性格特質與離職行為之關聯性探討：以大五人格為基礎的跨職類比較研究

Abstract

本研究旨在探討五大人格特質與員工離職行為之間的關聯性，並以跨產業與不同職類為比較基礎，進行實證分析。研究動機源於高離職率對企業營運成本、知識流失、團隊穩定性與服務品質所造成的重大衝擊，進而促使企業需深入了解離職行為的成因。透過整合組織行為學與人格心理學之理論，本研究以104資訊科技股份有限公司所研發之五大人格量表為工具，涵蓋27個次向度，針對不同產業及職類（教育服務業/教育輔導人員、軟體及網路業/軟體工程人員、半導體業/工程研發人員）中具有頂尖大學學歷之工作者進行分析。 研究採用描述性統計與獨立樣本t檢定進行比較，驗證在不同產業及職類下，員工性格特質是否與其久任程度（年資）存在顯著差異。研究結果發現，勤勉審慎（Conscientiousness）與經驗開放（Openness to Experience）在多數職類中對於久任程度具有關鍵影響。此外，不同行業別對於其他性格特質如情緒穩定、親和樂群、與外向實踐的需求亦有所不同。 研究進一步提出企業可藉由建立職務性格模型與久任常模，輔助招募與選才流程，提高員工與組織間的適配性與留任率，進而降低離職相關成本。最後，建議未來研究可從組織文化、工作特性設計、世代差異等面向延伸，持續探索性格與離職行為之互動關係。

This study aims to explore the relationship between the Big Five personality traits and employee turnover behavior, with a focus on cross-industry and job-type comparisons through empirical analysis. The research is motivated by the significant impact of high turnover rates on organizational costs, knowledge loss, team stability, and service quality, which underscores the importance of understanding the underlying causes of employee turnover. Drawing from theories in organizational behavior and personality psychology, this research utilizes a personality assessment developed by 104 Corporation, which includes 27 sub-dimensions under the Big Five framework. The analysis targets employees with top university degrees across three major industries and occupations: education services (educational counselors), software and internet services (software engineers), and the semiconductor industry (R&D engineers). Descriptive statistics and independent sample t-tests were employed to verify whether personality traits significantly relate to job tenure (used as a proxy for turnover tendency) across different industries and job roles. Results indicate that Conscientiousness and Openness to Experience are key predictors of long-term tenure across various roles. Additionally, different industries demonstrate varying demands for traits such as Emotional Stability, Agreeableness, and Extraversion. The study proposes that companies establish personality-role models and tenure norms to support recruitment and talent selection, enhancing person-job fit and employee retention while reducing turnover-related costs. Suggestions for future research include exploring the moderating roles of organizational culture, job design, and generational differences in the relationship between personality traits and turnover behavior.