人格特質、職涯自我效能與職涯滿足關聯性之研究

Abstract

人才資產是現今勞動市場上非常重要的議題之一。隨著臺灣勞退新制的推行、產業輪動快速與勞工意識抬頭等綜合因素，人一生中的職業不如以往從一而終，對於生活品質也有更高的要求，而非以薪資作為最主要的職業選擇考量。另外，企業為了廣納人才，降低人員流動率，維持組織發展的動能，使企業得以永續經營，亦逐漸重視員工的職涯發展目標與對職涯的滿足程度。 本研究主要探討人格特質、職涯自我效能與職涯滿足之間的關係，透過回顧相關文獻並進行實證研究，了解人格特質與職涯自我效能對於職涯滿足的預測力，以期發現提升職涯滿足的影響因素，提供業界選才及留才的參考。 本研究採問卷調查法，以國內壽險業取得百萬圓桌會（Million Dollar Round Table [MDRT]）會員資格的菁英業務人員為主要研究對象，發放384份問卷，回收342份有效問卷，透過描述性統計分析、信度分析、效度分析、相關分析與迴歸分析等統計方法進行探討。研究結果發現：(1)人格特質對職涯自我效能具有顯著的影響；(2)人格特質對職涯滿足具有顯著的影響；(3)職涯自我效能對職涯滿足具有顯著正向的影響；(4)職涯自我效能在人格特質與職涯滿足之間具有中介效果。

“Talent Assets” is a hot issue in the modern society. People change jobs in there career because of the unrest of industries and the change of the labor market. Although payroll is an important factor to attract talents, people nowadays chase for a lifestyle of work-life balance even more than these hiring packages. How business keeping the group dynamics by retaining talents is the key to the organization development. Aiming at helping the business find their talents and reduce the employee turnover rate. The main purposes of this study were to investigate the relationships among personality traits, career self-efficacy and career satisfaction. Target population was the MDRT members in Taiwan, and purposive sampling was used to select the sample for the study. In the following statistical analysis was used to understand the prediction of personality traits and career self-efficacy for career satisfaction. The result reveals that there are significant effects between personality traits and career self-efficacy, so as personality traits and career satisfaction. There are significant effects between career self-efficacy and career satisfaction. Career self-efficacy plays a partial mediating effect on the relationship between personality traits and career satisfaction.