How proactive personality can decrease turnover intention: A moderated mediation model of justice perception and career adaptability in Taiwanese nurses

探究積極性人格特質如何降低台灣護理師離職傾向：一項整合公平知覺與職涯適應力的調節式中介模式

本研究是以資源保存理論（conservation of resources theory；COR）為基礎並同時探究（a）公平知覺對積極性人格特質與離職傾向之間關係的中介效果；及（b）職涯適應力對上述中介歷程的調節效果。本研究採用Preacher, Rucker, and Hayes’（2007）提出的調節式中介架構進行假設建立與驗證，並以台灣北部地區教學醫院及地區醫院的護理師為研究對象，採用二階段間隔法（間隔7天）進行問卷資料的蒐集，共蒐集有效問卷200份。研究結果顯示出，公平知覺對積極性人格特質與離職傾向之間關係具有中介效果，其次，職涯適應力對上述中介歷程具有強化的調節效果，亦即，只有當護理師具有較高的職涯適應力時，其積極性人格特質透過公平知覺對離職傾向的影響效果才會顯著。本研究亦針對理論與實務意涵及未來研究進行討論。

The conservation of resources theory is advanced by a joint investigation of the mediating role of (a) justice perception in linking proactive personality with turnover intention and (b) the moderating role of career adaptability in influencing the mediation. Using Preacher, Rucker, and Hayes’ (2007) moderated mediation framework, this research employs a sample of nurses from both district hospitals and medical centers (N = 200) who completed a questionnaire twice over an interval of seven days. The results indicate that justice perception mediates the relationships between proactive personality and turnover intention, and that career adaptability moderates the indirect effect among this relationship, such that the indirect effect is strong for individuals who have a high level of career adaptability. Theoretical and practical implications of our model are discussed.