本研究的主要目的在於了解國內勞動參與者之核心自我、工作滿意度與生活滿意度的整體概況，三者之間的可能相關性，以及三者分別有無性別、年齡、教育程度與工作相關背景變項（工作產業、工作地點、工作年資）等之水準差異性存在。最後檢視在排除性別與年齡後，以及排除教育程度與工作相關等背景變項等後，核心自我對工作滿意度與對生活滿意度的預測性是否會有顯著改變。本研究與1111人力銀行網站合作，邀請全省一年以上會員進行網路施測，總計有效樣本數為1,869位。研究工具為「核心自我量表」、「工作滿意度量表」與「生活滿意度量表」，並以成對t考驗、百分比分配、Pearson相關分析、單因子變異數分析、階層式多元迴歸等統計方法來進行分析。本研究結果顯示：
一、 核心自我可被區分為正向核心自我與負向核心自我兩個向度。
二、 整體來說，國內勞動參與者的正向核心自我強度顯著大於負向核心自我強度。其中，有近八成的人認為自己具備中度以上強度的正向核心自我，有近六成的人認為自己具有中度以上強度的負向核心自我，而有近四成的人認為自己同時擁有中高度以上的正向核心自我以及負向核心自我。
三、 整體而言，國內勞動參與者對工作的滿意程度顯著大於對生活的滿意程度。其中，有近五成的人滿意其整體工作狀況，卻只有約兩成的人滿意其整體生活，而對其整體工作與生活皆滿意者只有16.6%。
四、 正向核心自我與工作滿意度，以及與生活滿意度之間皆存有中度正相關；負向核心自我與工作滿意度，以及與生活滿意度之間皆存有中低度負相關。
五、 正向核心自我與生活滿意度並無實質顯著的背景變項水準差異效果；負向核心自我程度與年齡以及與工作年資有負向函數關係；而工作滿意度與工作年資有正向函數關係。
六、 排除性別、年齡、教育程度與工作相關等背景變項後，正向核心自我與負向核心自我對工作滿意度以及對生活滿意度的預測效果仍是強烈且穩定的。
最後，本研究建議「核心自我量表」可作為個人檢視正、負向核心自我強度的工具，作為提升個人成長持續檢測的基本指標，而經由適度包裝後，也可供企業組織作為挑選有能力面對工作壓力、能參與貢獻的合適同仁之篩選工具。而「工作滿意度量表」及「生活滿意度量表」，則可作為了解個人對工作與生活滿意程度的評量工具。

The purposes of this study are: (1) to reveal the profiles and the relations of core self-evaluations (CSE), job satisfaction, and life satisfaction; (2) to examine the possible effects of sex, age, education, and job-related variables (industry, location, seniority) on core self-evaluations (CSE), job satisfaction, and life satisfaction; and (3) to investigate the predictive effects of core self-evaluations to job satisfaction and to life satisfaction, when the effects of background variables were excluded. Eighteen hundred and sixty nine members of 1111 Job Bank accepted the invitation and filled in an on-line questionnaire consisting measures of CSE, job satisfaction, and life satisfaction. The major findings of the study were: (1) According to the result of factor analysis, CSE consisted of the positive core self-evaluations component (PCSE) and the negative core self-evaluations component (NCSE). (2) The respondents revealed higher PCSE than NCSE. (3) The respondents revealed higher job satisfaction than life satisfaction. (4) PCSE had modest positive relations with job satisfaction and with life satisfaction, while NCSE had less modest negative relations with job satisfaction and with life satisfaction. (5) There were no the substantial effects of sex, age, education, and job-related variables (industry, location, seniority) on PCSE and on life satisfaction; while NCSE showed negative functions of age and of seniority, and job satisfaction showed a negative function of seniority. (6) PCSE and NCSE were strong and stable predictors of job satisfaction and life satisfaction even after excluding the influences from sex, age, education, and job-related variables. The results of the study suggest that Core Self-Evaluations Scale (CSES) is a valid measure for individuals to examine PCSE and NCSE, to have the basic information for achieving personal growth. The CSES is also helpful for enterprises and organizations to select employees who are capable of facing pressure and creating contribution over time. Both Job Satisfaction Scale and Life Satisfaction Scale are valid measures to interpret individual’s satisfaction respect to job and life.

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