現代職場中，影響員工工作表現與留任意願的因素日趨多元，尤其在人際互動與組織環境方面的感受已成為重要關鍵。人格特質與組織公平作為影響員工行為與態度的重要因素，日益受到企業與學術界重視。 本研究主要關注探討人格特質與組織公平對員工留任意願的影響性，並進一步探究工作滿意度所扮演之中介角色。人格特質為個體在情緒、行為與認知上的穩定傾向，能有效預測其工作適應能力與整體績效，尤以大五人格模型中的嚴謹性、親和性與神經性與工作表現關聯最為密切。組織公平則關乎員工對資源分配、決策程序及人際互動的公平感受，對提升工作滿意度與投入具有關鍵影響力。 本研究對象以具正職身份之在職員工為主，透過電子問卷進行資料蒐集，問卷內容涵蓋大五人格、組織公平、工作滿意度與留任意願等構面，並採用便利抽樣與滾雪球抽樣方式發放。資料分析包含敘述統計、皮爾森相關、多元迴歸及中介效果檢定，後者採用 PROCESS Macro 工具。結果顯示，個體之留任意願程度與人格特質及組織公平皆有影響，且工作滿意度在其中具中介效果。研究結果亦期能提供企業於人才適配與留任管理之參考依據，促進組織穩定與永續發展。 ;This study explores how personality traits and organizational justice impact employees’ intention to stay, with a focus on how job satisfaction influences these connections. Traits such as conscientiousness, agreeableness, and neuroticism are considered strong indicators of workplace behavior. At the same time, how employees perceive equity in how resources are allocated, decisions are made, and they are treated by others significantly influences their attitudes toward the organization. This study gathered responses from full-time employees using an online survey, which assessed individual personality characteristics, perceptions of fairness within the work environment, levels of job satisfaction, and employees’ intentions to remain with their organization. Data were gathered through convenience and snowball sampling. The analysis involved descriptive statistics, Pearson correlation, multiple regression, and mediation testing using the PROCESS Macro. The findings reveal that employees’ intention to stay is closely linked to their personality traits and how fairly they perceive their organization operates. Furthermore, job satisfaction functions as a key element that bridges these associations. These insights offer practical value for organizations seeking to enhance employee alignment, foster stronger workplace commitment, and develop effective retention strategies to ensure long-term organizational stability.
