【摘要】
本研究目的旨在探討旅館員工的個人-工作契合度、個人-休閒契合度、工作自我效能、休閒自我效能、工作對休閒助益及休閒對工作助益關係之研究，並檢視工作對休閒助益及休閒對工作助益的干擾效果。本研究採用單位大小不等的二階段(地區)抽樣方式取得332份有效問卷。本研究隨後將調查資料進行描述性統計、驗證性因素分析、相關分析及階層迴歸分析。研究結果發現，個人-休閒契合度與工作對休閒助益對休閒自我效能有顯著正向影響，且工作對休閒助益對個人-休閒契合度與休閒自我效能的關係有顯著的干擾效果；個人-工作契合度與休閒對工作助益對工作自我效能有顯著正向影響，且休閒對工作助益對個人-工作契合度與工作自我效能的關係具有顯著的干擾效果。研究建議旅館管理者建立休閒-支持的工作環境，以提高工作自我效能與休閒自我效能。
The main purpose of this study is to investigate the relationships
among person–job fit, person–leisure fit, job self-efficacy, leisure self-efficacy,
work–leisure facilitation, and leisure–work facilitation from the evidence of hotel
employees. Furthermore, the moderating effects of work–leisure facilitation and
leisure–work facilitation were also examined in this study. A two-step unequal
unit cluster sampling was conducted in this study. The procedure resulted in 332
usable responses. Subsequently, the descriptive statistics, confirmatory factor
analysis, and correlation and hierarchical regression analyses were conducted.
The results indicated that person–leisure fit and work–leisure facilitation have
significantly positive effects on leisure self-efficacy, work–leisure facilitation has
a moderating effect on the relationship between person–leisure fit and leisure selfefficacy,
person–job fit and leisure–work facilitation have significantly positive
effects on job self-efficacy, and leisure–work facilitation has a moderating effect
on the relationship between person–job fit and job self-efficacy. This study
suggests that top managers in the hotel industry should create a leisure-supportive
work environment to enhance leisure/job self-efficacy.
|