隨著資訊科技的發達，差勤管理已邁向E化。本研究為瞭解對差勤電子表單系統的接受行為，進一步探討影響使用者接受與使用的關鍵因素。在文獻回顧後，選擇以具有整合性質的科技接受與使用整合理論(UTAUT)為理論基礎，加上知覺易用性及知覺有用性模式若干構面，並配合消防局勤務特殊性及目前差勤電子表單系統(Webitr)使用情形建立研究架構。 本研究以臺北市政府消防局全體同仁為研究對象，經由問卷調查蒐集資料，於100年2月下旬發出635份問卷，於2週後收回，有效問卷總計482份。再以結構方程模式進行驗證性因素分析、路徑分析和調節變數分析檢驗模式適用性，並驗證研究假設與理論作對照。 經由資料分析得到結果如下： 一、預期績效對使用差勤電子表單系統的意圖有正向的直接影響，且受到性別和年齡的調節影響，至於勤務性質則無調節作用。又女性及年輕者受到調節作用比男性及年長者顯著。 二、預期付出對使用差勤電子表單系統的意圖有正向的直接影響，且受到年齡的調節影響，惟調節效果不明顯。至於性別和使用經驗則無調節作用。 三、有利條件對使用差勤電子表單系統的意圖有正向的直接影響，且受到勤務性質和使用經驗的調節影響，至於年齡則無調節作用。又外勤與使用經驗多者受到調節作用比內勤及無使用經驗者顯著。 四、工作相關對差勤電子表單系統的預期績效有負向的直接影響。 五、結果明顯性對差勤電子表單系統的預期績效有正向的直接影響。 六、自我效能對差勤電子表單系統的預期付出有正向的直接影響。 七、焦慮對差勤電子表單系統的預期付出有負向的直接影響。 因此本研究建議管理者在實質方面，推行初期加強教育訓練、增加駐點輔導員或是相關輔助，以減少同仁使用該系統發生錯誤機率，有助於減少同仁的疑慮不安和抗拒心理，並致力於提高使用者對系統的熟練度，尤其是對男性及年長者；在心理方面，加強差勤電子表單系統的行銷，使同仁對系統有正面接受度。對於系統設計建議，差勤電子表單系統的介面應簡單易操作，並融入娛樂性互動效果，產製的報表也應力求簡明易懂，使結果易呈現。而最重要也是最基礎的一點，引入系統前應先確認是否具有充分的電腦設備、便利的網路環境等資源，並盡量化解與原先作業環境的衝突因素，尤其是外勤單位。 / Along with the development of information technology, the management of staff’s attendance has electronized. The author tries to figure out what are the determinants of acceptance and use of the electronic form system of staff’s attendance. After reference review, the study proposes a model that bases on Unified Theory of Acceptance and Use of Technology (UTAUT), and modifies the model by the constructs of Usefulness perception (U) and Ease of Use perception (EOU). Moreover, the model contains several variables according to the specifics of duty in Taipei City Fire Department and the implements of the electronic form system of staff’s attendance. The study is conducted among colleagues in Taipei City Fire Department using the electronic form system of staff’s attendance: Webitr. There are 635 questionnaires provided and reclaimed after 2 weeks on the end of Faburary. There are total 482 questionnaires valid. The result of confirmatory factor analysis, path analysis analysis and other analysis suggests that: (1) Performance expectancy has sifnificant positive influence on use intention, and the influence is moderated by gender and age but not the duty. Such the effect of moderation is stronger for the female and the younger than the male and the elder. (2) Effort expectancy has sifnificant positive influence on use intention, and the influence isn’t moderated by age, gender or experience. (3) Facilitating conditions has sifnificant positive influence on use intention, and the influence is moderated by duty and experience but not the age. Such the effect of moderation is stronger for the outside worker and those with increasing experience. (4) Job relevance has sifnificant negative influence on performance expectancy. (5) Result demonstrability has sifnificant positive influence on performance expectancy. (6) Self-efficacy has sifnificant positive influence on effort expectancy. (7) Anxiety has sifnificant negative influence on effort expectancy. According to the results of the study, the author suggests that the administrator should enhance the education and training and increase instructors or other assistance in the early stage to reduce anxiety and resistance of users; and make users be familied with the system, especially for men and the elder. Meanwhile, the administrator should boost the system to increase the positive attitudes of users. The author also suggests that the system designers should devotes to make ease to use. Moreover, inoder to increase the pleasure, the system designers can intergrate the effects of interaction. The first of all, make sure that there are sufficient facilities and compatible conditions before the induction of the system, especially for outside worker.