營造業一向以經濟發展的火車頭自居，但是幾經世界性的能源危機、政府的十大經濟建設，及2008年底的金融海嘯衝擊， 興衰也猶如波浪般的起伏，營造業的勞動力人口也隨著大環境的改變而發酵變化。由於勞動力不足，外籍勞工成為國內最大的替代性、補充性的勞動力來源。所以在外籍勞工的選才、育才、用才和留才上，更是需要謹慎、精確，才能讓外籍勞工發揮個人最大效能和效益。因此，本研究從外籍勞工人格特質、工作特性、工作承諾與工作滿意度進行量化探討，透過敘述統計分析、T檢定、變異數分析、相關分析及迴歸分析的分析結果，期能提供學術界和企業界，在外籍勞工學術研究、生產管理、績效管理及生活管理上，能夠有更具體之參考貢獻，也能在實際運用上更符合企業之營運績效。

Construction industry has always deemed itself as the locomotive of economic development, but after going through several global energy crises, the (new) ten major construction projects of Taiwan, and financial tsunami at the end of 2008, we have seen ups and downs in the construction industry. Meanwhile, the labor force in this industry has experienced sea changes. Insufficient workforce has led to the introduction of foreign labor to become the alternative and supplementary workforce in Taiwan. As a result, it is pivotal to develop very cautious and precise policies in recruiting, training, utilizing, and retaining foreign labor so that the effectiveness and efficiency can be maximized. The study conducted quantitative measurements on personality, job characteristics, and job satisfaction of foreign labor and analyzed via descriptive statistics, t-test, variance analysis, correlation analysis, and regression analysis to provide information to the academic circle and businesses. The information obtained from the study should serve as good references on academic research, production management, performance management, and life management of foreign labor.