臺灣博碩士論文加值系統

面對競爭日益劇烈的餐旅產業，員工面對多變的工作環境，近來有許多學者認為個人可透過工作雕琢增進自身與組織的利益。因此，本研究之目的即在探討核心自我評價與工作雕琢之關係。
本研究樣本資料源來自201位台北地區旅館員工，並以多元階層迴歸對研究假設進行驗證。
實證結果顯示，員工核心自我評價與增加結構性工作資源、增加社會性工作資源，增加挑戰性工作資源、減少阻礙性工作資源等工作雕琢之行為具正相關；此外，以正職人員來比較實習生與部分工時工在工作雕琢上的差異，在增加結構性工作資源方面，正職人員的雕琢是高於實習生的，但對於部分工時工則無差異。其次，在減少妨礙性工作要求中，正職人員明顯高於實習生，但是與部分工時工並無差別。再者，結果顯示在增加社會性工作資源方面正職人員的工作雕琢和實習生與部分工時工皆無差異。最後，在增加工作挑戰方面，正職人員與實習生及部分工時工皆無差異。最後，本研究針對以上分析結果提出對於學術的研究貢獻，以及實務的管理意涵。

In the increasingly competitive hospitality industry, service employees have to confront dramatically changing working environment. Recent research suggest that individuals can engage in job crafting in order to facilitate their own and organizational benefits. Therefore, the purpose of this study is to explore the relationship between core self-evaluation and job crafting.
The survey was administered to collect data from hotel employees working in Taipei. 201 valid responses were used in our analyses. Multiple linear regressions were employed to examine hypotheses.
The results demestrated that core self -evaluations was positively related to increased social job resources, increased structure job resources, increase challenging job demands and decrease hindering job demands. Further, comparing to full-time employees, hospitality intern students had lower level of increased structure job resources in which there was no difference between intern students and hourly employees. In terms of decrease hindering job demands, full-time employees were higher than intern students, but there was no difference between intern students and hourly employees. In additions, were no differences among full-time employees, intern students and hourly employees in terms of increased social job resources and increase challenging job demands. Finally, this study also came up with several theoretical contributions and managerial implications.

摘要．．．．．．．．．．．．．．．．．．．．．．．．．． ii
內容目錄．．．．．．．．．．．．．．．．．．．．．．．． iii
表目錄．．．．．．．．．．．．．．．．．．．．．．．．． iv
圖目錄．．．．．．．．．．．．．．．．．．．．．．．．． ix

第一章　　緒論．．．．．．．．．．．．．．．．．．．．． 1
　　第一節　　研究動機與背景．．．．．．．．．．．．．． 1
　　第二節　　研究問題．．．．．．．．．．．．．．．．． 4
　　第三節　　研究目的．．．．．．．．．．．．．．．．． 6
　　第四節　　研究範圍．．．．．．．．．．．．．．．．． 8
　　第五節　　研究流程．．．．．．．．．．．．．．．．． 9

第二章　　文獻回顧．．．．．．．．．．．．．．．．．．． 10
　　第一節　　旅館工作屬性．．．．．．．．．．．．．．． 10
　　第二節　　工作雕琢．．．．．．．．．．．．．．．．． 15
　 第三節　　核心自我評價．．．．．．．．．．．．．．． 19
　　第四節　　典型、非典型僱用．．．．．．．．．．．．． 23

第三章　　研究設計與方法．．．．．．．．．．．．．．．． 28
　　第一節　　研究架構．．．．．．．．．．．．．．．．． 28
　　第二節　　研究假設．．．．．．．．．．．．．．．．． 29
　　第三節　　研究對象與資料分析．．．．．．．．．．．． 32
　　第四節　　問卷設計與衡量變項．．．．．．．．．．．． 34

第四章 研究結果與分析．．．．．．．．．．．．．．．． 37
第一節 描述性統計分析．．．．．．．．．．．．．． 37
第二節 信效度分析．．．．．．．．．．．．．．．． 41
第三節 相關分析．．．．．．．．．．．．．．．．． 44
第四節 變異數分析．．．．．．．．．．．．．．．． 45
第五節 階層迴歸分析．．．．．．．．．．．．．．． 53

第五章 結論與建議．．．．．．．．．．．．．．．．．． 58
第一節 研究結果與討論．．．．．．．．．．．．．． 58
第二節 理論與實務貢獻．．．．．．．．．．．．．． 63
第三節 研究限制與建議．．．．．．．．．．．．．． 65

參考文獻．．．．．．．．．．．．．．．．．．．．．．．．．． 67
附錄 研究問卷．．．．．．．．．．．．．．．．．．．．．．．． 74

一、中文部分

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柯宏君(2011)，國際觀光旅館從業人員工作壓力、職業倦怠與離職傾向關係之研究，高雄應用科技大學觀光與餐旅管理研究所未出版碩士論文。

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許美鳳(2003)，員工僱用身分對其工作態度及行為的影響，中央大學企業管理學系未出版之碩士論文。

許順旺、郭依潔、陳漢軒(2010)，餐飲部門從業人員對內部服務品質、工作滿意度與員工忠誠度之相關研究－以組織文化為干擾變項，餐旅暨家政學刊，7(1)，25-54。

陳伶如(2011)，銀行從業人員工作雕琢、工作投入與組織承諾關係之研究，臺中科技大學企業管理系事業經營碩士班學位論文未出版之碩士論文。

陳錦慧(2002)，非典型聘僱的決定因素及績效評估，中山大學人力資源管理研究所未出版之碩士論文。

童惠玲，蕭琬齡，天奕(2012)，工作塑造對照護品質之影響-個人與合作形塑行為之差異性。2012第十三屆管理學域國際學術研討會，80(80)。

黃品全(2004)，旅館餐飲人員賦能認知與服務導向組織公民行為之關聯-從領導者與成員交換理論的觀點，觀光研究學報， 10(4)，19-37。

黃品全(2005)，轉型與交易領導對心理賦能及服務導向組織公民行為之影響：模式建立及全職，部份工時餐飲人員比較分析， 觀光研究學報，11(3)，233-258。

黃品全，韓明娟(2014)，壓力源與積極顧客服務表現: 角色寬度自我效能及社會交換知覺之調節式中介模型，Journal of Human Resource Management Vol, 14(1), 1-22.

楊欣迪(2011)，職場社會支持與精雕細琢工作行為的關係:職場自尊為中介變項、成就動機為干擾變項，彰化師範大學管理研究所未出版之碩士論文。


二、西文部分

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