許多學者的觀點認為員工資源是公司創造的，關鍵在於如何維護和維持有價值的員工忠誠度。以前的研究集中在於調查員工對企業成果的技能和知識的影響，但很少有研究填補了員工心理學文獻中的差距，以了解與員工流動趨勢相關的影響因素。因此，本研究使用員工的企業和職業忠誠來探索個人個性與離職傾向的相關性。本研究收集206份資料，並利用結構方程模型進行驗證性因子分析。
這項研究的結果表明，神經質的個性與企業忠誠呈現負相關，外向型與企業忠誠呈現正相關;神經質人格特質和外向型人格特質的個性與職業忠誠呈現正相關。企業忠誠與離職傾向呈現負相關;另一方面，職業忠誠與離職傾向呈現正相關。神經質人格特質與兩種忠誠所間接影響的離職傾向呈現正相關;外向型人格特質與兩種忠誠所間接影響的離職傾向沒有顯著關係。在這項研究中，員工心理因素被探索為反映企業維護員工提升競爭能力的人力資源實踐。

Many resource-based view theorists consider employee resources as a key element in a firm's ability to create, maintain, and sustain valuable marketing outcomes. Previous studies have focused on investigating the impact of the skills and knowledge of employees on firm outcomes, but few studies fills the gaps in the
employees’ psychological literature to understand the influential factors related to the tendency of employee turnover. Accordingly, this study used employee’s enterprise and occupational commitment to explore the correlates between individual personality and turnover intention. Data of 206 were collected and subjected to confirmatory factor analysis with structural equation modeling.
The results of this study revealed that Neurotic personality was negatively related to organizational commitment, Extravert personality was positively related to organizational commitment; Neurotic and Extravert personalities were positively related to occupational commitment. Organizational commitment was negatively related to turnover intention; on the other hand, occupational commitment was positively related to turnover intention. Neuroticism was positively related to turnover intention mediated by two types of commitments; Extraversion was not significantly related to turnover intention mediated by two types of commitments. In this study, employee psychological factors are explored as those human resource practices that reflect the firm's ability to maintain the employees to enhance the competitive capability.

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