以人力資源管理策略觀點探討員工情緒、幸福感、績效與休閒參與調節效果之研究

Study of Employees' Emotion, Happiness, Performance and Leisure Participation Moderating Effects: View of Strategic Human Resource Management

本研究旧在探討員工情緒智能、幸福感與工作績效間的關係，並驗證休閒參與是否會調節情緒智能與幸福感及幸福感與工作績效。本研究以台灣地區五星級旅館員工為母體，採便利抽樣方式針對工作滿六個月以上正式員工進行問卷調查，並請其直線主管以1比5配對方式填答員工之工作績效。結果顯示情緒智能對員工幸福感、員工幸福感對工作績效、情緒智能對工作績效皆有顯著正向影響；員工幸福感對情緒智能與工作績效間產生中介效果；而休閒參與對情緒智能與幸福感、幸福感與工作績效間產生調節效果。飯店人力資源策略中可運用在招募高情緒智能的員工，期透遍增加員工幸福感達到較高的工作績效，並可透遍鼓勵員工增加休閒參與，提高幸福感及工作績效。

This research aimed to explore the relationship among five-star-hotel employees’ perceived emotional intelligence, happiness and work performance in Taiwan. It also examined the moderating effect of leisure participation on the relationship between emotional intelligence and happiness, as well as happiness and work performance. Research samples were full-time employees and managers who had worked at the five-star hotels more than six months. Questionnaire surveys with convenience sampling were applied for data collection. Sample matching method was applied so that direct managers were invited to evaluate job performance of their subordinate employees. The results indicated that: (1) emotional intelligence had a positive relationship on happiness; (2) happiness had a positive relationship on work performance; (3) emotional intelligence had a positive relationship on work performance; (4)happiness had mediating effects on the relationship between emotional intelligence and work performance; (5) leisure participation had moderating effect on the relationships between emotional intelligence and happiness , as well as happiness and work performance. The findings can be first applied to hotel management strategies such as recruiting the hotel employees with higher emotional intelligence. Secondly, hotel managers can encourage staff to have higher leisure participation which leads to better happiness and better work performance.