近年來由於全球化的競爭及高科技產業與知識經濟的發展，各國的企業開始發現人力資源遠比設備與資金重要，而如何確實做好人才甄選的工作，讓最適質人力加入公司，此乃企業界當前重視的課題。而房屋仲介業務人員是房屋銷售公司賴以生存及發展的根基，然而長久以來其甄選業務人員方式卻一直受到忽視，傳統的甄選方法，在徵募時係以年齡、性別，學歷、經歷等個人背景做為限制條件，甄選時則由基層主管代表口試，然後以自由心證決定是否錄取，這種甄選的方法效度極低，且造成離職率一直居高不下。因此，希望透過目前運用實作測驗甄選業務人員的S房仲公司，進一步研究經過實作測驗所進用之從業人員，其進用時對求職者在職務要素評鑑得分之高低與離職傾向間的關係，及人格特質與職務要素交互作用下與離職傾向間的關係，以求證執行實作測驗所辨識人才之成效。此研究不僅可提供房仲業以實作測驗模式進行人才甄選時，如何注意用人單位主管操作面的正確性及求職者之職務要素、人格特質判定，以提高人才甄選的效益，更可為其他服務業提供客觀參考的資源。
本研究經參考書目、文獻探討、蒐集資料、建立研究方法與程序等過程，並針對任用九個月內的新人透過問卷調查方式，歸納出對於實作測驗甄選方法選出人員的職務要素、人格特質與離職傾向間的關係，並參考企業施作經驗提出研究結論及建議，以利日後各企業運用。
本論文除了歸納出以實作測甄選出的同仁，在堅韌性、自我企圖心、結果導向、顧客導向、溝通能力等職務要素上得分越高其離職傾向越低；人格特質的外向性與職務要素的自我發展企圖心、人格特質的親和性與職務要素的堅韌性、人格特質的親和性與職務要素的自我發展企圖心等交互作用下，上述人格特質項目越高其離職率亦越高外，亦針對加入人格特質變項後的職務要素與離職傾向關聯之異離結論提出說明，及未來其他企業在運用時應注意之事項提出建議。

Due to the recent global competition and the development of high tech industry as well as the development of knowledge economy, companies around the world begin to realize that human resources are much more important than things like equipments and funding. The most important issue for all companies will then be how to improve the performance of recruitment to find the most suitable people joining the company in order to strengthen the company’s competitiveness. In housing brokerage industry, sales people are the base for the company’s survivability and development; however, the recruiting strategy for the sales people has been neglected for a long time. Traditionally, personal backgrounds such as age, sex, education and experience are the major conditions for recruiting sales people in the housing brokerage industry; basic level managers will decide who to hire based on his or her own thoughts about the applicant during the interviews. This is a very ineffective way of recruitment which is also the main reason for high turnover rate in the industry. Therefore, through the study of S. Housing Brokerage Company which currently adopts the performance test method for recruitment, the effectiveness of the performance test method can be further justified by studying the relationship among the test results, personality characteristics, the fundamental operation abilities and the turnover rate for those sales people hired by using performance test method. When the housing brokerage companies adopt the performance test method, this research can provide them the ideas how to evaluate the accuracy of the appraisal done by the interviewers and their judgment of personality characteristics in order to improve the effectiveness of the recruiting process. This research can also provide a source of objective reference for the companies in the service industry.

The research is conducted through the processes of referring to reference books, studying papers, collecting information and establishing research methods and procedures, as well as the questionnaire survey of employees who were hired during the past 9 months. Conclusion and recommendation are made after referring to the company’s experience and the study of relationships among the fundamental operation abilities for those hired based on the result of performance tests, their personality characteristics and their turnover rate.

This paper concludes that those people with higher scores in the fundamental operation abilities of performance test, such as persistence, learning attitude, result-oriented, customer-oriented and communication ability, are more unlikely to quit their jobs. On the other hand, the conclusion also shows that under the influence from the correlations between personality characteristics and fundamental operation abilities, such as personality of extraversion and ability of learning attitude, personality of affinity and ability of persistence, personality of affinity and ability of learning attitude, the stronger the above-mentioned personality characteristics are, the higher turnover rate will be. In this paper, the explanation is presented for the deviated relationship between the fundamental operation abilities and turnover rate after taking the personality characteristics impact into consideration. In addition, recommendations are stated in this paper for the issues to which companies should pay attention if they want to apply the performance test method for recruitment in the future.

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