臺灣博碩士論文加值系統

摘要
近年來，在人力資源管理議題上，組織開始瞭解要找到「對的人才」，才能維持競爭優勢。然而當個人選擇職業或進入工作場所的表現，是否會由於價值觀與人格特質之差異，而影響員工對工作的投入程度或留任態度，為本研究主要動機。此外，鑑於人力派遣趨勢之興起，派遣員工在價值觀與人格特質上是否會與正職員工有顯著差異，進而影響工作投入與離職傾向，亦為本研究欲探討之議題。
本研究目的在探討員工人格特質、工作價值觀對工作投入及離職傾向間之關係，並比較正職和派遣員工的差異。研究方法採問卷調查法，共得有效問卷為495份（正職員工211份，派遣員工有84份）。研究結果發現，在正職員工方面，正職員工的「認知」工作價值觀與工作投入呈現正向關係，且「神經質」人格特質與離職傾向呈現正向關係，而正職員工的「嚴謹性」特質、「認知」工作價值觀、與工作投入均高於派遣員工；在派遣員工方面，得出派遣員工的「開放性」人格特質與工作投入呈現正向關係，且派遣員工的神經質特質與離職傾向均顯著高於正職員工。
本研究建議企業在甄選員工時，可適當運用人格特質和工作價值觀量表作為測驗工具，選擇嚴謹性與認知工作價值觀愈高、且神經質傾向較低之正職工作應徵者，將有助於預測該員工未來之工作投入程度並降低離職傾向；而非正職工作選擇開放性特質較高之派遣員工亦可預期有較高之工作投入。
至於派遣員工顯著高於正職員工的神經質特質與離職傾向對組織營運上之影響，仍為管理者後續不可忽視之議題，企業在考慮採用派遣人力時，應更加審慎評估欲外包之工作性質，避免因派遣員工離職造成對企業之負面影響。

Abstract
On the topic of human resource management, in recent years organizations have started to move from employing “good talent” to placing importance on hiring the “right talent”, and choosing staff who can meet organizational requirements. Only in this way can personnel display good work performance, thereby maintaining the organization’s competitive edge. The objective of this research is to determine whether or not employees’ levels of input into their work or turnover intention differ as a result of different values and personality. Additionally, in view of the increasing trend in human resource outsourcing, another topic this study wishes to discuss is whether or not there is a notable difference in the values and personality of outsourced staff in comparison with regular employees, and whether this affects job involvement and turnover intention.
The purpose of this research is to explore how personality and work values relate to job involvement and turnover intention, and compare the differences between regular employees and outsourced personnel. The research method involved collecting completed questionnaires; of which 495 were valid in total. The results of the research found a positive relationship between cognitive work values and regular employees’ job involvement, and neuroticism and turnover intention also showed a positive relationship. However, normal employees’ characteristics of conscientiousness, cognitive work values and job involvement were shown to be, on average, higher than those of outsourced personnel. For outsourced personnel, it was found that an open personality and job involvement had a positive relationship, and characteristics of neuroticism and turnover intention were shown to be, on average, higher than those of regular employees.
The findings suggest that when an enterprise is selecting personnel, it can appropriately utilize scales for personality and work values as testing tools, and hire those who exhibit higher conscientiousness and cognitive work values but relatively low neurotic tendencies. This will help in predicting future job involvement levels and reducing turnover intention. For non-ongoing work, outsourced personnel who select greater openness can also be predicted to have higher job involvement.
Managers cannot ignore the concept that outsourced personnel show greater neuroticism and turnover intention than regular employees, nor can them ingnore the effect this has on their enterprise’s operation. When an enterprise considers hiring outsourced personnel, it should more carefully evaluate the relationship of the job content to the operation, and avoid negative impacts on the company when the outsourced personnel leave.

目次
摘要 v
Abstract vi
目次 vii
表次 viii
圖次 x
第一章　緒論 1
第一節　研究背景與動機 1
第二節　研究目的與問題 3
第二章　文獻探討 4
第一節　人格特質 4
第二節　工作價值觀 7
第三節　工作投入 14
第四節　離職傾向 17
第五節　假說推論 19
第三章　研究方法 23
第一節　研究架構與研究假設 23
第二節　研究設計 24
第三節　統計分析方法 30
第四章　研究結果 33
第一節　正職員工的研究結果 33
第二節　派遣員工的研究結果 46
第三節　正職員工和派遣員工的研究結果比較 54
第五章　結論與建議 57
第一節　研究結論 57
第二節　管理意涵 58
第三節　研究限制和建議 59
參考文獻 61
壹、中文部分 61
貳、英文部分 61
附錄　研究調查問卷 73

表次
表2-1 工作價值觀的內涵…………………………………………………………11
表2-2 與離職有關聯的因素………………………………………………………18
表3-1 研究假設……………………………………………………………………24
表3-2 大五人格特質問項分配……………………………………………………25
表3-3 工作價值觀問項分配………………………………………………………25
表3-4 人格特質預試之信度和因素分析…………………………………………27
表3-5 工作價值觀預試之信度和因素分析：刪除情感構面……………………27
表3-6 工作價值觀預試之信度和因素分析………………………………………28
表3-7 工作投入預試之信度和因素分析…………………………………………29
表3-8 離職傾向預試之信度和因素分析…………………..……………………..29
表4-1 正職員工之有效樣本的人口統計變項……………………………………34
表4-2 正職員工之衡量構面的描述性統計分析…………………………………35
表4-3 正職員工之人格特質因素分析……………………………………………36
表4-4 正職員工之工作價值觀因素分析…………………………………………36
表4-5 正職員工之工作投入因素分析……………………………………………37
表4-6 正職員工之離職傾向因素分析……………………………………………38
表4-7 正職員工之衡量構面信度…………………………………………………38
表4-8 正職員工之相關係數矩陣…………………………………………………39
表4-9 正職員工迴歸分析…………………………………………………………41
表4-10 正職員工的不同性別對人格特質之差異性分析………………………..42
表4-11 正職員工的不同年齡對人格特質之差異性分析………………………..42
表4-12 正職員工的不同月收入對人格特質之差異性分析……………………..43
表4-13 正職員工的婚姻對人格特質之差異性分析……………………………..43
表4-14 正職員工的不同職位類別對工作價值觀之差異性分析………………..44
表4-15 正職員工的個人屬性對工作投入之差異性分析………………………..45
表4-16 正職員工的婚姻對工作投入之差異性分析……………………………..45
表4-17 正職員工的個人屬性對離職傾向之差異性分析………………………..46
表4-18 正職員工的婚姻對離職傾向之差異性分析……………………………..46
表4-19 派遣員工之有效樣本的人口統計變項…………………………………..47
表4-20 派遣員工之衡量構面描述性統計分析…………………………………..48
表4-21 派遣員工之人格特質因素分析…………………………………………..48
表4-22 派遣員工之工作價值觀因素分析………………………………………..49
表4-23 派遣員工之工作投入因素分析…………………………………………..50
表4-24 派遣員工之離職傾向因素分析…………………………………………..50
表4-25 派遣員工之衡量構面信度………………………………………………..51
表4-26 派遣員工之相關係數矩陣………………………………………………..51
表4-27 派遣員工迴歸分析………………………………………………………..53
表4-28 派遣員工的不同年齡對人格特質之差異性分析………………………..54
表4-29 派遣員工的不同性別對工作價值觀之差異性分析……………………..54
表4-30 正職員工和派遣員工的獨立樣本t-test……………………………….....55
表4-31 研究假設驗證結果……………………………………………………......56

圖次
圖2-1 工作價值觀之因果模式…………………………………………………….14
圖2-2 工作投入之前因、相關和後果變項的分類……………………………….16
圖2-3 工作投入研究結果的理論架構…………………………………………….17
圖3-1 研究架構…………………………………………………………………….23

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