鐵路的安全績效取決於員工的行為，員工具備的知識與技能使其具備應對工作中的狀況和完成任務的能力，若是無法完成工作任務，則可能展現不安全的行為，即使具備知識與技能，員工如果沒有動機執行安全工作，也會因此採取不安全的行為，並影響其投入於工作的程度。過去的研究證實人格特質對安全績效的影響，缺少考量行為因子相互之間的關聯性，然而在實際鐵路的環境中，員工即使相信自己具備能夠完成任務的能力，但如果沒有動機執行安全工作，可能因此採取不安全的行為，甚至直接發起罷工的活動；即使員工具備動機執行安全工作，如果無法投入於工作中，長期也可能是導致火車事故的重要心理前兆，使安全行動的實施效果受限，因此本研究以自我效能、工作動機和工作投入為中介變數，探討影響員工行為的因子對人格特質與安全績效之間的影響效果。
本研究以五大人格模型、自我決定理論和自我效能理論為架構，應用結構方程模型衡量行為前因對鐵路員工人格特質與安全績效之間的影響，證實鐵路員工人格特質會正向影響安全績效，表示員工對自身人格特質的認知會影響其安全行為的展現。研究結果顯示，欲使員工投入更多精力於工作，員工需具備執行工作任務的動機，即使員工具備執行工作的動機，也需同時建立員工對自身完成工作任務的信心，因此若要提升安全績效，員工需相信自身能完成安全任務，同時提升完成任務的意願，才能投入於工作。本研究建議未來台鐵局欲提升安全績效，可定期施測員工人格特質瞭解對員工行為之影響。行車人員可透過組織設定員工能夠完成的安全任務目標以增加其對完成工作任務的信心，除此之外，也須持續增加員工的心理量能的資源，持續關懷員工身心健康。

Safety performance depends on employees’ behavior. Employees with the knowledge and skills to be able to cope with situations at work and to perform tasks. If they are unable to perform, may demonstrate unsafe behavior. Employees with the knowledge and skills may engage in unsafe behavior if they do not have working motivation. Although existing studies noted the importance of personality traits on railway safety performance, the linkages are rarely considered between multiple behavioral antecedents. Therefore, this study uses self-efficacy, work motivation and work engagement as mediating variables to explore the effect of personality traits on safety performance.
This study is framed by the Big Five personality model, self-determination theory and self-efficacy theory. Applied Structural Equation Modeling (SEM) to measure the impact of behavioral antecedents on the personality traits and safety performance of railway employees. The results confirmed that the personality traits of railway employees will positively affect safety performance, indicating that employees' cognition of their own personality traits will affect their safety behavior. In addition, this study used multiple mediators’ analyses. To the best of our knowledge, these multiple mediators are the first time used in the model. The study offers some important insights into railway employees' behavior.
This study suggests that future organizations can incorporate scales of self-efficacy, work motivation, and work engagement and measure personality traits when employees change positions. Organizations should set goals for safety tasks that employees can complete, improve self-efficacy through successful cases and experiences, and continue to care for employees' mental health.

Andriessen, J. H. T. H. (1978). Safe behaviour and safety motivation. Journal of Occupational Accidents, 1(4), 363-376.
Adjekum, D. K. (2017). An evaluation of the relationships between collegiate
Aviation safety management system initiative, self-efficacy, transformational safety leadership and safety behavior mediated by safety motivation. International Journal of Aviation, Aeronautics, and Aerospace,4(2), 4.
Ayupp, K., & Kong, W. (2010). The impact of task and outcome interdependence and self-efficacy on employees' work motivation: An analysis of the Malaysian retail industry. Asia Pacific Business Review, 16(1-2), 123-142.
Bandura, A. (1977). Self-efficacy: toward a unifying theory of behavioral change. Psychological review, 84(2), 191.
Barling, J., Loughlin, C., & Kelloway, E. K. (2002). Development and test of a model linking safety-specific transformational leadership and occupational safety. Journal of applied psychology, 87(3), 488.
Burke, M. J., Sarpy, S. A., Tesluk, P. E., & Smith‐crowe, K. (2002). General safety performance: A test of a grounded theoretical model. Personnel psychology, 55(2), 429-457.
Bakker, A. B., Demerouti, E., & Sanz-Vergel, A. I. (2014). Burnout and work engagement: The JD–R approach. Annual review of organizational psychology and organizational behavior, 1(1), 389-411.
Ben-David, I., Graham, J. R., & Harvey, C. R. (2007). Managerial overconfidence and corporate policies (No. w13711). National Bureau of Economic Research.
Bollen, K. A., & Long, J. S. (Eds.). (1993). Testing structural equation models (Vol. 154). Sage.
Borman, W. C., & Motowidlo, S. M. (1993). Expanding the criterion domain to include elements of contextual performance.
Cattell, R. B. (1943). The description of personality: Basic traits resolved into clusters. The journal of abnormal and social psychology, 38(4), 476.
Chen, C. F., & Chen, S. C. (2014). Measuring the effects of Safety Management System practices, morality leadership and self-efficacy on pilots’ safety behaviors: Safety motivation as a mediator. Safety science, 62, 376-385.
Cheung, G. W., & Lau, R. S. (2008). Testing mediation and suppression effects of latent variables: Bootstrapping with structural equation models. Organizational research methods, 11(2), 296-325.
Christian, M. S., Bradley, J. C., Wallace, J. C., & Burke, M. J. (2009). Workplace safety: a meta-analysis of the roles of person and situation factors. Journal of applied psychology, 94(5), 1103.
Chu, F., Fu, Y., & Liu, S. (2019). Organization is also a “life form”: Organizational-level personality, job satisfaction, and safety performance of high-speed rail operators. Accident Analysis & Prevention, 125, 217-223.
Chu, F., Liu, S., Guo, M., & Liu, R. (2022). Group strength in safety performance: the effects of group characteristics on individual personality expression in high-speed railway operators. International journal of occupational safety and ergonomics, 28(2), 909-922.
Costa Jr, P. T., Busch, C. M., Zonderman, A. B., & McCrae, R. R. (1986). Correlations of MMPI factor scales with measures of the five factor model of personality. Journal of personality Assessment, 50(4), 640-650.
Costa, P. T., & McCrae, R. R. (1992). Professional manual: revised NEO Personality inventory (NEO-PI-R) and NEO five-factor inventory (NEO-FFI). Odessa, FL: Psychological Assessment Resources, 61.
Clarke, S., & T Robertson, I. (2005). A meta‐analytic review of the Big Five Personality factors and accident involvement in occupational and non‐occupational settings. Journal of Occupational and Organizational Psychology, 78(3), 355-376.
Cellar, D. F., Yorke, C. M., Nelson, Z. C., & Carroll, K. A. (2004). Relationships between five factor personality variables, workplace accidents, and self-efficacy. Psychological reports, 94(3_suppl), 1437-1441.
Eboli, L., & Mazzulla, G. (2012). Structural equation modelling for analysing passengers’perceptions about railway services. Procedia-Social and Behavioral Sciences, 54, 96-106.
Fong, T. C. T., & Ng, S. M. (2012). Measuring engagement at work: Validation of the Chinese version of the Utrecht Work Engagement Scale. International journal of behavioral medicine, 19(3), 391-397.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models With unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50.
Guo, M., Wei, W., Liao, G., & Chu, F. (2016). The impact of personality on driving safety among Chinese high-speed railway drivers. Accident analysis & prevention, 92, 9-14.
Griffin, M. A., & Neal, A. (2000). Perceptions of safety at work: a framework for linking safety climate to safety performance, knowledge, and motivation.
Journal of occupational health psychology, 5(3), 347.
Goldberg, L. R. (1992). The development of markers for the Big-Five factor structure. Psychological assessment, 4(1), 26.
Hair Jr, J. F. Anderson, Rolph E. Tatham, Ronald L and Black, William C. (1988) Multivariate Data Analysis.
Hansen, C. P. (1988). Personality characteristics of the accident involved employee. Journal of Business and psychology, 2(4), 346-365.
Hu, X., Griffin, M., Yeo, G., Kanse, L., Hodkiewicz, M., & Parkes, K. (2018). A new look at compliance with work procedures: An engagement perspective. Safety science, 105, 46-54.
Hu, L., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance Structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling, 6(1), 1-55.
Hau, T. C., & Bing, K. W. (2018). Relationship between big five personality traits And work engagement among private university academic staff. International journal of education, Psychology and counseling, 3(15), 79-85.
Hox, J. J., & Bechger, T. M. (1998). An introduction to structural equation modeling.International Organization for Standardization. (2020). Quality management –Guidance for people engagement.
Ju, C. (2020). Work motivation of safety professionals: A person-centred approach. Safety science, 127, 104697.
Judge, T. A., & Ilies, R. (2002). Relationship of personality to performance motivation: a meta-analytic review. Journal of applied psychology, 87(4), 797.
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of management journal, 33(4), 692-724.
Kecklund, L., Ingre, M., Kecklund, G., Söderström, M., Åkerstedt, T., Lindberg, E., ... & Almqvist, P. (2001). The TRAIN-project: Railway safety and the train driver information environment and work situation-A summary of the main results. Signalling safety, 2001.
Khan, N., Ahmad, I., & Ilyas, M. (2018). Impact of ethical leadership on organizational safety performance: the mediating role of safety culture and safety consciousness. Ethics & Behavior, 28(8), 628-643.
Kim, H. J., Shin, K. H., & Swanger, N. (2009). Burnout and engagement: A comparative analysis using the Big Five personality dimensions. International Journal of Hospitality Management, 28(1), 96-104.
Koster, R. B., Stam, D., & Balk, B. M. (2011). Accidents happen: The influence of safety-specific transformational leadership, safety consciousness, and hazardreducing systems on warehouse accidents. Journal of Operations management, 29(7-8), 753-765.
Lau, R. S., & Cheung, G. W. (2012). Estimating and comparing specific mediation effects in complex latent variable models. Organizational Research Methods, 15(1), 3-16.
Liu, Y., Ye, L., & Guo, M. (2019). The influence of occupational calling on safety performance among train drivers: The role of work engagement and perceived organizational support. Safety Science, 120, 374-382.
Lu, C. S., & Yang, C. S. (2011). Safety climate and safety behavior in the Passenger ferry context. Accident Analysis & Prevention, 43(1), 329-341.
Lestariningsih, M., Goenadhi, L., Mohyi, A., Jihadi, M., Musnaini, M., Desmaryani, S., & Wijoyo, H. (2021). The Effect Of Self-Efficacy, Work Motivation On Job Satisfaction And Employee Performance: An Empirical Study On Palm Oil Company. Natural Volatiles and Essential Oils, 8(4), 10544-10559.
Liu, W., Zhao, T., Zhou, W., & Tang, J. (2018). Safety risk factors of metro Tunnel construction in China: An integrated study with EFA and SEM. Safety Science, 105, 98-113.
Mokarami, H., Alizadeh, S. S., Pordanjani, T. R., & Varmazyar, S. (2019). The relationship between organizational safety culture and unsafe behaviors, and accidents among public transport bus drivers using structural equation modeling. Transportation research part F: traffic psychology and behaviour, 65, 46-55.
Maneechaeye, P., & Potipiroon, W. (2022). The impact of fleet-level and organization-level safety climates on safety behavior among Thai civilian pilots: The role of safety motivation. Safety science, 147, 105614.
Maslen, S., & Hopkins, A. (2014). Do incentives work? A qualitative study of managers’ motivations in hazardous industries. Safety science, 70, 419-428.
Neal, A., Griffin, M. A., & Hart, P. M. (2000). The impact of organizational climate on safety climate and individual behavior. Safety science, 34(1-3), 99-109.
Neal, A., & Griffin, M. A. (2006). A study of the lagged relationships among Safety climate, safety motivation, safety behavior, and accidents at the individual and group levels. Journal of applied psychology, 91(4), 946.
Pinder, C. C. (2014). Work motivation in organizational behavior. psychology press.
Prinzel, L.J., (2002). The relationship of self-efficacy and complacency in pilot automation, interaction. NASA/TM-2002-211925.
Putra, E. D., Cho, S., & Liu, J. (2017). Extrinsic and intrinsic motivation on work engagement in the hospitality industry: Test of motivation crowding theory. Tourism and Hospitality Research, 17(2), 228-241.
Rau, P. L. P., Liao, P. C., Guo, Z., Zheng, J., & Jing, B. (2018). Personality factors and safety attitudes predict safety behaviour and accidents in elevator workers.International journal of occupational safety and ergonomics.
Ryan, R. M., & Deci, E. L. (2000). Intrinsic and extrinsic motivations: Classic definitions and new directions. Contemporary educational psychology, 25(1), 54-67.
Sah, J., & Biswas, M. U. N. (2021). Train drivers’ perception of psychosocial correlates of train accidents in Indian railways. Towards Excellence, 13(2).
Schunk, D. H. (1991). Self-efficacy and academic motivation. Educational psychologist, 26(3-4), 207-231.
Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness studies, 3(1), 71-92.
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi‐sample study. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 25(3), 293-315.
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and psychological measurement, 66(4), 701-716.
Schwarzer, R., & Jerusalem, M. (1995). Generalized self-efficacy scale. J. Weinman, S. Wright, & M. Johnston, Measures in health psychology: A user’s portfolio.Causal and control beliefs, 35, 37.
Schwarzer, R., & Scholz, U. (2000, August). Cross-cultural assessment of coping resources: The general perceived self-efficacy scale. In First Asian Congress of Health Psychology: Health Psychology and Culture, Tokyo, Japan.
Saucier, G. (1994). Mini-Markers: A brief version of Goldberg's unipolar Big-Five markers. Journal of personality assessment, 63(3), 506-516.
Seibokaite, L., & Endriulaitiene, A. (2012). The role of personality traits, work motivation and organizational safety climate in risky occupational performance of professional drivers. Baltic Journal of Management.
Tremblay, M. A., Blanchard, C. M., Taylor, S., Pelletier, L. G., & Villeneuve, M. (2009). Work Extrinsic and Intrinsic Motivation Scale: Its value for organizational psychology research. Canadian Journal of Behavioural Science/Revue canadienne des sciences du comportement, 41(4), 213.
Thompson, E. R. (2008). Development and validation of an international English big-five mini-markers. Personality and individual differences, 45(6), 542-548.
Thoms, P., Moore, K. S., & Scott, K. S. (1996). The relationship between self‐efficacy for participating in self‐managed work groups and the big five personality dimensions. Journal of organizational Behavior, 17(4), 349-362.
Wachter, J. K., & Yorio, P. L. (2014). A system of safety management practices and worker engagement for reducing and preventing accidents: An empirical and theoretical investigation. Accident Analysis & Prevention, 68, 117-130.
Wohleber, R. W., & Matthews, G. (2016). Multiple facets of overconfidence:Implications for driving safety. Transportation research part F: traffic psychology and behaviour, 43, 265-278.
Wang, Y., Shi, X., & Xu, D. (2020). Relationship between overconfidence and risky behavior among ship crew. Transportation research record, 2674(9), 500-510.
Wiegmann, D. A., & Shappell, S. A. (2001). Human error analysis of commercial aviation accidents using the human factors analysis and classification system(HFACS) (No. DOT/FAA/AM-01/3,). United States. Office of Aviation Medicine.
Ye, L., Liu, S., Chu, F., Zhang, Q., & Guo, M. (2021). Effects of personality on job burnout and safety performance of high-speed rail drivers in China: the mediator of organizational identification. Journal of Transportation Safety & Security, 13(7), 695-713.
Yen, C. D., Hsu, S. W., Ye, K. D., Shang, K. C., & Wu, C. H. (2022). A safety compliance model for container terminal operations: the roles of the safety climate, non-compliance cost and safety self-efficacy. Maritime Policy & Management, 1-15.
Yuan, Z., Li, Y., & Tetrick, L. E. (2015). Job hindrances, job resources, and safety performance: The mediating role of job engagement. Applied ergonomics, 51,163-171.