國會助理人格特質、工作壓力與離職傾向關係之研究

Abstract

本研究旨在探討國會助理之人格特質、工作壓力與離職傾向之間的關聯性，並進一步分析工作壓力在人格特質與離職傾向間所扮演的中介角色。研究對象為立法院第十一屆國會辦公室之公費助理，採便利抽樣方式，共回收 122 份有效問卷。研究工具包含五大人格特質量表、工作壓力量表與離職傾向量表，並採用描述性統計、相關分析、多元迴歸及中介效果分析進行資料處理。研究結果顯示，國會助理的人格特質與其工作壓力感受之間存在一定程度的關聯性，其中以神經質性對工作壓力與離職傾向均具有顯著影響，顯示情緒穩定性為影響助理壓力感受及職涯穩定性的重要因素。相較之下，開放性、盡責性、外向性及宜人性等特質，對工作壓力與離職傾向之影響並不顯著。此外，雖然部分人格特質與離職傾向間存在直接關係，但工作壓力並未展現顯著的中介效果，顯示人格特質對離職傾向的影響主要為直接作用，未透過工作壓力間接發生。根據研究結果，建議未來在助理招募與培訓過程中，重視人格特質評估，特別是情緒調適與壓力因應能力之培養；並建構完善的心理支持系統與壓力管理措施，以降低離職風險、強化組織穩定性。最後，本研究亦提出研究限制，包括樣本代表性不足與資料蒐集方式之侷限，並建議後續研究可擴大樣本來源，結合質性研究方法，深入探索助理離職決策的多元面向，作為未來政策與人力資源策略的重要參考。關鍵詞：國會助理、人格特質、工作壓力、離職傾向

This study aims to investigate the correlation between the personality traits, work stress, and turnover intention of parliamentary assistants, and to further analyze the mediating role of work stress in the relationship between personality traits and turnover intention. The research subjects were publicly funded assistants in the offices of the 11th Legislative Yuan. Convenience sampling was employed, and a total of 122 valid questionnaires were collected.The research instruments included the Big Five Personality Trait Scale, the Work Stress Scale, and the Turnover Intention Scale. Data analysis was conducted using descriptive statistics, correlation analysis, multiple regression, and mediation effect analysis.The study results indicate a certain degree of correlation between the personality traits of parliamentary assistants and their perceived work stress. Specifically, neuroticism had a significant impact on both work stress and turnover intention, suggesting that emotional stability is a crucial factor influencing assistants' stress perception and career stability. In contrast, traits such as openness, conscientiousness, extraversion, and agreeableness did not show a significant impact on work stress or turnover intention. Furthermore, although direct relationships existed between some personality traits and turnover intention, work stress did not exhibit a significant mediating effect. This suggests that the influence of personality traits on turnover intention is primarily direct, rather than indirectly occurringthrough work stress.Based on the research findings, it is recommended that future assistant recruitment and training processes emphasize personality trait assessment, particularly the cultivation of emotional regulation and stress coping abilities. Additionally, it is suggested to establish a comprehensive psychological support system and stress management measures to reduce turnover risk and enhance organizational stability.Finally, this study also presents research limitations, including insufficient sample representativeness and limitations in data collection methods. It is suggested that subsequent researchcould expand the sample source and incorporate qualitative research methods to delve deeper into the multifaceted aspects of assistants' turnover decisions, serving as an important reference for future policy and human resource strategies. Keywords: Congressional assistants,personality traits,job stress,turnover intention