近年來，不少華人在緬甸建立了規模龐大的工廠。隨著這些知名企業的進駐，相關之人力管理資源問題也漸漸的浮上檯面。這些公司不但聘用了緬甸員工，也會把當地華人員工一併延攬到企業組織中一同管理。然而，緬甸員工與當地華人員工彼此存在差異化，無論是在工作態度、工作表現、工作績效與處事積極程度上都具有明顯不同的行為模式和處理問題的態度。
過去，組織承諾以及工作滿意度在學術界中常被用來探討員工的工作態度。因為組織承諾是員工認同組織的一種情感的呈現，而工作滿意度則被用來衡量員工對目前工作是否足以達到個人理想標準的指標。本研究以五大人格特質作為核心，探討工作滿意、組織承諾等變項的關係。使用問卷調查的方式針對當地知名企業之員工進行研究，以分發問卷進行研究，有效問卷回收率為39.37%。
研究結果顯示，華人員工與緬甸員工間的五大人格特質的構面，對組織承諾與工作滿意度有相當的影響力，並且證明組織承諾與工作滿意度間也存在著密切的相關性；透過本研究實證得到華人員工符合外向型-具有較高組織承諾和工作滿意度，緬甸員工則是屬於認真盡責型-具有較高的組織承諾和工作滿意度；而不同族群組織承諾與工作滿意度分析上，華人員工的工作滿意與組織承諾的典型相關係數平方(ρ2=0.567)遠高於緬甸員工(ρ2=0.376)。由此可以證明在人力資源議題上，相同環境下不同族群的五大人格特質、工作滿意、組織承諾之間的交互影響具有差異性。

In recent years, numerous large-scale factories are established in Myanmar by Chinese-origin entrepreneurs. With these prominent enterprises’ entries, more and more human resources issues are starting to emerge. These companies recruit not only local Myanmar employees but also Chinese-origin ones, both of whom are usually managed by the same corporate system. However, a distinctive difference between Myanmar employees and those with Chinese origin is observed from the aspects of working attitude, performance, effectiveness, involvement, behavior, and problem-solving capability.
In the past, organizational commitment and job satisfaction are often used to measure not only employee’s job attitudes but also job performance. Organizational commitment may be identified as one of the behaviors that employees perform to express corporate recognition. On the other hand, job satisfaction could be used to evaluate whether employee’s current work reaches individual ideal standard. This study employs the Big five model of personality as the core to measure the correlation between job satisfaction, organizational commitment, and other variables by using survey research. 39.37% participants responded to this survey request.
The result of this research shows that the different structure of the Big five model of personality has obvious influences over the organizational commitment and job satisfaction. And close relationship exists between the organizational commitment and job satisfaction. Generally speaking, works of Chinese origin show higher organization commitment and job satisfaction in the basis of personal extrovertism; whereas, based on their responsive spirit, show the same status. In term of relative association, the Chinese workers show much higher values of ρ2=0.567 compared to ρ2=0.376 for the Myanmar workers. In conclusion, the ethnic background and education attitudes may responsible for their difference.

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