本研究以個人與環境適配理論為理論基礎,探討求職者外向性與勤勉正直性兩項人格特質對於工作與組織特性—組織人才吸引力兩者關係的調節效果。本研究基於策略攫取取向,衡量受試者的人格特質,並針對工作挑戰性、同事支持、薪資組合、企業聲望與工作地點五項工作與組織特性進行全受試者內實驗設計。施測樣本為主修組織行為、人力資源管理、行銷管理與財務管理等相關商管系所之大四、碩二等即將步入職場的應屆畢業生。研究結果發現,外向傾向的求職者偏好提供具挑戰性工作、高度同事支持與變動薪資較高的企業,而勤勉正直傾向的求職者則偏好聲望較佳的企業。
On the basis of Person-Environment Fit theory, this study aims to investigate how the interactive effects between two applicant personality traits (i.e., Extraversion and Conscientiousness) and job and organizational characteristics influence organizational attractiveness. These job and organizational characteristics include challenging work, coworker support, pay mix, company reputation, and location. A 2 × 2 × 2 × 2 × 2 within-subject experimental design which contained 32 scenarios was administrated to undergraduate and graduate students from seven universities. Inter- individual differences based on personality traits were also assessed. The results showed that Extraversion applicants prefer organizations with more challenging work, higher level of coworker support and higher level of variable pay. Applicants with Conscientiousness were attracted by organizations with better reputation.