隨著國民所得及國人生活品質的不斷提升，觀光旅遊也成為國民生活重心之一，而觀光旅遊業中非常重要的一環便是旅館業。旅館業是以顧客為導向的行業，因此用「對的人」對於組織會有很大的幫助，所以現今旅館業通常會以個體間的差異：人格特質，自我效能..等等為基礎來聘用員工，以預測員工在服務上的能力及傾向。
本研究探討旅館業員工的個體差異(主動人格特質、自我效能)對於工作活力的影響，以及知覺主管支持、工作生活平衡是否能增進員工個體差異對於工作活力的影響。透過網路問卷調查北中南各地區旅館業之一線員工，有效問卷共173份，結果顯示如下：
1.主動人格特質對工作活力有顯著正向影響力。
2.自我效能對工作活力有顯著正向影響力。
3.知覺主管支持對於主動人格特質與工作活力之調節效果為負向顯著，
但對於自我效能與工作活力之效果為不顯著。
4.工作生活平衡對於個體差異(主動人格特質、自我效能)與工作活力之調
節效果為不顯著，但對於女性員工之調節效果為正向顯著。

The purpose of this study is to investigate the relationships among individual difference (proactive-personality and self-efficacy), thriving at work, perceived supervisory support, and work-life balance of hotel employees. SPSS 17.0 was used to analyze the collected data. The method of data collection is through online questionnaires. There are 173 valid questionnaires and the recovery rate of 92%.
The results of study show that individual difference (both of proactive-personality and self-efficacy) has a positive correlation with thriving at work. In addition, proactive-personality between thriving at work has negative moderated by perceived supervisory support and individual difference between thriving at work has no moderated by work-life balance. According to the results, the principle conclusion is that the higher proactive-personality and self-efficacy of hotel employees, the better they thrive at work.

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