本研究旨在探討新北市完全中學兼任行政工作教師人格特質、工作壓力與憂鬱傾向之關係，以新北市400位完全中學兼任行政工作教師為研究對象，回收有效問卷389份。本研究工具為「性格自評量表」、「工作壓力量表」及「身心健康量表」。以描述性統計、T檢定、單因子變異數分析、皮爾遜績差相關及多元逐步迴歸分析等方法，進行統計分析。主要研究結果如下： 1.新北市完全中學兼任行政工作教師的整體憂鬱傾向屬於中等偏低程度。 2.新北市完全中學兼任行政工作教師不同性別、不同年齡、不同婚姻狀況及不同兼行政服務年資的憂鬱傾向有顯著差異存在。 3.不同性別、不同年齡、不同婚姻狀況、不同兼行政服務年資、不同行政職務及不同學校規模之新北市完全中學兼任行政工作教師的「神經質」人格特質與其「整體工作壓力」間均有顯著相關。 4.不同性別、不同年齡、不同婚姻狀況、不同兼行政服務年資、不同行政職務及不同學校規模之新北市完全中學兼任行政工作教師的「神經質」人格特質與其 「憂鬱傾向」間均有顯著相關。 5.「神經質」人格特質、「上級要求」工作壓力、「和善性」人格特質及「工作負荷」工作壓力，可以有效預測整體新北市完全中學兼任行政工作教師的「憂鬱傾向」，解釋的總變異量為51.4%。 6.「神經質」人格特質可以有效預測不同性別、不同年齡、不同婚姻狀況、不同兼行政服務年資、不同行政職務及中大型學校規模新北市完全中學兼任行政工作教師的「憂鬱傾向」。 7.「人際關係」工作壓力可以有效預測兼行政服務年資第2至5年、擔任圖書館行政職務及中型學校規模新北市完全中學兼任行政工作教師的「憂鬱傾向」。 8.「上級要求」工作壓力可以有效預測35歲以下及擔任教務處行政職務新北市完全中學兼任行政工作教師的「憂鬱傾向」。 9.「和善性」人格特質可以有效預測小型學校規模新北市完全中學兼任行政工作教師的「憂鬱傾向」。 10.「嚴謹自律性」人格特質可以有效預測兼行政服務年資第6至10年新北市完全中學兼任行政工作教師的「憂鬱傾向」。 11.「聰穎開放性」人格特質可以有效預測擔任學務處行政職務新北市完全中學兼任行政工作教師的「憂鬱傾向」。 本研究依據上述結果加以討論，並分別對完全中學兼任行政工作教師、學校、教育行政主管機關及未來研究提出相關建議。 / The purpose of this study is to understand the relationships between personality traits,work stress and depressive tendencies of the teachers work part-time administration in New Taipei City six-year high school.This study samples have 400 the teachers with administrative position in New Taipei City six-year high school,and 389 valid questionnaires are collected.The research tools used are:”Character self-assessment scale”,”Work stress scale”,and” Mental health scale”.The data was analyzed by descriptive statistics,t-test,One-way analysis of variance,Pearson’s correlation analysis and multiple regression analysis.The major results of the study are as follows. 1.Work part-time administration in New Taipei City six-year high school teachers’ depressive tendencies is in the medium low degree. 2.New Taipei City six-year high school teachers work part-time administration of different gender, age, marital status and years of service in different chief executive of depression tend to have significant differences 3.Different gender, age, marital status, different years of service and chief executive, different administrative duties and the New Taipei City six-year high school teachers work part-time administrative "neurotic" personality "overall pressure" were significantly associated therewith. 4. Different gender and age, marital status, different years of service and chief executive, different administrative duties and the New Taipei City six-year high school teachers work part-time administrative "neurotic" personality with its "depressive tendencies" were significantly associated therewith. 5. "Neurotic" personality, "the higher level" work pressure, "kind" personality and "work load" pressure of work, can predict a whole New Taipei City six-year high school teachers work part-time administrative "melancholy tendencies," explained the total varianceIt was 51.4%. 6. "Neurotic" personality traits can predict different gender, age, marital status, different years of service and administration, administrative duties and in different large-scale New Taipei City six-year high school teachers work part-time administrative "melancholy tendency." 7."Interpersonal" work pressure can effectively predict and Chief Executive of service of the first 2-5 years as library administrative duties and medium-scale New Taipei City six-year high school teachers work part-time administrative "melancholy tendency." 8."Higher level" job stress can predict the age of 35 and held executive positions with the New Taipei City six-year high school teachers work part-time administrative "melancholy tendency." 9."kind" personality traits can predict the size of a small New Taipei City six-year high school part-time administrative work teachers' tendency to depression. " 10."Rigorous self-discipline" personality traits can predict and Chief Executive of service of the first 6-10 years of the New Taipei City six-year high school teachers work part-time administrative "melancholy tendency." 11."Intelligent openness" personality traits can predict as the Student Affairs Office administrative duties entirely New Taipei City six-year high school teachers work part-time administrative "melancholy tendency." According to the results to discuss and provide several suggestions for the teachers work part-time administrative,schools,education administration,and future research.

為瞭解臺灣國中專任輔導教師之「人格特質」、「工作壓力」及「工作滿意度」之概況內涵與相關情形，茲以便利取樣與滾雪球之抽樣方式，抽取臺灣國中專任輔導教師共244位為研究對象，運用「個人基本資料表」、「國民中學專任輔導教師人格特質量表」、「國民中學專任輔導教師工作壓力量表」、「國民中學專任輔導教師工作滿意度量表」等為研究工具進行問卷調查，獲得所需資料，後以描述性統計、獨立樣本t考驗、單因子變異數分析、Scheffe'事後考驗、Pearson積差相關及多元逐步迴歸分析等統計方法進行分析，結果發現： 1.國中專任輔導教師的整體與不同層面工作壓力大致為「中下」至「中等」程度，僅「工作角色與規範限制」層面之工作壓力屬「中等」程度。 2.「性別」、「年齡」、「教育背景」、「服務學校規模」不同之國中專任輔導教師，其整體與不同層面工作壓力並未存有顯著差異，然「婚姻狀況」、「輔導工作年資」及「服務學校所在地區」不同之國中專任輔導教師，其工作壓力則存有顯著差異。 3.國中專任輔導教師的整體及不同層面工作滿意度大致為「中等」至「中上」程度，僅「工作酬賞」層面之工作滿意度屬「中等」程度。 4.「婚姻狀況」、「教育背景」、「服務學校規模」不同之國中專任輔導教師，其整體與不同層面工作滿意度並未存有顯著差異，然「性別」、「年齡」、「輔導工作年資」及「服務學校所在地區」不同之國中專任輔導教師，其工作滿意度則存有顯著差異。 5.國中專任輔導教師之「開放性」、「謹慎性」、「外向性」、「親和性」人格特質與其多數層面工作壓力存有顯著低度負相關，而「神經質」人格特質則與其工作壓力存有顯著低度至中度正相關。 6.國中專任輔導教師之「開放性」人格特質與其工作滿意度存有顯著低度至中度正相關、而「謹慎性」、「外向性」、「親和性」人格特質則與其工作滿意度存有顯著低度正相關，僅「神經質」人格特質則與其工作滿意度存有顯著低度負相關。 7.國中專任輔導教師整體及各層面工作壓力與其整體及各層面工作滿意度間多存有顯著中度至高度負相關。 8.聯合「缺乏決策參與」層面的工作壓力、「資源缺乏或成效不彰」層面的工作壓力、「開放性」的人格特質及「工作不受肯定」層面的工作壓力，此四變項依序高至低可預測國中專任輔導教師「整體工作滿意度」的46.1%。 本研究亦根據上述各項研究結果加以討論，並提出相關建議，以供後續相關實務工作及研究之參酌。 / The purpose of this study was to investigate the relationship among personality traits, job stress and job satisfaction for the full-time counseling teachers of junior high school in Taiwan. The study adopted a method of Convenience sampling and snowball sampling to select the research subject. The subjects of this study were 244 full-time counseling teachers of junior high school in Taiwan. The Instruments used in this study were " General information data", " The personality traits for the full-time counseling teachers of junior high school scale", " The job stress for the full-time counseling teachers of junior high school scale", " The job satisfaction for the full-time counseling teachers of junior high school scale", The study adopted a method of questionnaire survey. And the study was analyzed by descriptive statistics, T-tests, One-way ANOVA, Pearson product-moment correlation and multiple step-wise regression analysis. The significant findings of this study were as follows: 1.The job stress degree of the junior high full-time counseling teachers were regarded as below the middle level to moderate level. Only the job stress of job roles and rules Restrictions was regarded as moderate level. 2.There were no significant differences in the job stress among these teachers according their different gender, age, academic background and service school size. But there were main differences according their marital status, length of counseling service and the location of service school. 3.The job satisfaction degree of the junior high full-time counseling teachers were regarded as moderate level to more moderate level. Only the job satisfaction of working reward was regarded as moderate level. 4.There were no significant differences in the job satisfaction among these teachers according their marital status, academic background and service school size. But there were main differences according their gender, age, length of counseling service and the location of service school. 5.Significant low negative degree of correlations were found between the personality traits of openness to experience, conscientiousness, extraversion, agreeableness and the job stress. But Significant moderate positive degree of correlations were found between the personality traits of neuroticism and the job stress. 6.Significant low positive degree to moderate positive degree of correlations were found between the personality traits of openness to experience and the job satisfaction. And Significant low positive degree of correlations were found between the personality traits of conscientiousness, extraversion, agreeableness and the job satisfaction.But Significant low negative degree of correlations were found between the personality traits of neuroticism and the job satisfaction. 7.Significant moderate positive degree to high positive degree of correlations were found between the job stress and the satisfaction. 8.The combination of the four Variables like the job stress of " Lack of participation in decision making", " Lack of resources or ineffective", "the effectiveness of the work is not sure" and the personality traits of "openness" can predict the job satisfaction of 46.1%. 　　Finally, after discussion, the researcher proposed some suggestions for educational instruction and future studies.

本研究欲透過對國內中高階公關主管的深度訪談，探討初階公關人員最重要的人格特質和公關職能，企業對公關人才之選才模式，以及選才模式對公關人員實際聘用之成效。研究對象為8位公關顧問公司主管，以及4位一般企業之公關部門主管；受訪公司涵蓋知名公關集團、中小型公關公司，以及國內外上市櫃之企業。 本研究發現，主動積極與工作熱忱是初階公關人員最受重視的人格特質；而對初階公關人員幫助最大的職能為溝通能力，其次為撰寫能力，此亦呼應其工作內容需要常和媒體、客戶、第三單位進行溝通，並需撰寫大量之新聞相關文件。對於哪些人格特質可以透過工作中培養，受訪者較無共識，許多受訪者皆認為主動積極及工作熱忱都與個性有關，難以培養；而溝通能力與企劃能力等職能是受訪者認為最能從工作中培養的，但實際狀況仍視個人資質與學習態度而定。 對於初階公關人員之選才模式，大多以筆試及面試為主，筆試通常包含中英文翻譯，以及企劃書與新聞稿模擬寫作；在面試時，多數公關主管都會詢問其過去經歷，以及面對挫折的反應，藉此了解其溝通能力，以及是否具備公關職能和抗壓性。 另外，溝通能力是在受訪者公司目前選才模式下，認為新進初階公關人員較缺乏之職能，其次為企劃能力與管理能力。初階公關人員離職比例約為45%，平均任職約1.47年會異動，主要離職原因是想嘗試不同領域工作，以及壓力大或工作太多。多數受訪者都認為其公司之選才流程有需要改進的空間，並建議公關業界可採取集體面試、優先考慮大傳系畢業生、分層面試、推薦人才、實習制度…等方法。 本研究提出的建議為，1.充分告知工作內容與可能面臨之加班狀況，作為新人是否願意接受工作挑戰之考量；2.透過更詳實的評估，找出具有主動積極與工作熱忱的公關新人；3.利用情境模擬的提問，評估應徵者的溝通能力；4.發展實習制度，培養有潛質的公關人才；5. 設置專職的人力資源單位，並加強主管面試技巧的訓練。 / The present study involved a series of in-depth interviews of mid- and high-ranking public relations (PR) supervisors to identify the key personality traits and PR competencies of junior PR personnel, the recruitment models enterprises utilize to employ PR staff, and the effectiveness of these recruitment models in resulting in permanent productive employment. The participants in the study comprised eight supervisors serving at PR consultancy firms and four supervisors of PR departments in various enterprises. Interviewed companies included well-known PR groups, small and medium PR agencies, and listed domestic and international companies. The findings of the study indicated that “initiative” and “enthusiasm” were the personality traits of junior PR personnel that the interviewees most favored during the recruitment process. The study also found that the PR competency of junior PR personnel that the interviewees regarded as the most beneficial was “communication ability,” followed by “writing skill.” Both of these competencies are heavily employed in PR tasks, where personnel are often required to communicate with the media, clients, or third parties, and draft large numbers of news-related documents. However, the interviewees expressed diverse opinions regarding which personality traits can be developed in the workplace. Several of them argued that because traits such as “initiative” and “enthusiasm” are personality-related, they are difficult to cultivate. By contrast, a majority of the interviewees considered “communication ability” and “planning ability” as the PR competencies that personnel could most easily improve in the workplace, noting nevertheless that the magnitude of development typically depends on an individual’s intelligence, motivation, and attitude for learning. Regarding recruitment models used to bring in junior PR personnel, the study found that a majority of the enterprises employ written tests and interviews. Typically, the written tests seek to assess the candidate’s skill in Chinese/English translation, proposal, and press release writing. During interviews, interviewers typically endeavor to determine a candidate’s communication ability, whether they possess experience in PR competencies, and their degree of resistance to pressure. The study showed that interviewers try to achieve this by asking candidates to provide their past experiences and by observing their response to failure. In addition, the participating companies, when they used their current recruitment models, considered “communication ability” to be the competency most lacking in newly-employed junior PR personnel, followed by “planning ability” and “management ability.” The resignation ratio for junior PR personnel was approximately 45%, with personnel changes occurring after an average of 1.47 years of employment. The primary reason for resignation was “trying different areas of work,” followed by “too much pressure,” or “too much work.” A majority of participants conceded that the current recruitment procedures employed by their companies needed to be improved. To effect improvements, they suggested that the PR industry could attempt collective interviews, emphasize recruiting graduates with mass communication degrees, employ cross functional team interviews, consider recommendations, and adopt internship systems. The study proposed the following: (1) Provide candidates with sufficient information about work content and potential overtime conditions, so that they can use this as a reference when determining whether they are able to accept the work challenges; (2) Identify active and enthusiastic candidates through comprehensive and detailed analyses; (3) Evaluate candidates’ communication ability by asking questions involving situational simulations; (4) Develop internship systems to cultivate potential PR talent; and (5) Establish a dedicated human resources unit and offer training to supervisors to strengthen their interview skills.

Facebook全球使用者相當於世界第三大國，目前台灣有超過六百萬會員，其中粉絲專頁為Facebook提供企業或個人成立的社群專頁，粉絲專頁便於聚集相同嗜好的粉絲，特別是企業可利用免費的社交網站空間建立品牌社群，提高知名度與維繫顧客關係；台灣Facebook使用者也紛紛加入各種粉絲專頁，因此本研究以Facebook粉絲專頁使用者為研究對象，應用Mowen（2000）提出的3M層級模型，探究人格特質、動機、消費者創新性、社群認同感、價值意識，對使用者利用粉絲專頁接收資訊及發表意見意圖的影響。除了瞭解研究架構的層級關係，也以結構方程式驗證整體模型的適配度。 本研究結果發現：社群認同感對接收資訊意圖與發表意見意圖皆有正面影響，使用者的價值意識，對接收資訊意圖有正面影響。社群認同感與價值意識，來自人際需求、活動需求及資訊需求。本研究亦在研究架構外，延伸探討粉絲專頁使用者的接收資訊及發表意見意圖，接收資訊意圖是使用者瞭解該品牌並持續購買該品牌產品的重要因素，而發表意見的意圖則影響品牌喜好程度、採用該品牌其他產品，以及通路造訪頻率。以上研究結論可作為粉絲專頁之經營參考。 / Facebook has six million members in Taiwan and the global members have expanded as large as the population of third largest country. Based on the membership, various Faceboook applications have great potentials in advertising and marketing. Fan Page, one of the applications, functioned as an online brand community for the worldwide corporations to promote their new products/ services and manage the customer relationships. The research is based on Mowen (2000) 3M hierarchal model to investigate the influences of fan page users’ traits and motivations on their behavioral intentions. The purpose is to discover the hierarchical relationships of the conceptual framework and then provide the fan page owners with practical suggestions. The research findings including community recognition and value consciousness will positively influence the behavioral intentions. And community recognition and values consciousness are positively influenced by the needs of interpersonal relationship, information, and activity. Therefore, the fan page owners should meet the needs and then increase users’ community recognition and values consciousness by providing information and encouraging users to express their opinions on fan pages.

企業全球化趨勢的日亦普遍，致使全球化的行銷成為必須。廣告為行銷不可或缺的一環，因此，廣告的全球化勢在必行。近年來，全球化企業在台灣使用「全球化廣告」的情況愈來愈頻繁，無論其所使用的全球化廣告類型為何，閱聽人對這些全球化廣告的看法才是最重要的。 因此，本研究以不同類型的全球化廣告為研究主體，依據外國學者對不同類型全球化廣告的六種定義，使用其中的「完全標準化」、「半標準化」、「因地制宜的執行元素」，以及「概念在地化，執行全球化」等四種全球化廣告類型，從「接收分析」的角度出發，探討閱聽人面對不同類型全球化廣告文本時，他們如何解讀這些廣告文本。在探討解讀型態的同時，並設法了解閱聽人的「開放性人格特質」、閱聽人的「媒介依賴程度」、閱聽人對全球化企業所知覺到的「品牌形象」，以及不同類型的全球化廣告文本等概念，是如何影響閱聽人的解讀型態。 本研究透過「符號學」的分析方法，針對不同類型的全球化廣告做文本分析，同時運用「實地問卷調查法」的研究設計，對受訪者蒐集資料。除藉以了解閱聽人與不同類型全球化廣告文本間的互動關係外，並嘗試驗證變項間的因果關係。 研究結果發現，閱聽人對不同類型全球化廣告的認知程度愈深，愈容易對全球化廣告採取優勢型的解讀型態；閱聽人對電視的依賴程度愈高，愈容易對全球化廣告採取優勢型的解讀型態；閱聽人所知覺到的品牌形象愈趨近於正向，愈容易對全球化廣告採取優勢型的解讀型態；閱聽人的開放性人格特質程度愈高，愈容易對全球化廣告採取優勢型的解讀型態。 / With more and more global corporation widespread in the world﹐global marketing becomes necessary. Advertising is an essential part of marketing﹐therefore﹐the globalization of advertising have to be imperative. In recent years﹐the situation of global corporation in Taiwan uses global advertising becoming universal﹐no matter what type of global advertising they used﹐the most important thing is the viewpoint of audience. Therefore﹐the material of this study are different types of global advertising. In accordance with six different definitions of global advertising from foreign researchers and I selected four types from them﹐they are“Fully Standardized.”､“Semi–Standardized.”､“Varying Standard Executional Elements.”﹐and “Act Global﹐Think Local.”The study started with the approach of“Reception Analysis.”To investigate how the audience interpret different types of global advertising. Meanwhile﹐try to recognize how the audience’s personality trait of openness﹐degree of media dependency﹐cognition of brand image of global corporation﹐and the different types of global advertising itself influences the audience’s interpretation pattern. The present study uses“Semiology”to analyze the content of different types of global advertising﹐simultaneously﹐using the research design of“on–the–spot questionnaire”to collect the respondents’ data﹐in order to understand the relationship between the different types of global advertising and the audience﹐and try to examine the variable causality. The results of the study are﹕when the audience have deeper cognition of different types of global advertising﹐their interpretation pattern of global advertising tend to be more dominant. When the audience’s degree of media dependency is higher﹐they well take the dominant interpretation pattern of global advertising easier﹒When the audience’s cognition of brand image is more positive﹐their interpretation pattern of global advertising incline to be more dominant﹒When the audience’s degree of personality trait of openness is higher﹐they well adopt the dominant interpretation pattern of global advertising easier.

本研究主要在探討會計師事務所查帳人員在面臨時間壓力的情況下，對其查帳工作態 度的影響。根據以往的研究，查帳人員面臨時間壓力時，生理上、心理上有重大變化 。本研究則主要著重於在時間壓力下，查帳人員於查帳工作本身的影響。在心理學上 ，人格特質對個人工作態度會有重大影響，故本研究將此變數納入，藉以測試在不同 人格特質下，於不同工作壓力情境下，對查帳工作態度之影響，至所謂工作態度，本 研究係指以下三項變數： ヾ低報查帳時間（Underreporting chargeable time） ゝ挪報查帳時間（Shifting chargeable time） ゞ降低查帳品質（Reducing audit quality） 研究結果：發現人格特質愈傾向Ａ類型者，在時間壓力大時，較不會有這三種情形出 現，反之，人格特質為Ｂ類型者，較易有這三種情形出現。但如果時間壓力不大時， 則無論人格特質為何，則三種情形皆不顯著發生。

本研究旨在探討老年人寂寞及其相關因素模式。主要目的為：一、編擬老年人寂寞量表，以測量老年人寂寞。二、瞭解我國老年人的寂寞現況並比較不同背景變項之老年人在寂寞上的差異情形。三、建立人格特質（神經質與外向性）、自覺健康狀況、社會關係數量、社會供應（情緒共同感、價值肯定、社會共同感）與寂寞（情緒性寂寞與社會性寂寞）之間的結構方程模式，以瞭解變項之間的路徑關係。 為逹以上目的，本研究採用問卷調查法，以702位老年人為研究對象，施以「人格特質量表」、「社會關係量表」、「自覺健康狀況量表」，修訂之「社會供應量表」、自編之「老年人寂寞量表」等量表，並以描述性統計分析、t考驗、單因子變異數分析、結構方程模式進行統計分析。研究發現：1.老年人寂寞量表經因素分析，可區分為情緒性寂寞與社會性寂寞。2.我國老年人的寂寞程度為中度偏低，社會性寂寞顯著高於情緒性寂寞。3.不同年齡、性別、婚姻狀況、參與社團與居住狀況的老年人在寂寞上有顯著差異。4.去除解釋力低的自覺健康狀況，人格特質、社會關係數量、社會供應與寂寞所建構之結構方程模式的適配度獲得支持，可以有效解釋相關變項間的關聯性。 最後本研究根據研究結果進行討論，並對諮商實務及未來研究提出建議。 / The purpose of this study was to develop a 「Loneliness Scale for the Elderly」 and to explore loneliness and related factors in the elderly. Moreover, this study created the structural equation model of personality traits（neuroticis / extraversion）、quantity of social relationship、self-perceived health status、social provision（emotional togetherness / reassurance of worth / social togetherness）and loneliness（emotional loneliness / social loneliness）in the elderly, which served the purpose of illustrating the linear structural relationships among the relevant variables. The participants in this study were 702 elderly people in Taiwan. Research instruments included Personality Traits Scale、Quantity of Social Relationship Scale、Self-perceived Health Status Scale、Social Provision Scale, and Loneliness Scale for the Elderly. The collected data was analyzed by descriptive statistics, t-test, ANOVA, and structural equation model. The findings were as follows: 1. Two factors were extracted from the Loneliness Scale for the Elderly by factor analysis, they were emotional loneliness and social loneliness. 2. The level of loneliness among elderly was moderate and social loneliness is significantly higher than emotional loneliness. 3. There were significant differences in loneliness among different age groups, gender, marital status, group participations, and living arrangements. 4. The structural equation model of personality traits、quantity of social relationship、social provision and loneliness in the elderly could explain the relationship among main variables. Based on these findings, some suggestions were made for practice and future research.

本研究視理性思考與感性人格特質為多面向的結構，探討理性思考與感性人格特質各面向間的關係，並研究個人的性別、學科背景是否與其理性思考及感性人格特質有關。 　　本研究以台大、政大共386位學生為樣本，運用「修訂康乃爾批判思考測驗Z級」、「拓弄思語文創造思考測驗乙式」、「人際敏感性量表」、「美感追求量表」、「感情變異性量表」、「自發性量表」及「同理心量表」等工具收集資料，再以皮爾遜積差相關考驗及多變量變異數分析(MANOVA)進行統計分析。 　　研究結果發現： 　　1.理性思考與正面向感性人格特質有顯著正相關，與負面向感性人格特質沒有顯著相關。 　　2.在理性思考上，性別之間並無顯著差異；在感性人格特質上，女性在「美感傾向」、「同理心」、「情緒化」等三個面向上的分數都顯著高於男性，「情感表達」面向則是未達顯著水準，但是在「人際敏感」面向上卻是男性分數顯著高於女性。 　　3.不同學院學生的批判思考、創造思考及理性思考能力並未有顯著差異。文學院學生的感性人格特質則有「情緒化」面向顯著高於理學院學生及其他學院學生，「人際敏感」面向高於其他學院學生。 　　本研究建議，根據理性思考與感性人格特質之間的相輔相成互動關係，學校宜多鼓勵男學生培養感性人格特質，鼓勵女學生發揮理性思考的潛能，不受刻板印象所限；在大學的通識教育上亦有必要重新調整，提供學生培養經驗整合與整全判斷能力。 / The objectives of this study were to explore the relationship of rational thinking, consisted of critical thinking dimension and creative thinking dimension, and affective personality traits, consisted of four positive dimensions and one negative dimension, from a multidimensional perspective, and to examine if one's sex and major would have influence on his/her rational thinking and affective personality traits. Tests were administered to 386 college students, evaluating their levels of critical thinking, creative thinking, interpersonal sensitivity, aesthetic orientation, emotioanl expressivity, empathy and emotionality. Findings suggest that: (1) Subjects scoring high on Rational thinking have significant high scores in positive dimensions of affective personality traits, but it seems that rational thinking is not related to the negative dimension of affective personality traits. (2) There is no significant sex difference in rational thinking, meanwhile in affective personality traits, female score obviously higher in aesthetic orientation, empathy, and emotionality, and there is no significant sex difference in emotional expressivity, but male score higher in interpersonal sensitivity. (3) Students in different majors don't have significant differences in their critical thinking, creative thinking, and rational thinking abilities, but students majoring art and literature surely score higher in emotionality and aesthetic orientation dimensions than students majoring nature science or other subjects.

「拖延」意指個體對應該且必須要做的事情，延遲開始、延遲結束或集中到最後一刻才完成的行為。本研究從內控人格特質與拖延間的不一致結果切入探討，提出兩個可能的影響因素：心理抗拒感與成就動機。研究一採問卷施測，內控人格特質越強者，心理抗拒感傾向越高，拖延傾向亦較高，支持以心理抗拒感觀點切入探討拖延行為；在成就動機方面，未得到內控人格特質透過兩種取向成就動機預測拖延的結果。研究二加入努力與智力本質觀概念，再次驗證研究一內控人格特質、心理抗拒感與拖延傾向的關係；此外，研究二採用實驗法探討高抗拒狀態是否會有較高的拖延行為。然而研究二發現受試者對操弄引發的認知與情緒反應不一，採用內部分析，根據操弄檢核分數重新區分生氣情緒與認知自由高低分組，挑選最符合與最不符合抗拒狀態概念的兩組（高生氣情緒、低認知自由／低生氣情緒、高認知自由）進行分析，結果並未支持抗拒狀態越高，拖延行為亦越高的假設。重新檢視心理抗拒感理論，加入基本能力為新分組變數，以2（認知自由高低）× 2（生氣情緒高低）× 2（基本能力高低）三因子受試者間設計進行分析。結果顯示生氣情緒與認知自由可能扮演不同的角色，生氣情緒提供個人展現某些行為的動力，認知自由表示個人知覺自由的程度，而個人基本能力的表現則受到情境的影響。生氣情緒與認知自由的交互作用顯示能力高低的差異展現在高生氣情緒、高認知自由與低生氣情緒、低認知自由的情況中，高生氣情緒、低認知自由時，能力越高越早開始越早結束，且較不會延遲結束；低生氣情緒、低認知自由時，基本能力低者可能因預期較差的表現，因此晚點開始較愉悅的想法較高，較晚結束作業，也較易延遲結束。高低基本能力者在另外兩種情境無顯著差異；高生氣情緒、低認知自由時，可能因為即使生氣情緒提供行為動力，但主觀自由低，使能力高者並未發揮其能力而無顯著差異；低生氣情緒、高認知自由時，雖主觀自由高但可能因為缺乏展現行為的動力，高低能力者行為表現相似。總結來說，本研究以心理抗拒感觀點貫穿研究一與研究二，研究一發現內控人格特質高者，有較高的心理抗拒感傾向，而有較高的拖延傾向。研究二除驗證研究一發現外，另顯示抗拒狀態的情緒與認知層面具有不同的影響與作用，且視個人基本能力的不同而有表現的差異。此發現有助於深入理解心理抗拒感概念，並為心理抗拒感理論提出一小步的進展與突破。