此研究方法主要是採用分析與問卷調查方法。針對台灣幾家大型藥品公司的業務專員做為研究對象。在分析的過程中，收集了主要的資訊，然後發展出整個研究架構。總共發出165份問卷，有效回收問卷150份，有效回收率為94.5%。問卷包含人格特質及工作滿意度和人口統計變數。AMOS 5.0與SPSS 12.0統計軟體被使用去分析相關係數、敘述性統計分析與迴歸分析。研究結果指出除了神經質以外，大部份的人格特質對於工作滿意度是有影響的。親和性特性擁有最高的分數(3.81)，最低的分數為神經質特性(2.60)。除此之外，年輕的業務專員比資深的業務專員擁有較高的工作滿意度。較高學歷的專員擁有較高的工作滿意度。此研究結果提供一些參考資料給公司經理人做參考，例如: 五大人格特質如何影響工作滿意度。另外，人口統計變數也被加入中介變項測試是否會影響人格特質和工作滿意度之間的關係，研究結果顯示當中介變數加入人格特質及工作滿意度時，並沒有出現不同的結果。此外，研究者也發現外向特性的專員擁有較高的工作滿意度。研究者建議當專業經理人雇用業務專員時，應該考慮不同的人格特質。研究者也建議在雇用業務專員之前，需要先測試專員的人格特質。

The main research method was content analysis and survey. The total questionnaires sent out 165 copies, and 150 effective surveys were used (94.5% return rate). The instruments included a personality trait scale, job satisfaction scale, and the demographic variables scale.The results were tested using AMOS version 5, and SPSS 12.0 to analyze correlation, descriptive statistics, and regression analysis. The results indicated that most personality traits resulted in different job satisfaction levels, except the Neuroticism trait. Agreeableness has the highest score of (3.81), and the lowest score is neuroticism (2.60). Also, the younger generation PSR has more satisfaction on the job than older generation PSR. Higher educated people get higher job satisfaction.The results provide some references for managers in understanding the personality traits of PSRs, and how these traits affect their job satisfaction. Furthermore, the moderator of demographics between personality traits and job satisfaction was also tested, but the results showed no difference when the moderator was added. The researchers found that extraversion has higher job satisfaction. The researchers suggest for the managers who wish to hire a PSR is to consider the personality traits differences in order to achieve higher job satisfaction. The researchers suggest that test the personality traits before hire a PSR.