本研究主要探討敏感特質對離職傾向之影響，以職場友誼為中介變項、政治技巧為干擾變項。敏感特質指的是一種對內部與外部的刺激與環境敏感的傾向，愈敏感者愈容易被內在刺激與外在刺激影響，而展現較低敏感特質者情緒化的反應（包含正向與負向情緒），因此也越容易對這些情緒感到不堪負荷，而選擇逃避或是偏離原本的處事風格與步調。其中，較容易展現負向情緒的特質為「負向情緒性」、正向特質則為「定向敏銳性」。有鑑於離職率對企業影響力，本研究以透過甄選工具、選出較適合公司之人才以達留才目的的角度，探討以敏感特質作為甄選工具預測員工離職傾向的可行性，同時也探討職場友誼是否為中介兩者的因素，進而去分析透過政治技巧的加入是否能有效調節敏感特質與職場友誼間的關係。回顧過往文獻後，採用前人發展之量表，經翻譯後作為本研究工具，並透過問卷調查，以有現職工作的員工為研究對象，共蒐集樣本數246名，將問卷資料彙整後，進行描述性統計分析、信度分析、皮爾森相關分析及迴歸分析。本研究獲得以下結論：
一、當員工展現越多敏感特質之負向情緒性時，會提高其離職傾向。
二、敏感特質可顯著預測個體對職場友誼的感受，且當員工的敏感特質之負向情緒性特質展現越少、定向敏銳性特質展現越多時，其能感受到較良好的職場友誼。
三、員工對於職場友誼的感受越好，其想離職的意圖會越低。
四、職場友誼有顯著中介效果。當員工的敏感特質之負向情緒性特質較高、定向敏銳性特質較低時，其所感受之職場友誼的品質較差，進而使其提高離職傾向。
五、政治技巧對敏感特質與職場友誼之關係並無顯著干擾效果。

Sensory Processing Sensitivity (SPS) means individuals who are highly sensitive to subtle or lower intensity stimuli and who tend to become easily distressed or overwhelmed in response to those high levels of sensitivity. There are two constructs of SPS, “Negative Emotionality” and “Orienting Sensitivity” respectively, the former one means an intention which easily show negative emotion, the latter one means easily show positive emotion. Given to the strong impact of turnover rates on enterprises and the goal of using selection to retain talent, this study explores the feasibility of using Highly Sensitive People Scale (HSPS) as a selection tool to predict employee turnover intentions. Also, it explores the effectivity of workplace friendship’s mediation effect and political skills’ moderation effect. Below is the result:
1. SPS- Negative Emotionality can positively predict Turnover Intention.
2. SPS- Negative Emotionality can negatively predict Workplace Friendship, while SPS- Orienting Sensitivity can positively predict Workplace Friendship.
3. Workplace Friendship can negatively predict Turnover Intention.
4. Workplace Friendship has significant mediation effect on the relationships between SPS’s two constructs and Turnover intention.
5. Political Skill doesn’t have significant moderation effect.

論文審定書 i
致謝 ii
摘要 iii
Abstract iv
目錄 v
圖目錄 vi
表目錄 vii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的與問題 5
第三節 研究流程 6
第二章 文獻探討 7
第一節 敏感人格特質 7
第二節 離職傾向 19
第三節 職場友誼 22
第四節 政治技巧 28
第三章 研究設計與方法 34
第一節 研究架構 34
第二節 研究對象與施測程序 35
第三節 研究工具與操作型定義 36
第四節 統計分析方法 43
第四章 研究結果與討論 45
第一節 描述性統計與相關性分析 45
第二節 敏感特質對離職傾向之影響與職場友誼之中介效果 49
第三節 政治技巧之干擾效果 53
第五章 研究結論與建議 56
第一節 研究結論 56
第二節 管理實務之建議 61
第三節 研究限制與未來研究建議 62
參考文獻 63
附錄 問卷 78

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