory and emotional quotient theory. Furthermore, we hope that the result of this study could be utilized as a decision making material for program development and plan that can promote the participation of job activities considering character type and emotional quotient of stable members.

This study has based on the Big Five Theory of characteristic that logically explained dynamic organization process of individual mental and physical system that can determine the individual adaption for firms’ environment. The key point of this study is that characteristic is the efforts of identity and initiative about firms field environment(Pervin, 1990). The Big Five Theory of characteristic was developed by the theory of characters, and many researchers of theoretical evidence separated largely five categories of the individual characteristic(Goldberg, 1990; Goleman, 1995; Hammond, 2001). There are a little be differences about Firstly, extroversion means that the level of comportability which people who can feel this in their human relationship. People who has extroversion would be sociable, conclusive, congeniality, well developed friendship, and self expression or pattern for seeking for independent world are standard. In other words, people who has introversion would be shame, timid, and silent(Goldberg, 1990).

Secondly, agreeableness means that people make way for other, and adapt for environment or society easily. People who has high quality of agreeableness would be collaborate, having credibility and a soft heart, and non-selfish as their characteristics. However, people who has low agreeableness would be cold, fussy, and hostile as characteristics(Hammond, 2001).

Thirdly, in the difference of conscientiousness, if people are faithful, they would be responsible, regular, and reliable. Also, they would be not only good at problem solving but also would be trying to find some satisfied solutions. In other words, people who has low conscientiousness would lose their reason, be scatterbrained and unreliable(Norman, 1963). Fourth is the emotional stability. People who have higher the emotional stability would have ability to endure the stress, would be mild and would have confidence and stability but people who have lower the emotional stability would have a nervous temperament, would be gloomy and unstable. Furthermore, people could be relaxed in their daily life but people would be angry or would respond to several kinds of stressful reaction in a moment when they encounter the unexpected or stressful situation(McAdams, 1992).

Lastly, the openness to experience means the level of interest or concern about new things. People who have higher the openness to experiences would be creative, would have a lot of curiosity, and artistic sensibility while people who have the opposite tendency would be conservative would be comfortable in accustomed environment (Wiggins, 1979; Rhy, Yook, 2009; Rhy, Kim, 2008) investigate whether or not the relation exist between the expenditure about intangible asset of corporations and capital investment of corporations. As a result, there is an interrelationship between the expenditure of intangible asset and capital investment of corporation. Also, one of results show that there is a positive interrelationship between investment of tangible asset and investment of intangible asset.

According Chung, Lim(2010), Paek, Jeon(2004), Ahn et al.,(2005) studies, the expenditure that was related to these capital investment could have effects on the value of corporation ultimately. Although there could be a various ways to analyze the influence of the character type of members in organization on the achievement of organization, for example one method is verifying directly by using character type that was mentioned, this study has employed the emotional quotient theory to investigate how the mediator effect of emotional quotient could affect the relationship between character type and achievement of organization.

This theory means that emotional quotient that people feel could be presented diversely depending on the field situations of corporations and individual experiences. Salovey, Mayer(1990) insisted that the area of emotional quotient has categorized evaluation and expression, adjustment, and utilization of emotion. Also, this area utilizes the emotional quotient by utilizing the information of evaluation and discrimination of one's and others, and then this could lead to their thinking and acts. And the emotional quotient is phenomenon which could be showed inherent characteristics of human, for example individual experienced events, circumstances, and human relationship, to the outside.

Rafaeli, Worline(2001) have categorized and summarized the emotional quotient into four concepts based on these characteristics of the emotional quotient. Firstly, the emotional quotient means the self-awareness, and this means the ability to understand deeply the emotion, strengths, weakness, needs and impetus. That is, as the ability of self-awareness means the human’s value and aims, people who have higher the ability of self-awareness could present correctly and sincerity the influence of jobs of corporations on themselves. Secondly, empathy means the ability to know the subjective experiences of others, and means the ability to re-experience others suffers for themselves with same emotion. That is, empathy has characteristic to be basic of ability of human relationship as another ability that can be constructed with emotional self-awareness.

Thirdly, the ability of emotional quotient could look into their feeling and emotion, could be accompanied the ability of circumlocution after adjusting feeling and emotion and could be constructed based on their self-awareness rather than direct expression about feeling or emotion. Fourthly, the ability of utilizing the emotional quotient lead to goal-oriented act. In other words, this ability could employ their sensitivity to the direction that can obtain the constructive activities and achievement, and lead to appropriate motivation but also achievement beyond expectations from employees. Lastly, empathy is the ability to know others’ subjective experiences, and the ability to re-experience others’ suffers for themselves with same emotion. The structure elements and contents of these emotional quotient are as a below

.

] The kinds of Emotion

Above mentioned the emotional ability in the table 1, there are 4 major emotional quotient elements and 18 emotional abilities. Reconstructed concepts are in table 2.

] re-categorized emotional ability

Thus, this study applies for the theory of emotional quotient that could be presented depending on individual experience and field situation of corporation and the Big Five Theory that could explain logically dynamic organizational process of intrapersonal metal, physical system deciding individual peculiar adaptation about environment of corporation to investigate empirically the influence of character type of member in organization on achievement of organization through mediator effects of emotional quotient. Above all, as investigate empirically, this study suggests the stable program development and construction ways after considering the character type of member and emotional quotient.

   2. Previous research analysis

] The analysis of previous research

Above all, some of previous research which investigated the influence of character type on emotional quotient significantly presented that character type could have effects on the development of emotional quotient. Especially, emotional quotient of extrovert have more influence on emotional quotient of introvert(Yoon, 1997). And people who are stable and sociable have higher focusing ability and have higher adaptation in new environment than people who have unstable and unsociable characteristics(Kim, 1990).

Especially, character type of extrovert have more positive effects on emotional intelligence than character type of introvert, and agreeableness, conscientiousness, openness to experience variables have positive effects on emotional intelligence. However, emotional stability have negative relationship with emotional quotient(Choi, et al 2006, Won, 2007). The social ability of extrovert is higher than the social ability of introvert and extrovert have more time for human relationship than introvert. Also, the extrovert could experience the more positive feeling than introvert, they can present their these emotion freely and can overcome stress well(Foti, hauensrein, 2007). Lastly, people who have higher openness to experience variable could have higher creativity, and the probability is higher to be a leader, the ability for adaptation and solution of organizational change is more excellent(colquitt et al, 2008).

Goaleman(1998) insisted that emotional intelligence could have effects on the systemicity in work aread with statistical significance. In particular, the ability of emotional intelligence is the key variable to achieve the achievement of organization in work area. Cooper, Sawaf(1997) presented that a person who lift up his or her head in organization would have something that would be related to emotional intelligence.

Won(1997)’s research which explained the Cooper, Sawf’s opinion in depth showed that understanding other’s feeling, utilization of feeling, and adjusting of feeling influence on achievement of organization with statistical significance. Furthermore, in the international research related to this, Palmer, stough(2001) presented that members who have higher emotional intelligence could adjust their emotion in unsatisfied environment and try to reduce the emotional acts in relationship with customers and colleagues. Cote, Miners(2006) showed that members whose cognitive function is lower than emotional intelligence respectively have positive effects on the achievement of organization statistically.

Pervin(1990) conducted the effects of unmatched level of personal and environmental characteristics on organizational validity. In this research, Pervin said that if personal characteristics and environmental characteristics would be matched more and more, achievement of member in organization would be improved. Bennett, Furnhan(2007)’s research verified empirically emotional intelligence has a mediater effect between character type and systemicity relationship. Also, the Batey, Holdsworth's research(2009) verified empirically that emotional quotient shows a mediator effects in the relationship between character type and systemicity.

Many of researchers personality measures could be categorised five-factor model of personality (Hogan et al., 1996). The five personality dimensions seem to be relevant to different cultures(McCrae, Costa, 1997) and have been recovered consistently in factor analyses of peer-and self-ratings of trait descriptors involving diverse conditions, samples, and factor extraction and rotation methods(Costa, McCrae, 1988). Research also showed that the five personality factors have a genetic basis(Digman, 1989) and that they are probably inherited(Jang, Livesley, Vernon, 1996). The five dimensions of the five-factor model of personality are Neuroticism, Extraversion, Openness to Experience, Agreeableness and Conscientiousness.

Neuroticism is a dimension of normal personality indicating the general tendency to experience negative affects such as fear, sadness, embarrassment, anger, guilt and disgust. High scorers may be at risk of some kinds of psychiatric problems. A high Neuroticism score indicates that a person is prone to having irrational ideas, being less able to control impulses, and coping poorly with stress. A low Neuroticism score is indicative of emotional stability. These people are usually calm, eventempered, relaxed and able to face stressful situations without becoming upset(Hough et al., 1990).

Extraversion. Extraversion includes traits such as sociability, assertiveness, activity and talkativeness. Extraverts are energetic and optimistic. Introverts are reserved rather than unfriendly, independent rather than followers, even-paced rather than sluggish. Extraversion is characterised by positive feelings and experiences and is therefore seen as a positive affect(Clark, Watson, 1991). It was found that Extraversion is a valid predictor of performance in jobs characterised by social interaction, such as sales personnel and managers(Bing, Lounsbury, 2000).

Openness to Experience includes active imagination, aesthetic sensitivity, attentiveness to inner feelings, a preference for variety, intellectual curiosity and independence of judgement. People scoring low on Openness tend to be conventional in behaviour and conservative in outlook. Research has shown that Openness to Experience is related to success in consulting (Hamilton, 1988), training(Barrick, Mount, 2001) and adapting to change(Bing, Lounsbury, 2000).

An agreeable person is fundamentally altruistic, sympathetic to others and eager to help them, and in return believes that others will be equally helpful. The disagreeable person is egocentric, sceptical of others’ intentions, and competitive rather than co-operative(Tett et al., 1991). Conscientiousness refers to self-control and the active process of planning, organising and carrying out tasks(Barrick, Mount, 1993). The conscientious person is purposeful, strong-willed and determined. Conscientiousness is manifested in achievement orientation, dependability(responsible and careful) and orderliness(planful and organised).

Ⅲ. Methodology

   1. Research Model and Analysis Method

   2. Organization of Research Variables and Technology Statistics

] Demographic characteristics of subjects

] Explanation of variables and descriptive statistics

Ⅳ. Study Results

   1. The analysis for influence of character type of members in organization on emotional quotient

] The analysis of influence of character type on emotional quotient

   2. The influence of emotional quotient of members in organization on systemicity

] The analysis of influence of emotional quotient of members in organization on systemicity

   3. The analysis for mediator effect of emotional quotient of members in organization

] The analysis for influence of character type on systemicity

Concretely, ‘extroversion’ and ‘openness to experience’ variables of character type variables of members in organization have effects on systemicity statistically significant. Each standardized coefficient equal to 0.25(CR value = 2.29) of extroversion variable and 0.12(CR = 1.32) of openness to experience variable. Also these variables have positive effects on systemicity that support third hypothesis partly.

Ⅴ. Conclusions and Suggestions