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.
