本研究以個人與組織適配理論為理論基礎，目的在於探討五大人格特質對於工作與組織特性－組織人才吸引力兩者關係的調節效果，意即求職者的某些人格特質是否有效強化或弱化工作與組織特性對組織人才吸引力的影響。本研究基於策略攫取取向，採用混合實驗設計，分別以受試者間設計衡量受試者的五大人格特質，以2×2×2×2×2五因子受試者內完全因子實驗設計，以文字敘述方式操弄五項工作與組織特性，包括：工作挑戰性、薪資組合、工作地點、企業聲望與同事支持，每個因子包含高低兩種水準，建構出包含不同訊息的32種情境腳本（即實驗處理）。本研究以主修組織行為、人力資源管理、行銷管理與財務管理等相關商管系所之大四、碩二等即將步入職場的應屆畢業生為施測樣本，每位受試者均需完成32份腳本之施測。研究結果發現，外向傾向的求職者偏好提供具挑戰性工作與高變動性薪資的企業；勤勉正直傾向的求職者偏好聲望較佳的企業；親和傾向的求職者偏好向來重視同事支持的企業；神經質傾向的求職者偏好提供高固定性薪資的企業；經驗開放傾向的求職者則偏好提供具挑戰性工作的企業與聲望較高之企業。

On the basis of Person-Organization Fit theory, this study aims to investigate how the interactive effects between the big five personality traits and job and organizational characteristics influence organizational attractiveness. These job and organizational characteristics include challenging work, coworker support, pay mix, location, and company reputation. A mixed experimental design combing within-subjects and between-subjects components was used. A 2×2×2×2×2 within-subject experimental design which contained 32 scenarios was administrated to undergraduate and graduate students from seven universities. Inter- individual differences based on Big Five personality traits were assessed using the between-subjects part of the design. The results showed that organizations with more challenging work were perceived more attractiveness by applicants with Extraversion and Openness to Experience. Applicants with Agreeableness were attracted by companies with higher level of coworker support. As for the level of pay mix, Extraversion applicants prefer organizations with higher level of variable pay; on the other hand, Neuroticism ones prefer higher level of fix pay. Applicants with Conscientiousness and Openness to Experience were also attracted by organizations with better reputation.

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