職業自我效能對工作績效之影響：以工作滿意度為中介變數

The effect of occupational self-efficacy on job performance: job satisfaction as a mediating variable

人力資源是組織當中最有價值的競爭力基礎，工作任務的推動需要優秀的員工加以執行，人力資源的重要性不言可喻。知識工作者對於自己的專業能夠運用於職務上才可產生自我效能，也就是對於自身所能勝任工作的信心，許多組織成員的工作滿意度也來自於工作能夠處理順利且有所進展。從組織的角度觀察，具有職業自我效能的員工自然是需要積極關注的資源，這是達到工作績效的要素之一，但更為重要的是員工對於工作滿意度的提升有助於工作績效的產生，故本研究從員工的職業自我效能加以探討，檢視其整體工作滿意度的機制，進而達成良好的工作績效。問卷調查蒐集了377 份樣本資料，以統計分析檢驗假設，發現工作滿意度在職業自我效能與工作績效之間確實能有中介效果，並對經營管理實務提出建議。

Employees in business organizations are the most important human capital of enterprises. The promotion of work tasks requires excellent employees to perform them, and organizations need good employees to complete various tasks, so managers need to pay attention to the quality of employees. From the perspective of an organization, employees with occupational self-efficacy are naturally a resource that needs active attention, which is one of the elements to achieve job performance, but more importantly, the improvement of employees' job satisfaction helps to generate job performance. In order to understand the relationship between occupational self-efficacy, job satisfaction, and job performance, this study used a questionnaire to collect 377 sample data and statistical analysis to test the hypotheses. The results suggest recommendations for business management practices.