人格特質、自我效能與職涯適應力關係研究

Abstract

本研究主要探討人格特質、自我效能與職涯適應力之間的關係，透過文獻探討與和實證研究，分析不同人格特質的員工在多元職場的適應能力，提供組織選才及留用人才、培訓合適人才以提升自我效能與職涯適應力之參考。透過問卷調查法，以臺灣服務業在職一年以上的員工為對象，透過便利抽樣進行網路問卷調查，總計回收384份有效問卷，並透過統計分析驗證假設。結果顯示：五大人格特質與自我效能呈現顯著相關，其中開放性、盡責性、宜人性以及外向性人格特質與自我效能呈現正向顯著相關，與情緒敏感性呈現負向顯著相關；自我效能對職涯適應力具有正向顯著關聯性；人格特質也對職涯適應力具有顯著影響。本研究並依據研究結果建議組織應以人格特質應用於選才、訓練及其發展，來提高員工面對不斷變化職場的適應力，也可進一步為組織貢獻更多價值。

This study primarily explores the relationship between personality traits, self-efficacy, and career adaptability. Through empirical research, including literature review, it analyzes the adaptability of employees with different personality traits in diverse workplaces, providing a reference for organizations to select, retain, and train suitable talents in order to enhance self-efficacy and career adaptability. Using the questionnaire survey method, an online survey was conducted through convenience sampling, targeting employees who have worked in Taiwan's service industry for over one year. A total of 384 valid questionnaires were collected, and the hypotheses were verified through statistical analysis. The results show that the five major personality traits are significantly related to self-efficacy. Among them, the personality traits of openness, conscientiousness, agreeableness, and extraversion are positively and significantly related to self-efficacy, while emotional sensitivity is negatively correlated with self-efficacy. Self-efficacy has a positive and significant correlation with career adaptability, and these personality traits also significantly impact career adaptability. Based on the research results, this study suggests that organizations should consider personality traits during talent selection, training, and development to improve the adaptability of employees to continually changing workplaces, thereby contributing additional value to the organization