本研究主要是探討研發人員的人格特質、高績效工作系統以及研發人員對組織實施高績效工作系統之認知程度的落差，三者間與研發人員之個人工作滿意度及工作適應性的相互影響關係。應用非機率之便利抽樣方式，以在台灣地區製造業廠商之研發人員以及人力資源部門兩個研究族群為研究對象。

本研究的結果有三點發現：研發人員人格特質中，具備「開放外向性人格」、「謹慎成就型人格」與「學習內控型人格」對研發人員之「整體工作滿意度及工作適應性」、以及個別之「工作滿意度」與「工作適應性」皆呈現顯著且正向的影響效果；高績效工作系統中之「正式且廣泛的訓練」、「正式員工參與」、「以績效為基礎的薪資設計」、「團隊自主性」以及「長期僱傭關係」之措施的採用，對研發人員之個人整體工作滿意度及工作適應性有正向且顯著的影響；以及研發人員對組織實施高績效工作系統之認知程度的落差愈小，對研發人員之「整體工作滿意度及工作適應性」、以及個別之「工作滿意度」與「工作適應性」則愈佳，呈現顯著且負向的影響效果。探究其原因可能為：當員工知覺到組織實際採行工作系統的管理措施之落差愈大時，員工的行為與態度將因心理認知落差的影響而造成工作適應性的不良，其工作滿意度亦會因此而受到負面影響。

依本研究結果推論，研發部門若能依自己的組織特性以建構其高績效工作系統，將有助於減少研發人員對組織實施高績效工作系統之認知程度的落差，除有助於提高研發人員個人工作滿意度及工作適應性以外，也將進一步提升研發組織的能力。另外，高績效工作系統之衡量問項多發展自西方學者的研究結果，建議後續學者可採探索性之研究方式，發展出更適合台灣企業特性之高績效工作系統的衡量問項，以強化適用性。

This research applies a convenient sampling method to gather responses from two studied groups of 4 R&D employees and one HR supervisor from each sampling manufacturer in Taiwan. Three main purposes to study are: The interrelation between the personalities of R&D employees and their individual job satisfaction and job adaptability; the interrelation between the high performance work systems (HPWS) and the job satisfaction and job adaptability of R&D employees; and the interrelation between cognitive differences of R&D employees to what an organization actually performs HPWS and their job satisfaction and job adaptability.

Three findings are concluded from this research results: Those R&D employees who characterize such personalities as Openness and Extroversion、Conscientiousness and Accomplishment-oriented、and Learning with intro-control traits are more likely to show a significantly positive relationship to their job satisfaction and job adaptation; an organization where HPWS practices such as Formal and Extensive Training Programs、Employee Participation、Performance-Based Payment System、Team Work、and Long-Term Job Warranty are more introduced, will result in better job satisfaction and job adaptability of their R&D employees; the smaller the R&D employees’ cognitive differences between what an organization actually performs HPWS and what they sense the organization is performing HPWS, the better job satisfaction and job adaptation will R&D employees have.

Based on the findings in this research, it is suggested that R&D departments can set up its own HPWS in accordance with it’s organizational characteristics, which will contribute to reduce R&D employee’s cognitive difference to what an organization actually performs HPWS, but also uplift both job satisfaction and job adaptability of R&D employees and R&D organizational performance. On the other hand, most of the HPWS measurements are actually developed by the western researchers, it is suggested for the future researchers to make use of exploratory research to develop some kind of HPWS measurements with much more practicality to those enterprises in Taiwan.

中文部份
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許士軍，民81，戰略生產力雜誌，第9期，頁108
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蔡宏明(民89)，我國中小型企業升級問題及對策，頁8、9、13、14、15
蔡德輝、吳學燕等人，民82，基層員警對工作環境及家庭生活之適應問題，行政院研究發展考核委員會編印。
劉鶴龍，民89，資訊電子產業科技人員與非科技人員創造力之研究，科技管理學刊，第五卷第一期，頁128
龔 昶 銘，民91，基層員警工作困擾、組織投注感與工作適應關係研究，國立中正大學/犯罪防治研究所碩士論文
顧鳳姿，民82，資訊業海外人員適應之研究，政大企研所博士論文。

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