人格特質為企業內重要的選才工具之一,透過有效的招募甄選公司能夠獲得適任的員工,但要如何培育員工使其工作上的投入提升並且成功降低其離職率,則是相當重要的議題。此外,企業為了招攬人才與留住績優員工,近期紛紛開始注重幸福感所帶來的效益,然而相較下學術界卻比較忽略組織與幸福感之間的關係,同時基於過去文獻蒐集後發現,目前甚少有研究從另一個角度來討論幸福感對於工作相關變項的影響,故本研究除了探討內外控性格與工作投入及離職傾向之關係外,同時更進一步驗證職場幸福感的中介效果,以解釋其中的因果關係。 本研究採用問卷調查法,以一般產業之全職員工為研究對象,回收有效問卷471份,實證結果如下:(1)內控性格分別對職場幸福感與工作投入具有正向顯著影響,對離職傾向則具有負向顯著影響。(2)職場幸福感對工作投入具有正向顯著影響,而對離職傾向則具有負向顯著影響。(3)職場幸福感在內控性格對工作投入與離職傾向之影響中,具有部分中介效果。
Enterprises regard employee personality as one of the most important factors when recruiting new talent. Through effective recruitment practice, companies can obtain competent employees. However, the questions of how to cultivate staff to enhance their job involvement and reduce turnover rate have long troubled enterprises. Drawing from previous research gaps, this study discussed the relationships among locus of control, job involvement and turnover intention, it also further explored the possible mediating effect of workplace well-bing to explain their causality. The current study used convenience sampling and analyzed 471 valid questionnaires which came from workplace employees. The results showed that: firstly, Internal Locus of Control was positively related to Workplace Well-beingand Job Involvement, but negatively associated with Turnover Intention. Then, Workplace Well-being was positively related to Job Involvement, but negatively associated with Turnover Intention. In the end, Workplace Well-being partially mediated the influence of Internal Locus of Control on Job Involvement and Turnover Intention.