實習是旅館業者、學校、學生相互依賴的重要機制，學生的生涯承諾可被視為實習的延續效果，對於三方關係利害者皆有益處。對旅館業與學生而言，生涯承諾可降低再度社會化的成本，就學校而言，學生畢業後留在本業工作，被視為教育成果的具體展現。因此，探討影響學生生涯承諾的前置因素，具有實務意涵。人力資源管理措施是形塑組織成員態度與行為的重要工具，故預期人力資源管理措施對實習生的生涯承諾有正面關係。本研究以技職院校餐旅相關科系學生為研究對象，迴歸分析結果顯示部份假說成立，訓練、績效評估與激勵三項措施與生涯承諾有正向關係。另，實務意涵、研究建議與限制提供業界與未來研究之參考。

Internship is an interdependence mechanism among businesses, educational institutes as well students. Extensive effect of internship such as career commitment is beneficial for all stakeholders. For businesses and students, career commitment reduces re-socialization cost while interns continue career development in their majors after graduation. Besides, graduates gaining jobs in their major field represents an expected performance of educational institutes. Thus, an investigation of factors affecting career commitment is critical. Human resource management (HRM) practices are vital tools to shape attitudes and perceptions of the individuals of organizations. Therefore, the research attempts to figure out effects of each HRM practices on career commitment of students who finished internships. The results showed that training, performance appraisal and motivation were significant predictors to career commitment. The hypotheses were partially supported. The findings were elaborated based on resource-base view, resource dependency theory, expectancy theory as well as motivation theory. Finally, limitations of the research were also explained.