組織投入之資源能否獲得妥善運用,進而提升組織亦或員工績效,實為企業永續經營之關鍵因素,在此投入與產出之過程中影響因素眾多,究竟組織資源會透過什麼樣之機制影響到員工工作績效,此為本研究所欲探究之主因,本研究以台灣國際觀光旅館之主管與員工為施測對象,採主管、員工配對以問卷調查之方式,總計回收主管問卷18份,員工問卷245份,採用跨層次之分析方法(HLM)探討組織資源、組織知識創造、自我效能以及工作績效之關聯性,並以工作負荷為干擾因子,研究結果發現組織資源顯著正向影響工作績效;組織知識創造、自我效能在組織資源與工作績效間扮演完全中介之角色且自我效能間接效用高於組織知識創造,而工作負荷亦在自我效能與工作績效間產生顯著干擾效果,在高工作負荷狀態下之員工,自我效能對工作績效之影響越高,本研究之結果可作為未來組織資源分配、工作配置以及員工教育訓練參考之依據,提供給國際觀光旅旅館一些實務上之建議,有利提升企業之競爭實力,未來研究方向可針對不同產業、經營型態、組織內部知識管理之一題以及組織行為相關之議題進一步探討。
Whether the resources of an organization invest will be effectively utilized and eventually enhanced the performance of the organization and employees had become the key factor of sustainable management. However, Organizational resources through what kind of mechanism affected employee’s performance during the process of input and output would be the main purpose of this study. The study conducted a questionnaire targeting on the supervisors and employees from Taiwan International Tourist Hotel. Based on the sample from 245 employees – 18 supervisor dyads, the results were used to to explore the relationships among organization resources, knowledge creation from an organization, self-efficacy and performance. Moreover, workload was treated as a moderator. This study found that organizational resources has a positive significant effect on job performance, and organization knowledge creation and self-efficacy display complete mediating effects on organizational resources and job performance. Besides, workload has significant moderating effect between self-efficacy and job performance. When employee is under high workload, the effect of self-efficacy on job performance is high as well. This study provided practical suggestions for International Tourist Hotels on organization resources distribution, job allocation, and employee’s training to enhance their competiveness in the future.