本研究目的爲考驗台灣地區健身運動中心工作人員人格特質、自我效能與組織承諾，並建構一個有效的人才招募計畫影響模式。透過研究假設考驗NEO-FFI五大人格特質、GSE自我效能量表與OCQ組織承諾量表。本研究以全台140健身運動中心高階主管、中階主管與工作人員爲對象進行集群隨機抽樣與簡單隨機抽樣收集研究樣本，共計抽取46個健身運動中心428個有效樣本，並以結構方程模式進行資料分析。研究結果顯示潛在變項均具有良好的建構信度，結構模式整體適配度優良；研究結果亦發現8條顯著的徑路關係，且自我效能變項在因果模型中具有中介變項的角色，研究結果可做爲健身運動中心人才招募與選材的有效測量工具。

The purpose of this study was to construct an effective model for a recruitment program covering personality traits, self-efficacy, and organizational commitment. This study examined the relationships among personality traits, self-efficacy, and organizational commitment in fitness center staff in Taiwan using three theoretical models for the hypothesized relationships: the NEO-Five Factor Inventory (NEO-FFI), the Generalized Self-Efficacy Scale (GSE), and the Organizational Commitment Questionnaire (OCQ). The target population in this study included upper-level managers, middle-level managers, and employees in a total of 140 fitness centers. The sample size of the study was 46 fitness centers; a total number of 428 valid questionnaires were obtained. A cluster random sampling and a simple random sampling design were used to gather the data, and Structural Equation Modeling (SEM) was used to analyze the data collected. The research findings indicated that the latent variables had good construct reliability and that the structure model has achieved good fit levels for the data. The key findings point out eight significant paths and one mediated variable of self-efficacy. Implications of these results for the fitness center industry and as a recruiting screening tool to measure potential candidates are achieved.