本研究旨在驗證新進人員人格特質、機構式社會化戰術、組織社會化之間的關聯性。研究對象為高科技產業一年內的新進人員。本研究採用問卷調查法，回收有效問卷216 份。分析結果發現：(1)人格特質構面中的「親和性」和「外向性」會對整體組織社會化有顯著正向影響，而「神經質性」則有顯著負向影響;(2)「親和性」會對組織社會化構面中的「歷史」、「人際關係」與「組織目標及價值觀」產生顯著正向影響;(3)「勤勉謹慎性」對組織社會化構面中的「組織目標與價值觀」與「工作掌握」產生顯著正向影響(4)「外向性」會對組織社會化構面中的「語言」、「政治」、「人際關係」與「組織目標及價值觀」產生顯著正向影響;(5)「神經質性」會對「語言」、「人際關係」與「工作掌握」產生顯著負向影響;(6)「經驗開放性」會對「工作掌握」產生顯著正向影響;(7)機構式社會化戰術對人格特質與組織社會化之關係具有部分調節作用。最後，本研究根據實證結果提出理論與實務之意涵以及後續研究之建議。

The purpose of the study is to examine the relationship among newcomers’ personality, institutional socialization practice and oganizational socialization. The questionnaires were distributed to the new employees with less than one service year in the high-tech industry, of that, 216 effective samples were returned. The following are the analysis results: (1). Agreeableness and extraversion of personality are positively related to organizational socialization, and negatively related to neuroticism. (2). Agreeableness is positively related to history, people and organization’s goals & values of oganizational socialization. (3). Conscientiousness is positively related to organization’s goals & values and performance proficiency of oganizational socialization. (4). Extraversion is positively related to language, politics, people, and organization’s goals & values of organizational socialization. (5). Neuroticism is negatively related to language, people and performance proficiency. (6). Openness to Experience is positively related to performance proficiency. (7). Institutional socialization practice has a little moderating effect to personality and organization socialization.
The implications and suggestions of the study also provided for future research.

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