隨著時代的進步、科技的快速發展及少子化的現在，企業組織面臨的營運、競爭和挑戰日趨激烈，人才取得不易也迫使組織成員們因應發展需要，從過往的單一角色單能工轉換成多元角色多能工，重複且單一的工作已不復見，而人力資源工作者則因應如此劇烈的環境轉變，其所擔負的任務也日趨多元及重要，是否能持續投入且樂於解決組織面臨的困境實為重要。有鑑於此，本研究將進一步探討人力資源工作者的工作特性是否能透過工作熱情影響其工作行為，而工作特性是否會因社會支持及個人環境適配影響工作熱情，以及工作熱情是否會因社會支持及個人環境適配影響工作行為。
本研究將以各企業的人力資源工作者為填答對象，總計有效問卷回收201份，以SPSS進行量表之驗證性因素分析，並採用階層迴歸模式驗證本研究之假設。
根據本研究實證分析結果，本研究獲致以下主要結論：1.工作特性會透過工作熱情正向影響工作行為中的工作績效；2.工作特性會因社會支持及個人環境適配的部份影響工作熱情3.工作熱情會因社會支持及個人環境適配部份影響工作行為中的工作績效。
最後，本研究提出之管理意涵，組織應重視員工的工作內容和特性並適時反饋說明其重要性，強化員工和工作的情感連結，如此可提升其績效表現與員工的穩定度，若能更為妥善依照員工的能力調整至合適的工作內容，並給予有形和無形的支持協助，更可強化員工的績效成果和降低員工離開組織的傾向。

Nowadays, with the progress of times, science fast development and low birth rate. Enterprise is facing operation challenge and talent acquisition problem, so employee should learn more skill to response organization development. That is why repeat and easy job have been disappeared. HR has face complex and important task because of the environment change, so it is important with human resource to resolve organization problem. In the light of this, we will research the job characteristic of HR through work passion to influence job behavior. The relationship between job characteristic and work passion will have moderating effect by social support and person-environment fit, work passion and job behavior will have the moderation effect by social support and person-environment fit.
My research invites HR to fill the questionnaire. All of the effective questionnaires are total 201. We will use confirmatory factor analysis to study my research by SPSS and use regression to confirm the hypothesis. Following my research analysis result, the conclusion as below: 1. Job characteristic positive influence work performance through work passion. 2. Job characteristic positive influence work passion via social support and person-environment fit. 3. Work passion positive influence work performance via social support and person-environment fit.
At least, my research concludes the management implications are organization should focus on job content, get feedback immediately. Strengthening emotion connection between employee and job that will improve work performance and turnover. If it possible to adjust job content and provide support to fit employee ability. It will strengthen performance result and decrease turnover intention.

第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究流程 4
第二章 文獻探討 5
第一節 工作特性 5
第二節 工作熱情 9
第三節 工作行為 13
第四節 社會支持 19
第五節 個人與環境適配 24
第六節 社會期許 28
第三章 研究方法 29
第一節 研究架構 29
第二節 研究工具 30
第三節 研究對象 37
第四節 資料分析方式 40
第四章 研究結果 42
第一節 各變數間相關係數 42
第二節 研究分析結果 44
第五章 研究結論與建議 57
第一節 研究結論 57
第二節 管理意涵 60
第三節 研究建議與研究限制 62
參考文獻 63
附錄 71

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