在臺灣，隨著餐飲業市場的快速發展，人才缺口問題日益嚴重。餐飲業的高流動率已成為產業中習以為常的現象，對餐飲業者造成了成本負擔。
過去的研究中就提及餐飲面臨的挑戰在於人力資源不足、員工招募及高流動率的問題。這種情況不僅影響著餐飲業的發展，還影響到整個產業鏈的運轉。此外，我國在餐飲業相關的研究當中，多數是針對餐飲業者在工作上的離職意願進行分析，沒有研究從如何選訓的角度來做切入。因此，研究這類問題可為作為餐飲產業長期穩定經營發展的方向作出貢獻，也能補足過去學術上缺乏相關議題的研究面向。同時，透過研究建立一個有效的餐飲業人才選訓機制，將能成為解決餐飲業界和相關研究者共同關注的問題。
本研究基於個人工作適配理論、個人組織適配理論、個人群體適配理論並整合雙因子理論中的激勵因子以及保健因子建立一個針對餐飲業選訓機制的研究架構，並透過問卷調查方法進行分析。此次研究共蒐集93份有效樣本。研究結果指出，工作適配與職員工作投入間並不具有顯著關係，但是組織適配與群體適配則與工作投入間存在顯著的正向影響關係。此外，研究結果也指出工作適配並非雙因子理論中之因素也非績效因子之因素，組織適配則為績效因子之因素，而群體適配則被證實為激勵因子之因素之一。

In Taiwan, with the rapid development of the food and catering industry, the talent gap has become increasingly severe. The high turnover rate in the industry has become a common phenomenon, which imposes a cost burden on food and beverage operators.
Research mentions the challenges faced by the catering industry, including the shortage of human resources, employee recruitment, and high turnover rates. This situation not only affects the development of the catering industry but also affects the operation of the entire industry chain. In addition, most of the research in Taiwan on the catering industry focuses on analyzing the turnover intention of employees, rather than from the perspective of how to select and train them. Therefore, studying these issues can contribute to the long-term stable operation and development of the catering industry and fill the gap in academic research on related issues. At the same time, establishing an effective talent selection and training mechanism for the catering industry through research can become a common concern for industry practitioners and related researchers.
This study establishes a research framework for the selection and training mechanism in the restaurant industry, based on the Person-Job Fit Theory, Person-Organizational Fit Theory, and Person-Group Fit Theory, integrating the motivational and hygiene factors in Herzberg's Two-Factor Theory. The analysis was conducted through a questionnaire survey method, and a total of 93 valid samples were collected. The results indicated that there was no significant relationship between job fit and employee job involvement, but there were significant positive impact relationships between organizational fit, group fit, and job involvement. In addition, the study found that job fit is not a factor in Herzberg's Two-Factor Theory or a performance factor, while organizational fit is a performance factor and group fit is confirmed as one of the motivational factors.

論文審定書 i
誌謝 ii
摘要 iii
Abstact iv
目 錄 v
圖次 vii
表次 vii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究問題與目的 3
第三節 研究之流程 5
第四節 研究範圍及限制 7
第二章 文獻回顧 8
第一節 餐飲產業 8
第二節 適配理論 11
第三節 雙因子理論 16
第三章 研究設計 22
第一節 研究假說 22
第二節 研究設計 25
第三節 變數定義 26
第四章　問卷分析 28
第一節　敘述統計 28
第二節　模型衡量 31
第三節　假說驗證 35
第五章　結論與建議 38
第一節　結果與討論 38
第二節　理論貢獻 41
第三節　實務貢獻 42
參考資料 43
附錄一 48

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