張媁雯Chang, Wei-Wen游璽峰Yu, Shi-Fong2025-12-092025-08-122025https://etds.lib.ntnu.edu.tw/thesis/detail/9b107e9ee3b1d3c7214beae740c14a57/http://rportal.lib.ntnu.edu.tw/handle/20.500.12235/124139noneThis study explores the key role of personality traits in shaping how new employees perceive their adaptation process in the workplace. In today’s post-pandemic environment, where talent retention and effective onboarding have become principal, this research aims to illuminate how individuals assess the gap between their skills and job requirements and how their personalities influence their emotional responses and adaptation strategies. By employing a mixed-methods approach, including the Big Five Inventory (BFI-44) and the Strengths Self-Efficacy Scale (SSES), as well as semi-structured interviews with 20 Taiwanese employees with less than five years of work experience, we have developed a six-step adaptation model that clearly outlines the transition from expectation formation to career development. Our findings demonstrate that personality traits, such as extraversion, conscientiousness, and emotional stability, are strongly correlated with the building of confidence and resilience throughout the adaptation process. This study provides invaluable insights for HRD professionals, enabling them to design personalized and effective onboarding programs informed by personality.noneworkplace adaptationpersonality traitsBig Five Inventoryself-efficacyonboarding strategyemployee confidence專業實務報告（專業實務類）