研發部門為台灣高科技公司最重要的技術核心來源，在台灣的經濟上佔有舉足輕重的地位，其內部優秀的研發人員則是高科技產業中重要的核心資產。高科技產業具有技術變化快速、工作複雜性高等特性，這些特性可能會造成研發人員的工作壓力來源，進而可能會使他們對工作滿意度與離職意圖產生負面影響。本研究探討高科技產業中研發人員之人格特質、工作壓力、工作滿意度對離職意願的影響。
研究目的為探討研發人員之人格特質與工作壓力是否會對其工作滿意度與離職意圖有影響。研究對象以台灣高科技產業之研發人員為主，總計問卷發出750份，回收之有效問卷為236份。透過敘述性統計分析、信度分析與迴歸分析等資料分析方法來探討人格特質、工作壓力、工作滿意度與離職意願四個變數之間的關係。
本研究為證實分析結果之可信度，資料除了以多元迴歸分析之外，亦以結構方程模式驗證本研究之假設與研究架構的適配度。
問卷統計分析結果發現：（1）研發人員之人格特質對工作滿意度有顯著影響。（2）研發人員之工作壓力對工作滿意度有顯著影響。（3）研發人員之工作滿意度對離職意圖有顯著影響。（4）研發人員之人格特質對離職意圖有顯著影響。（5）研發人員之工作壓力對離職意圖有顯著影響。

Most of the enterprisers in Taiwan become more and more dependent upon technology of research and development (R&D). In other words, the R&D professionals are the key of industries to maintain their competitive advantage. This study examines the relationship among personality traits, job stress, job satisfaction, and turnover intention which are predicting the Taiwanese R&D professionals’ intention to leave their organization. Many previous researches indicated other variables had strong relationships with turnover intention. There is, however, an absence of study test the two variables, big five of personality traits and job stress, as a way of developing a better understanding of why R&D professionals would quit their organizations.
The purpose of this study is to explore R&D professionals’ personality traits and job stress that whether it would affect job satisfaction and turnover intention. Total of 236 usable questionnaires are collected from 750 R&D professionals in Taiwan, who works directly as engineers at the R&D department of the firms in the high-tech industry. Analysis of the questionnaires is conducted through descriptive statistics, reliability analysis, and regression analysis in order to indicate relationship between the four sets of variables.
Results from the study reveal that personality traits (neuroticism and conscientiousness), job stress (role conflict and underutilization of abilities), job satisfaction (work itself, co-workers, and pay) have a significant influence on turnover intention. Finally, the limitations of the study, suggestions for future research, and implications for management are discussed.

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