本研究目的為探討1.不同世代員工人格特質的差異。2.人格特質、組織承諾、工作滿足與離職傾向在個人變項上之差異。3.人格特質對組織承諾、工作滿足及離職傾向的影響程度。4.探討人格特質對組織承諾、工作滿足及離職傾向之關係是否受不同世代之干擾。
研究對象以目前任職於國內企業之員工為主，採用問卷調查方式蒐集資料，總共發出1,051份問卷，回收962份，回收率達92﹪，剔除無效問卷26份，有效問卷為936份，有效問卷回收率89﹪資料分析方法包含描述性統計分析、因素分析、信度分析、獨立樣本t 檢定、單因子變異數分析及迴歸分析等。
研究發現如下
1.不同世代員工的人格特質並無明顯差異。內外控人格特質僅是程度上的差別，並沒有絕對的二分法，多數人是介於內控或外控兩者之間。A型人格與B型人格並無絕對分界，大部份的人可能同時擁有兩種人格特質，只是其中一種較明顯而已。
2.人格特質、組織承諾、工作滿足與離職傾向在個人變項(包括性別、年齡、婚姻狀態、教育程度、服務年資、工作職級)上皆有顯著性差異。
3.員工愈偏內控人格特質，工作滿足、組織承諾程度愈高。
4.員工愈偏內控人格特質，離職傾向愈低。
5.員工愈偏Ａ型人格特質，工作滿足、組織承諾程度及離職傾向愈高。
6.「世代」在內外控人格特質與工作滿足關係間有顯著之干擾效果。
7.「世代」在內外控人格特質與組織承諾關係間有顯著之干擾效果。
8.「世代」在內外控人格特質與離職傾向關係間不具有顯著之干擾效果。
9.「世代」在A型人格特質與工作滿足、組織承諾及離職傾向關係間，則不具有顯著之干擾效果。

This research will focus on the following items.
1. The difference of the personality characteristic among different generation employees.
2. The difference in personal variation for personality characteristic, organization commitment, job satisfaction, and turnover tendency.
3. The influence of the personality characteristic on organization commitment, job satisfaction, and turnover tendency.
4. To discuss the relationship of the personality characteristic on organization commitment, job satisfaction, and turnover tendency whether interfered by the different generation.

The target of research was the employees who work in domestic enterprises, and adop a questionnaire method to collection data, which sending out 1,051 questionnaires, and recovering 962. The recovery rate reaches to 92%, after eliminating 26 invalid questionnaires, we got 936 valid questionnaires, and the valid recovery rate was 89%. We will make analysis through the method includes descriptive analysis, factor analysis, letter degree analysis, independent sample t test, one way ANOVA, Pearson’s correlation analysis and multiple regression analysis.

The research finding as follows.
1. The personality characteristic among different generation employees have no obvious difference. There is only the difference in degree between the inner-controlled and outer-controlled personality characteristic. There is no absolute dichotomization, and most people are being between the both. There is also no absolute boundary between A type personality and B type personality, most people may own two kinds of personality characteristics in the meantime, just one kind of them is more obvious.
2. There are quite differences among the personality characteristic, organization commitment, job satisfaction, and turnover tendency, which caused by personal variable (include sex, age, marriage appearance, level of education, work seniority and job title).
3. When the employee tends to inner-controlled personality characteristic, the degree of job satisfaction and organization commitment is higher.
4. When the employee tends to inner-controlled personality characteristic, the turnover tendency becomes lower.
5.When the employee tends to Ａ type personality characteristic, the degree of job satisfaction and organization commitment, the turnover tendency are more high.
6. The relationship between inner-controlled and outer-controlled personality characteristic, and job satisfaction was obviously interfered by "Generation".
7. The relationship between inner-controlled and outer-controlled personalitycharacteristic, and organization commitment was obviously interfered by "Generation".
8. The relationship between inner-controlled and outer-controlled personality characteristic, and turnover tendency was not interfered by "Generation".
9.The relationship between Ａ type personality characteristic, job satisfaction, organization commitment and turnover tendency was not interfered by "Generation".

第一章　緒　論 1
第一節　研究動機 1
第二節　研究目的 2
第三節　研究流程 3
第二章　文獻探討 4
第一節　人格特質 4
第二節　工作滿足 8
第三節 組織承諾 10
第四節　離職傾向 13
第五節　世代 16
第六節　研究變項間之關係 21
第三章　研究方法 24
第一節　研究架構與假設 24
第二節　研究變項操作性定義與衡量工具 25
第三節　資料分析方法 27
第四節　樣本描述性統計與量表信度分析 28
第四章　實證結果分析 35
第一節　各研究變項的描述性統計分析 35
第二節　各研究變項在個人變項上之差異分析 38
第三節　人格特質對組織承諾、工作滿足及離職傾向之影響 45
第四節　干擾效果之分析與探討 53
第五章　結論與建議 58
第一節　結論 58
第二節　建議 61
參考文獻 62
附錄 問卷 67

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