資訊系統委外已成為世界潮流，承辦人員面對較具不確定性的資訊委外業務時，個人層級面往往對資訊委外工作有很大的影響。本文從個人層級之自我效能論切入，基於資訊委外的特殊性任務涉及特殊自我效能，公營機構組織文化的影響涉及一般自我效能，提出二個研究模型：(1)特殊自我效能模型。檢驗個體面對資訊委外的特殊性任務時，其特殊自我效能對於工作表現層面的影響；(2)一般自我效能模型。檢驗在公營機構的組織文化下，個體一般自我效能對於工作表現層面的影響。經由結構方程模型對研究假說的檢定，顯示個人特殊自我效能與工作表現層面的工作認同度、工作績效、與工作滿意具有因果關係，同時顯示個人一般自我效能與組織基礎的自我尊重、工作滿意、與工作績效亦有因果關係；更發現特殊自我效能與工作滿意、工作績效只有間接關係。實證結果指出資訊委外的工作表現層面受到特殊自我效能的影響較大，受到一般自我效能的影響較少。如何提出適當的激勵制度，提昇員工對於資訊委外任務之信心水準，將有助工作表現層面的改善；從整體組織文化而言，臺灣地區公營機構的管理制度和員工的績效考核脫節，若能針對此點因應，進而提高員工的一般自我效能與組織層級的自我尊重，將可促進工作績效與工作滿意的提昇，值得政府相關單位重視。

Information outsourcing has become a main trend around the world. When staffs face uncertain information outsourcing tasks, their individual aspects play a great role in them. To view from the self-efficacy theory of individual aspects, two research models are suggested, which are originated from the individual aspect: (a) specific self-efficacy model and (b) generalized self-efficacy and self-esteem model. Using Structure Equation Model (SEM), the results suggest that cause-effect relations exist among individual specific self-efficacy, organization-based self esteem, task satisfaction, and task performance were also shown to have cause-effect relations. These results support the social cognitive theory. Staff performance assessment of the managing system of government-managed organization in Taiwan is outdate. Therefore, how build up an appropriate reinforcing system and individual cognition of the staffs has become an important issue for the government.