本研究主要探討傳統製造業基層員工之堅忍人格特質、作業環境與工作鑲嵌的相互關?性，以及堅忍人格特質對作業環境與工作鑲嵌之調節效果。其主要目的是傳統製造業基層員工本身所具備的堅忍人格特質是否會因為作業環境感受之差?，進而提高工作鑲嵌程?，使傳統製造業人?資源單位在招募的過程中，?能準確聘僱合適人才，以達到減少人?成本損失及時間?費之成效。本研究採用採用問卷調查的方式，均為自陳式?表，受試者皆為傳統製造業基層員工，共收集247 份有效樣本，研究結果如下:（1）作業環境感受與工作鑲嵌無顯著負向關係。（2）作業環境感受與堅忍人格特質無顯著正向關係。（3）堅忍人特質與工作鑲嵌存在顯著正向相關性。（4）堅忍人格特質的調節效果?顯著於作業環境感受與工作鑲嵌的關係。 The study aims to explore the relationships among traditional manufacturing employee’s hardiness personality, work contexts and job embeddedness as well as the moderating effect of hardiness personality on the relationship between work contexts and job embeddedness. Its main purpose is the traditional manufacturing employees themselves have the hardiness personality whether it will feel the differences in work contexts, and thus improve the degree of job embeddedness. Further, the traditional manufacturing human resources units in the recruitment process, more accurate hire the appropriate people to reduce the costs and time wasted in order to achieve the effectiveness.This study used survey methods, both self-report scales, subjects were traditional manufacturing employees in Taiwan and researcher collected 247 valid questionnaires.The results included:1. Work contexts is not negatively related to job embeddedness.2. Work contexts is not positively related to hardiness personality.3. Hardiness personality is positively related to job embeddedness.4. Hardiness personality does not moderate the relationship between work contexts and job embeddedness.