本研究旨在探討餐旅業組織對調酒丙級證照制度之認知與態度。研究對象為 我國國際觀光旅館與連鎖餐廳之餐飲部主管與員工，共發出260 份問卷，回收有 效問卷188 份，回收率為72.3%。研究工具為結構性問卷，包括業界對調酒檢定 認知之實施效能；業界組織對員工投報調酒檢定之支持；員工的報考動機及未報 考原因；調酒檢定之評量效能；與個人基本資料。研究方法包括相關分析、因素 分析與階層迴歸分析分析等。研究結果發現，組織支持知覺中的「情感支持」與 「金錢支持」構面均與調酒證照實施效能「服務技術」構面有顯著正相關；但組 織支持知覺對員工調酒檢定之報考動機並無顯著影響。在檢驗預測能力時發現， 組織支持知覺中的「情感支持」與「金錢支持」，人口變項中的「目前薪資」可 以有效預測證照實施效能中的「服務技術」構面，另外，組織支持知覺與人口統 計變項均無法預測餐飲部員工之報考動機。最後，人口樣本特性中的「性別」會 影響員工之「外在動機」；而在組織政策支持上，一般旅館對調酒證照之支持顯 著高於美式餐廳。本研究結果有助於我國調酒證照與餐旅企業制定員工政策時參 考運用。

The purpose of this study is to explore the effect of hospitality industry’s perceived organization support on the motivation in sitting for the bartender technician certificate. The results of this research can be used as reference to the industry. Research targets were managers and employees of Taiwan’s international hotels and chain restaurant businesses. 260 questionnaires were distributed and 188 effective samples were returned. The response rate was 72.3%. The research tool was structural survey, containing one set of scales for perceived organization support and another set for employee motivation. Using correlation analysis and multiple-regression analysis, this study performed correlation and forecast analysis of perceived organization support and motivation. Empirical results indicated that perceived organization support’s “affective support” and “money support” are significantly and positively related to employees’ “extrinsic motivation.” Also, in examining perceived organization support’s forecast ability, results demonstrated that only perceived organization support’s “money support” can effectively predict employees’ “extrinsic motivation” for sitting in examinations; “affective support” can predict F & B employees’ “intrinsic motivation.” Finally, this paper explored the effect of demographic variables on perceived organization support and motivation. Results of this study can be used as a reference for hospitality business owners in determining their support for employees’ application for polices.