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.

目　錄
謝　詞 I
中文摘要 II
英文摘要 III
圖　次 VI
表　次 VII
第一章　緒論 1
第一節　研究背景與動機 1
第二節　研究目的 3
第三節　研究流程 4
第四節　論文架構 6
第二章　文獻探討 7
第一節　內外控性格 7
第二節　職場幸福感 10
第三節　工作投入 14
第四節　離職傾向 18
第五節　內外控性格、職場幸福感、工作投入與離職傾向之相關實證研究 21
第三章　研究方法 25
第一節　研究架構 25
第二節　研究假說 26
第三節　操作性定義之衡量 27
第四節　研究設計 31
第五節　資料分析方法 32
第四章　研究結果 35
第一節　樣本結構 35
第二節　效度與信度分析 37
第三節　敘述性統計分析 42
第四節　人口統計變項之差異分析 46
第五節　各變數之相關分析 54
第六節　假說驗證 56
第五章　結論與建議 81
第一節　研究討論 82
第二節　理論貢獻與管理意涵 86
第三節　研究限制與建議 89
參考文獻 91
附錄一 研究問卷 101
著作權聲明 106


圖　次
圖1-1本研究流程圖 5
圖2-1主觀幸福感架構圖 11
圖3-1研究架構圖 25


表　次
表2-1內外控者之價值觀差異 9
表2-2幸福感理論之歸納表 14
表2-3工作投入定義彙整 17
表2-4離職傾向定義彙整 20
表3-1工作投入之問卷前後修正題目 29
表3-2離職傾向之問卷前後修正題目 30
表3-3人口統計變數之衡量項目表 30
表3-4問卷前測之信度分析表(n = 71) 32
表4-1樣本人口統計資料表(n = 471) 36
表4-2職場幸福感之因素分析摘要表 38
表4-3工作投入之因素分析摘要表 40
表4-4離職傾向之因素分析摘要表 41
表4-5問卷信度分析 42
表4-6內控性格之敘述性統計表 43
表4-7職場幸福感之敘述性統計表 44
表4-8工作投入之敘述性統計表 45
表4-9離職傾向之敘述性統計表 46
表4-10年資對內控性格之差異分析 46
表4-11職位對內控性格之差異分析 47
表4-12婚姻對職場幸福感之差異分析 47
表4-13年齡對職場幸福感之差異分析 48
表4-14年資對職場幸福感之差異分析 49
表4-15職位對職場幸福感之差異分析 50
表4-16性別對工作投入之差異分析 50
表4-17婚姻對工作投入之差異分析 51
表4-18年齡對工作投入之差異分析 51
表4-19學歷對工作投入之差異分析 51
表4-20年資對工作投入之差異分析 52
表4-21職位對工作投入之差異分析 52
表4-22婚姻對離職傾向之差異分析 52
表4-23年齡對離職傾向之差異分析 53
表4-24年資對離職傾向之差異分析 53
表4-25職位對離職傾向之差異分析 53
表4-26各變數之平均數、標準差、相關係數與Cronbach's α係數 54
表4-27變數之共線性檢定 55
表4-28內控性格對職場幸福感之迴歸分析 57
表4-29內控性格與職場幸福感三構面之迴歸分析 58
表4-30內控性格對工作投入之迴歸分析 59
表4-31內控性格對離職傾向之迴歸分析 60
表4-32職場幸福感對工作投入之迴歸分析 61
表4-33職場幸福感三構面對工作投入之迴歸分析 63
表4-34職場幸福感對離職傾向之迴歸分析 64
表4-35職場幸福感三構面對離職傾向之迴歸分析 66
表4-36職場幸福感對內控性格與工作投入之中介效果 68
表4-37職場幸福感之心裡對內控性格與工作投入之中介效果 70
表4-38職場幸福感之情緒對內控性格與工作投入之中介效果 71
表4-39職場幸福感之社會對內控性格與工作投入之中介效果 72
表4-40職場幸福感對內控性格與離職傾向之中介效果 74
表4-41職場幸福感之心裡對內控性格與離職傾向之中介效果 76
表4-42職場幸福感之情緒對內控性格與離職傾向之中介效果 77
表4-43職場幸福感之社會對內控性格與離職傾向之中介效果 78
表4-44 Sobel test 檢定摘要 80
表5-1研究假說之結果 81

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