請用此 Handle URI 來引用此文件：
http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/97433完整後設資料紀錄
| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 劉念琪 | zh_TW |
| dc.contributor.advisor | Nien-Chi Liu | en |
| dc.contributor.author | 花梓馨 | zh_TW |
| dc.contributor.author | Tzu-Hsin Hua | en |
| dc.date.accessioned | 2025-06-18T16:06:41Z | - |
| dc.date.available | 2025-06-19 | - |
| dc.date.copyright | 2025-06-18 | - |
| dc.date.issued | 2025 | - |
| dc.date.submitted | 2025-06-04 | - |
| dc.identifier.citation | 英文部分
Allen, D. G. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of Management, 29(1), 99–118. Allen, D. G., Bryant, P. C., & Vardaman, J. M. (2010). Retaining talent: Replacing misconceptions with evidence-based strategies. Academy of Management Perspectives, 24(2), 48–64. Allport, G. W. (1937). Personality: A psychological interpretation. Holt. Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44(1), 1–26. Becker, G. S. (1993). Human capital: A theoretical and empirical analysis, with special reference to education (3rd ed.). University of Chicago Press. Carsten, J. M., & Spector, P. E. (1987). Unemployment, job satisfaction, and employee turnover: A meta-analytic test of the Muchinsky model. Journal of Applied Psychology, 72(3), 374–381. Cascio, W. F. (2006). Managing human resources: Productivity, quality of work life, profits (7th ed.). McGraw-Hill. Charlie, A., & Anthony, L. (2018). The cascading effect of turnover: Organizational consequences. Journal of Business and Psychology, 33(3), 467–481. Cook, M. (2016). Personnel selection: Adding value through people – A changing picture (6th ed.). Wiley-Blackwell. De Raad, B., & Perugini, M. (Eds.). (2002). Big five assessment. Hogrefe & Huber Publishers. Devi, L.S. (2021). Mediating Role of Employee Retention on the Relationship between Employee Engagement and Employee Performance: An Empirical Study. International Journal of Current Engineering and Scientific Research, 7(9), 146–156. Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565–573. Gerhart, B., & Milkovich, G. T. (1990). Organizational differences in managerial compensation and financial performance. Academy of Management Journal, 33(4), 663–691. Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of Management Review, 10(1), 76–88. Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250–279. Hausknecht, J. P., & Trevor, C. O. (2011). Collective turnover at the group, unit, and organizational levels: Evidence, issues, and implications. Journal of Management, 37(1), 352–388. Hogan, R., & Holland, B. (2003). Using theory to evaluate personality and job-performance relations: A socioanalytic perspective. Journal of Applied Psychology, 88(1), 100–112. Hogan, R., & Hogan, J. (1990s). The Hogan Personality Inventory (HPI). Horn, P. W., & Griffeth, R. W. (1995). Employee turnover. South-Western College Publishing. Hurtz, G. M., & Donovan, J. J. (2000). Personality and job performance: The Big Five revisited. Journal of Applied Psychology, 85(6), 869–879. Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3), 635–672. Jackson, D. N., & Tremblay, P. F. (1996). SFPQ: Six Factor Personality Questionnaire Manual. Sigma Assessment Systems. Judge, T. A., & Bono, J. E. (2001). Relationship of core self-evaluations traits—self-esteem, generalized self-efficacy, locus of control, and emotional stability—with job satisfaction and job performance: A meta-analysis. Journal of Applied Psychology, 86(1), 80–92. Khan, U. (2021). Effect of Employee Retention on Organizational Performance. Journal of Entrepreneurship Management and Innovation, 2(1), 52–66. Kristof, A. L. (1996). Person‐organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49(1), 1–49. Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals’ fit at work: A meta-analysis of person–job, person–organization, person–group, and person–supervisor fit. Personnel Psychology, 58(2), 281–342. Lepine, J. A., Colquitt, J. A., & Erez, A. (2000). Adaptability to changing task contexts: Effects of general cognitive ability, conscientiousness, and openness to experience. Personnel Psychology, 53(3), 563–593. Macey, W. H., & Schneider, B. (2008). The meaning of employee engagement. Industrial and Organizational Psychology, 1(1), 3–30. McCrae, R. R., & Costa, P. T. Jr. (1999). A five-factor theory of personality. In L. A. Pervin & O. P. John (Eds.), Handbook of personality: Theory and research (2nd ed., pp. 139–153). Guilford Press. Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61–89. Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62(2), 237–240. Moore, J. E. (2000). One road to turnover: An examination of work exhaustion in technology professionals. MIS Quarterly, 24(1), 141–168. Oh, I. S., & Berry, C. M. (2009). The five-factor model of personality and managerial performance: Validity gains through the use of 360 degree performance ratings. Journal of Applied Psychology, 94(6), 1498–1513. O’Reilly, C. A., Chatman, J., & Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34(3), 487–516. Phillips, J. D. (1990). The price tag on turnover. Personnel Journal, 69(12), 58–61. Robbins, S. P. & Judge, T. A. (2015). Organizational Behavior (16th ed.). Pearson. Rothmann, S., & Cooper, C. L. (2022). Work and organizational psychology (3rd ed.). Routledge. Salgado, J. F. (2002). The big five personality dimensions and counterproductive behaviors. International Journal of Selection and Assessment, 10(1‐2), 117–125. Sarsaw, S., Aftab, M., & Shahid, M. (2022). The mediating role of work-life balance between personality traits and employee retention. Journal of Organizational Psychology, 22(4), 45–56. Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124(2), 262–274. Schmit, M. J., Kihm, J. A., & Robie, C. (2000). Development of a Global Measure of Personality. Personnel Psychology, 53(1), 153–193. Shaw, J. D. (2005). Losing the edge in the high-tech era: Employee turnover and competitive advantage. Human Resource Management Journal, 15(2), 135–144. Spirling, A., & Persaud, N. (2003). Personality and turnover in organizations: A meta-analysis. Journal of Management, 29(5), 659–677. Ton, Z., & Huckman, R. S. (2008). Managing the impact of employee turnover on performance: The role of process conformance. Organization Science, 19(1), 56–68. Trevor, C. O. (2001). Interactions among actual ease-of-movement determinants and job satisfaction in the prediction of voluntary turnover. Academy of Management Journal, 44(4), 621–638. Weiss, H. M., & Feldman, D. C. (2006). Work affective events, emotions and behavior: The role of job satisfaction. Academy of Management Review, 31(2), 251–271. Zimmerman, R. D. (2008). Understanding the impact of personality traits on individuals’ turnover decisions: A meta‐analytic path model. Personnel Psychology, 61(2), 309–348. 中文部分 104測評中心團隊，2007，104性格量表指導手冊，一零四資訊科技股份有限公司。 網站部分 104人力銀行「安靜離職」調查 (2022). 取自https://blog.104.com.tw/104data-quiet-quitting/ 104人力銀行「2024 F.B.I研究報告」(2024). 取自https://blog.104.com.tw/wp-content/uploads/2024/09/02173305/2024%E5%B9%B4%E4%BA%BA%E8%B3%87FBI%E8%AA%BF%E6%9F%A5%E5%A0%B1%E5%91%8A%E5%AE%8C%E6%95%B4%E7%89%88.pdf | - |
| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/97433 | - |
| dc.description.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。 | zh_TW |
| dc.description.abstract | 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. | en |
| dc.description.provenance | Submitted by admin ntu (admin@lib.ntu.edu.tw) on 2025-06-18T16:06:41Z No. of bitstreams: 0 | en |
| dc.description.provenance | Made available in DSpace on 2025-06-18T16:06:41Z (GMT). No. of bitstreams: 0 | en |
| dc.description.tableofcontents | 目次
口試委員會審定書 ii 謝誌 iii 中文摘要 iv THESIS ABSTRACT v 目次 vi 圖次 viii 表次 ix 第一章 緒論 1 第一節、研究動機 1 第二節、研究目的 3 第三節、研究流程 4 第二章 文獻探討 5 第一節、影響離職率的因子 5 一、內部因子 (Internal Factors) 5 二、外部因子 (External Factors) 6 第二節、性格特質模型 7 一、性格特質 7 二、大五人格特質模型 7 三、五大人格特質與離職率關係 11 第三節、影響離職模型 13 第三章 研究方法 14 第一節、研究架構與假設 14 一、研究架構 14 二、研究假設 14 第二節、研究工具與對象 15 一、研究工具與變項 15 二、研究樣本 18 第三節、研究分析方法 19 第四章 研究結果 20 第一節、性格量表之信度與效度分析 20 一、信度分析 20 二、效度分析 21 第二節、研究假設驗證 24 一、描述性統計 24 二、獨立樣本t檢定分析 28 第五章 結論與建議 33 第一節、研究結論 33 第二節、管理意涵 37 第三節、後續研究建議 40 參考文獻 42 附錄：104性格量表 46 圖次 圖1-1 研究流程圖 4 圖2-1 影響離職模型 13 圖3-1 研究架構 14 表次 表2-1 大五人格向度之各學者研究彙整 9 表2-2 五大人格特質與離職之關連 12 表3-1 產業*職類的久任樣本數 15 表3-2 三種研究樣本的久任年資 16 表3-3 104性格量表向度及其定義 16 表3-4 三種研究樣本的樣本數 18 表4-1 各性格向度之內部一致信度係數 20 表4-2 全部向度對效標的複相關係數 21 表4-3 各向度對效標的相關係數 21 表4-4 教育服務業之教育輔導類人員，27向度平均數 24 表4-5 軟體及網路相關業之軟體/工程類人員，27向度平均數 26 表4-6 半導體業之工程研發類人員，27向度平均數 27 表4-7 教育服務業之教育輔導類人員，久任與非久任的t檢定表 28 表4-8 軟體及網路相關業之軟體/工程類人員，久任與非久任的t檢定表 30 表4-9 半導體業之工程研發類人員，久任與非久任的t檢定表 31 表5-1 久任與非久任者的性格差異 33 表5-2 性格測驗與結構式面談之組合優勢 38 表5-3 態度問卷調查與性格測驗整合應用範例 39 | - |
| dc.language.iso | zh_TW | - |
| dc.subject | 跨職類比較 | zh_TW |
| dc.subject | 人力資源管理 | zh_TW |
| dc.subject | 久任程度 | zh_TW |
| dc.subject | 離職行為 | zh_TW |
| dc.subject | 大五人格 | zh_TW |
| dc.subject | Human Resource Management | en |
| dc.subject | Big Five Personality Traits | en |
| dc.subject | Turnover Behavior | en |
| dc.subject | Job Tenure | en |
| dc.subject | Cross- Occupational Comparison | en |
| dc.title | 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 | zh_TW |
| dc.title | Exploring the Relationship Between Personality Traits and Turnover Behavior：A Cross- Occupational Comparative Study Based on the Big Five Personality Traits | en |
| dc.type | Thesis | - |
| dc.date.schoolyear | 113-2 | - |
| dc.description.degree | 碩士 | - |
| dc.contributor.oralexamcommittee | 魏志平;陳寶蓮 | zh_TW |
| dc.contributor.oralexamcommittee | Chih-Ping Wei ;Pao-Lien Chen | en |
| dc.subject.keyword | 大五人格,離職行為,久任程度,跨職類比較,人力資源管理, | zh_TW |
| dc.subject.keyword | Big Five Personality Traits,Turnover Behavior,Job Tenure,Cross- Occupational Comparison,Human Resource Management, | en |
| dc.relation.page | 63 | - |
| dc.identifier.doi | 10.6342/NTU202501017 | - |
| dc.rights.note | 未授權 | - |
| dc.date.accepted | 2025-06-05 | - |
| dc.contributor.author-college | 管理學院 | - |
| dc.contributor.author-dept | 碩士在職專班商學組 | - |
| dc.date.embargo-lift | N/A | - |
| 顯示於系所單位： | 商學組 | |
文件中的檔案：
| 檔案 | 大小 | 格式 | |
|---|---|---|---|
| ntu-113-2.pdf 未授權公開取用 | 3.81 MB | Adobe PDF |
系統中的文件，除了特別指名其著作權條款之外，均受到著作權保護，並且保留所有的權利。