隨著服務產業於全球經濟的重要性提升，餐旅業將扮演促進臺灣經濟快速發展之重要角色，且為因應此需求，未來國內將需要更大量的人力投入旅館業。研究指出，大環境情勢不斷改變，每位員工的價值都比從前要高，有效的人力資源管理，並不能只依靠有形的指標，員工內心的想法與感受也應該被重視，如此才能有效提升工作滿意度，並降低職業倦怠與離職率。故本研究之目的，即在探討核心自我對旅館基層員工工作滿意度與職業倦怠之關係。 本研究以Judge, Bono, Erez, 與 Locke（2005）、程卫凱（2005）、高彩珠（2006）所提出之「核心自我量表」，和關治銘（2009）所提出之「工作滿意度量表」，以及Maslach 與 Leiter（1997）、陳鈞卿（2005）所提出之「職業倦怠量表」為基礎並加以修改。使用配額抽樣，針對臺北市、臺中市、高雄市共29家國際觀光旅館之基層正職員工進行問卷發放，共計發放797份問卷，有效回收540份問卷，有效回收率為67.75%。回收後之資料分析運用描述性統計、相關分析、因素分析、迴歸分析、階層迴歸分析、獨立樣本t檢定、單因子變異數分析等統計方法進行測量。 研究結果顯示，（一）核心自我對工作滿意度有顯著影響（二）工作滿意度對職業倦怠有顯著影響（三）工作滿意度在核心自我與職業倦怠間具中介效果（四）不同性別、年齡、教育程度、服務年資、每月薪資所得之旅館基層員工在核心自我上有顯著差異（五）不同性別、年齡、教育程度、服務年資、每月薪資所得之旅館基層員工在職業倦怠上有顯著差異。最後針對研究結果提出結論與建議，以供各國際觀光旅館與經營管理者及校方之參考。

With the service industry economy rising in importance globally, hospitality will play an important role for Taiwan’s rapid economic development. In order to meet this demand, Taiwan will need more human resources in hotels in the future. According to recent research, even as their economic environment changes, employees have begun to seek more value from their jobs than they did in the past. Effective human resources management should not only be based on physical indicators, but also on the staff’s inner thoughts and feelings. In this way, job satisfaction could be improved effectively, reducing burnout and turnover. The purpose of this study is to investigate the relationship among core self evaluation, job satisfaction, and burnout. The questionnaire used in this study is adapted from the “core self evaluation scale” by Judge, Bono, Erez, & Locke (2005), Cheng (2005), Gao (2006), and the “job satisfaction scale” by Kwan (2009), and the “burnout scale” by Maslach & Leiter (1997), Chen (2005). The data was collected from full-time entry level employees in 29 international tourist hotels among Taipei, Taichung, and Kaohsiung based on quota sampling. 797 questionnaires were distributed and 540 selected. The valid rate of response was 67.75%. Descriptive statistics, Pearson correlation analysis, factor analysis, regression, hierarchical regression, t-test, and ANOVA etc. were used in this study. The study indicated that, (1) core self evaluation has a significant positive impact on overall job satisfaction (2) job satisfaction has a significant impact on overall burnout (3) over job satisfaction has a partly intermediary effect between core self evaluation and burnout (4) gender, age, level of education, seniority, and salary per month of entryee level employees have a significant impact on core self evaluation (5) gender, age, level of education, seniority, and salary per month of entry level employees have a significant impact on burnout.