本研究探討個人與組織契合度以及情緒智力對工作輪調意願的影響。以中部20所私立大學校院之行政人員為母體，共發出300份問卷，回收267份，有效問卷259份。研究發現性別、年齡、婚姻狀況、年資與輪調次數對輪調意願無顯著影響，教育程度以大專及碩士學歷輪調意願最高，個人與組織契合度越高輪調意願也越高。低情緒運用的員工，情緒運用對輪調意願和個人與組織契合度的正向影響效果高於高情緒運用的員工；而具高情緒調節的員工對輪調意願和個人與組織契合度的正向影響效果高於低情緒調節的員工。針對上述發現，本研究就實務與後續相關研究議題提出建議。

This research explores the person-organization fit (p-o fit) and the influence of emotional intelligence variance on people’s job rotation preference. The research population is com-prised of executive staff members in 20 private colleges in central Taiwan. A total of 300 questionnaires were distributed with 267 forms returned, of which, 259 were valid. The re-search result reveals that gender, age, marital status, annual salary and frequency of job rota-tion had no obvious influence on the job rotation preference. The job rotation preference is highest in people with junior college degrees and bachelor’s degrees. The higher the p-o fit, the higher the job rotation preference. In addition, emotions have a positive influence on the job rotation preference and the p-o fit becomes more apparent in staff with a high degree of emotional intelligence compared to one with a low degree of emotional intelligence. There is a more significant and positive influence on the job rotation preference and p-o fit of a staff with great emotional intelligence than one with poor emotional intelligence. Based on the above findings, the researcher suggests several applications and recommends follow-up stud-ies.