近來，全世界高科技企業積極向國際化拓展且高速成長，反觀我國高科技產業於過去數年來投資成本亦呈倍數成長。可以瞭解的是在於高科技企業體快速成長與組織運作過程中，「人」是使得一切功能得以發揮之基礎。因此，一個企業體是否擁有高素質、高效能之人才(員工)，可說是高科技企業獲得優勢之最大關鍵。
　　正因為員工在高科技產業中扮演這麼重要的角色，所以員工的工作滿意與否就會直接影響到企業本身。Glisson and Durick(1988)和Ting(1997)明確地將影響工作滿意度的最主要因素歸類為工作特性、工作者的特質與組織特性三大類因素。
　　因此本研究主要目的以高科技員工為研究對象，探討工作特性、核心自我評價與人力資源管理制度認知對工作滿意度之影響，另外進一步將核心自我評價特質作為工作特性與工作滿意度的干擾變項，探討工作特性與核心自我評價是否會產生交互作用進而對工作滿意度產生影響。
　　本研究透過問卷的方式，對台南科學工業園區的高科技員工進行調查，共發出問卷795份，回收之有效問卷共294份，經由套裝軟體SPSS 10.5的資料分析結果發現：(1)激勵潛能分數(MPS)能夠顯著的預測工作滿意度。(2)核心自我評價特質愈高的工作者有較高的工作滿意度。(3)當工作者認知到組織的人力資源管理制度愈佳時，工作滿意度愈高。(4)核心自我評價特質會正面干擾工作的激勵潛能特性與外在滿意度的關係，也就是當工作的激勵潛能分數愈高時，對於核心自我評價愈高的工作者而言，會產生較高的外在工作滿意。本研究實證之研究結果可提供給高科技產業作為提高員工工作滿意度之參考。

　The high-tech enterprises in Taiwan grow fast. It’s understood that people are the foundations of all during the development and operations of enterprises. Therefore, high-tech enterprises can create competitive advantages through high-quality and efficient employees.
　The purpose of this study was to investigate the effects of job characteristics, core self-evaluations (CSE), and the perception of the human resource management system and the interaction effect of job characteristics and CSE on job satisfaction in high-tech industry.
　This study utilized employees in the 53 companies of Tainan Science-Based Industrial Park as the sample. Total of 795 questionnaires were distributed to these companies; of these, 315 were returned, and 294 were valid.
Results indicated that Motivational Potential Score (MPS), CSE, and the perception of the human resource management system had the positive effects on job satisfaction.
　Moreover, CSE had the moderating effect on the relationship between job characteristics and external job satisfaction.

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