員工離職實證性研究－探討人格特質與工作特性之關聯性

本研究主要針對離職員工探討人格特質及工作特性關聯性。以任職於個案醫院近五年內的新進員工為研究對象，於人事管理系統中擷取並滙出員工基本資料，調閱出其於到職日所填寫的人格特質問卷資料，再進一步邀請各單位主管以德菲法方式進行各部門的工作特性量表問卷填寫。本研究回收的有效問卷為332 份。人格特質平均得分為2.83 分，以「社交能力」及「輸出精力」方面得分最高。工作特性平均得分為4.16 分，以「工作回饋性」得分為最低，人格特質會影響其對工作特性的偏好。本研究證實員工的離職行為在人格特質與工作特性適配程度，具有高度的影響力，研究結果希冀提供醫院管理者在工作設計及安排上，規劃符合員工人格特質與工作特性需求適配，以創造有利的醫療環境，及與員工建立良好的互動關係，亦提供後續研究之參考方向。

關鍵字

人格特質；工作特性；離職

並列摘要

This study investigates associations between the personality traits and job characteristics of employees who left their jobs. Data of newly hired employees who have worked in the case hospital for no more than 5 years are collected. The demographic data of these employees are retrieved and exported from the personnel management system. Furthermore, the personality trait data that each of these employees have reported in a questionnaire on the day of onboarding are collected. The directors of various departments are then invited to complete a departmental job characteristic scale using the Delphi method. A total of 332 valid questionnaires are returned. The average score of personality traits is 2.83 points, with ＂social skills＂ and ＂energy spent＂ scoring the highest. The average score of job characteristics is 4.16 points, with ＂feedback from work＂ scoring the lowest. Personality traits affect employee preferences for job characteristics. This study confirms that the goodness of fit between personality traits and job characteristics substantially influences employee turnover. The results suggest that, in the context of job design and arrangement, hospital managers should consider the goodness of fit between the personality traits of employees and the requirements of the job to create favorable medical environments and establish satisfactory interactions with the employees. The results can serve as a reference for subsequent studies.