人力資源從業人員角色特殊，身兼勞方及資方雙重身份，依公司期許及所賦予的任務，擔任的角色之間常有所衝突。本研究之目的在於瞭解人資從業人員依其感知的個人與工作適配度、工作價值觀、角色衝突程度與工作滿意度之間的關係，並探討工作滿意度與職業承諾、敬業精神的關係，期望藉由文獻探討及研究結果，可作為組織未來對於人才選、育、用、留之參考，並瞭解員工工作滿意度之原由，以創造良好工作環境條件，使員工可以敬業樂群，提升工作績效。

本研究利用問卷調查進行資料蒐集，研究結果證實人資從業人員之個人與工作適配度、工作價值觀與工作滿意度有正向的關係；角色衝突與工作滿意度有負向的關係；工作滿意度與職業承諾及敬業精神有顯著的正向關係。本文最後針對研究結果，提出管理意涵與未來研究之建議。

This study aims to explore the relationships among human resource practitioner’s person-job fit, work values, role conflict, job satisfaction, professional commitment, and work engagement. It is found that HR practitioner’s person-job fit and work values are positively related to their job satisfaction. By contrast, role conflict is negatively related to their job satisfaction. Besides, job satisfaction is positively related to both professional commitment and work engagement. Managerial implications and recommendations for future research are thus discussed.

一、中文文獻
戴夫．尤瑞奇 (2001)，人力資源最佳實務，李芳齡譯，商周出版，台北市。
 
二、英文文獻
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