近年來，隨著大陸大學畢業生人數的逐年增加，企業在招募應屆畢業生時有了更廣泛的選擇，但越來越多的企業發現招募來的大學畢業生並不是與組織文化相契合的人才。如何使企業在招募時能吸引與企業需求相契合的應徵者，成為了人力資源部門的重要任務。同樣對於求職者而言，如何尋得與個人特質相匹配的企業也會對未來的職涯發展起到重要的影響。 本研究以問卷調查的方式，以762位大陸大三、大四及碩士二年級、三年級等即將求職之職場新鮮人為研究對象，分析五大人格特質之求職者的組織文化價值觀偏好。 研究結果發現，五大人格特質中「外向性」、「宜人性」與「開放性」對組織文化價值觀之「外部適應價值觀」有顯著正向影響；五大人格特質中「宜人性」與「開放性」對組織文化價值觀之「內部整合價值觀」有顯著正向影響。 ;In these past few years, the increasing number of graduated students in China had given a wider range of options for enterprise to choose their best candidates out from this large pool of workforce. But it sprouts out some obstacle that many enterprise facing today, they cannot find their best match of college graduated towards their organizational culture. It is up to the human resource department becoming a skillful recruiter to tackle this problem we face today; one main task is to appeal towards a best candidate along finding the best match with the enterprises’ demand. As for applicants, sorting out all these enterprise and finding where they belong in the workforce can create an important impact towards the company itself in the future. This research under the form of questionnaire survey, it collects 762 mainland university seniors as participants to analyze the big-five personality of the applicants’ preference organizational culture values. From the result of this research, it proves that big-five personality “extraversion, agreeableness, and openness to experience” are key factors to “external adaptation values” in values in organizational culture; big-five personality “agreeableness, and openness to experience” are key factors to “internal integration values” in values in organizational culture.
