為了配合個案公司目前的甄選現況與未來的招募策略，本研究主要目的在探討個案公司人格特質、組織文化與工作績效之間的相關，期望透過此研究替個案公司選擇合適人員特質的員工，並符合組織文化的需求，為公司創造高績效。
本研究以134名員工為樣本，作迴歸分析結果顯示：
一、 個案公司員工人格特質具有外向性與勤勉正直性者，工作績效呈現顯著正相向相關。
二、 人格特質與組織文化交互作用下，在開放學習性與創新性文化、勤勉正直性與團隊導向文化，與工作績效呈現顯著正向相關；情緒敏感性高者與團隊導向文化交互作用下，則呈現顯著負向相關。
總結以上結果，建議個案公司未來在甄選工程師時，應優先考慮錄用人格特質中具外向性與勤勉正直性者，需要具創新性的工作，如研發工程師，則可以挑選開放學習性高的人員；需要團隊合作的工作則需挑選勤勉正直性高與情緒敏感性低的人員，預期未來會具有較好的績效表現。

The main purpose of this study was to Effect of People-Organization Fit on Job Performance. This research aims to justify if the test result based on the Big Five Model can effectively predict the job performance. In order to meet the company's current selection policy, this study would help case company to select the appropriate staff that they personality traits could meet the organizational culture and to create high performance for the company.
In this study, a sample of 134 employees, as regression analysis showed that:
1. The employees who have trait extraversion and conscientiousness personality will have positive correlation with work performance.
2. Under the interaction of personality traits and organizational culture, Openness to Experience& innovation culture; conscientiousness & team-oriented culture, presents a significant positive correlation; Neuroticism & team-oriented culture , it presents a significant negative correlation.
To sum up, the researcher recommends that the company's future recruiting policy should be given priority in hiring a personality trait with extraversion and conscientiousness, those who need a creative work, such as research and development engineer, you can pick and choose Openness to Experience high personnel; team-oriented work need to pick a conscientiousness and Emotional stability personality traits, is expected to predict the job performance.

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