自由口譯在國內屬於一新興之職業，針對此領域工作者所進行之研究也為數不多，因此有關不同特質之個人從事口譯工作的適配狀況，以及現職口譯員在工作中所獲得之感受，尚未出現系統化之調查。根據Seashore & Taber (1975) 之研究，工作滿意對於工作者之工作績效、退卻反應以及身心狀況有所影響，甚至可以擴及組織及社會層面，而影響工作滿意之因素中，穩定的人格特質則已獲得證實與工作滿意之間具有直接及間接之關係 (Judge et al,1997)。因此本研究及針對自由口譯員之人格特質以及工作滿意進行初探性調查。
本研究以五大人格特質理論 (Big Five) 為架構，並參考獨立契約工作者以及SOHO族之研究，以問卷方式訪問自由口譯員，並以T檢定、變異數分析、相關係數以及LSD事後檢定法瞭解自由口譯員之人格特質與工作滿意間的關係。研究結果發現：
一、五大人格特質中，僅「經驗開放性」一項與自由口譯員的工作滿意有中程度的正相關。
二、自由口譯員在從事此工作的動機以及遭遇之問題方面，與SOHO族或獨立契約工作者非常接近，但其他方面則有所差異。
三、曾經受雇於組織的自由口譯員其外在滿意程度，相較於完全沒有工作經驗者要低。

As a new profession in Taiwan, research on interpreting is at its initial stage; thus, the match of individual traits and the job is fully studied, and the interpreters’ sense of well-being is not analyzed. Seashore & Taber (1975) states that job satisfaction has an impact upon performance, retreat as well as physical and psychological conditions, all of which can further influence the organization and society. Among all factors, personality traits with their direct and indirect relationship to job satisfaction are stable and measurable; therefore, this study gathers and analyzes information about the personality traits and job satisfaction of interpreters in Taiwan in order to have a better understanding of the profession.
Based on the “Big Five” or “Five-Factor Personality” theory and researches on “SOHO” workers and independent contractors, this study processes the data from the questionnaires given to freelance interpreters in Taiwan with T-test, ANOVA, Pearson’s Coefficient and LSD. Primary results include:
1. Among the five personality traits, only Openness has a statistically significant positive correlation with job satisfaction.
2. Freelance interpreters are challenged by issues identified in studies on SOHO workers; however, differences are found in other aspects.
3. Subjects with previous employment experience present a lower external satisfaction compared to those without any work experience.

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