隨著社會的進步，文明與經濟的發展，人們越來越重視社會責任、社會公益，並且追求社會福利的發展，其中除了政府扮演重要的角色外，非營利事業組織也扮演了相當重要的角色。非營利事業組織的經營不以營利為目標，在面對有限的資源下，非營利事業組織是以志工為其重要的人力資源，志工往往也是非營利事業組織面對受助者的第一線人員，而志工是來自社會各個階層並擁有各種能力的人力資源，加上近年來參與志工的人數持續增加，這顯示非營利事業組織對於志工的選擇相對的增加了，非營利事業組織應該要更加重視其志工的能力，期望透過志工對於受助者提供更好品質與效率的服務，來獲得社會大眾、企業、政府的認同與支持，進而提升其獲得資源的機會，讓非營利事業組織能提供更多更好的服務，並且追求永續的經營。 本研究之研究目的有三： 一、探討志工人力資本之能力與志工效能的關係。 二、探討志工組織承諾、組織公民行為是否會影響志工人力資本之能力與其效能間的關係。 三、探討志工教育訓練是否會影響志工人力資本之能力與其效能間的關係。 本研究是以台北地區非營利事業組織的志工為研究對象，包括了台灣世界展望會、伊甸社會基金會、中華基督教救助協會等等。本研究是以志工人力資本之能力為自變項，志工效能為依變項，而以組織承諾、組織公民行為、教育訓練為干擾變項來探討，並且以相關與迴歸分析來驗證。 研究結果顯示志工人力資本之能力對志工效能的表現有顯著正向的影響；志工的組織承諾與教育訓練對志工人力資本之能力與志工效能表現之關係具有顯著的干擾效果，而志工的組織公民行為對志工人力資本之能力與志工效能表現之關係並無顯著之干擾效果。 With the progress of society and the development of civilization and economy, people take more and more importance on the social responsibility and the social public- welfare, and pursue the development of the social welfare. In this situation, nonprofit organizations also play a very important role besides organization. Nonprofit organizations do not aim at making a profit and take volunteers as their important human resources under limited resources. Volunteers are often the first-line staff to face people who needed to help. These volunteers are important human resources who possess various abilities and come from all levels of society. Recently more and more people are engaged in volunteer activities. This indicates that the choice of nonprofit organizations for volunteers is increasing. Nonprofit organizations should take more importance on the abilities of volunteers and expect volunteers to provide high-quality and efficient services in order to gain the acceptance and the support from community, enterprises, and organization. This will make nonprofit organizations have more chances to gain resources, provide more high-quality services, and pursue sustainable management. The main objectives of this research are as follows: First, to discuss the relation between the competency of volunteer human capital and the effectiveness of the volunteer. Second, to discuss whether will the organization commitment and the organizational citizenship behavior of the volunteer have an influence on the relation between the competency of volunteer human capital and the effectiveness of the volunteer? Third, to discuss whether will the education and the training of the volunteer have an influence on the relation between the competency of volunteer human capital and the efficiency of the volunteer? In this study, we take volunteers who working in Taipei as samples. Independent variable is the competency of volunteer human capital and dependent variable is the effectiveness of the volunteer. Organization commitment, organizational citizenship behavior, and Education & Training are moderator variables. We use related analysis and regression analysis to testify. The result appeals that the competency of volunteer human capital has a significantly positive effect on the effectiveness of the volunteer. The organization commitment of the volunteer and the education and the training of the volunteer have a significantly moderating effect on the relation between the competency of volunteer human capital and the effectiveness of the volunteer but the organizational citizenship behavior of the volunteer do not.