非典型的部分工時工作就業型態在台灣已盛行多年，雖然佔就業人口的比例不高，主要集中在餐飲業及住宿業，而在疫情（COVID-19）的影響下，企業開始大量雇用部分工時人員，甚至是將全時人員轉為部分工時人員以配合彈性調度的調整，減少企業成本，讓雇用形式轉為短期為導向的雇用關係，來因應目前的市場變化。

而彈性的工作型態有越來越明顯的趨勢，如Uber與Foodpanda的產生，讓已經擁有正職的員工有其他兼差的機會，甚至是以此為本業，這兩種產業在法令上還有許多議論空間。但不可否認的是，不同世代對於工作型態的定義已有不同的認知，過去對於部分工時人員的研究主要在探討工作滿意度、組織承諾及工作投入等因素，但鮮少探討不同世代的差異對於兼職意願的看法，所以本研究以旅館業中的國際觀光旅館及一般觀光旅館之部分工時人員作為研究對象，透過探討部分工時人員回流兼職的因素，以了解不同世代的人格特質與工作價值觀的差異。

本研究利用質性研究的訪談方式，調查國際旅館業及一般旅館業的主管及部分工時人員，結果發現不同世代在人格特質、工作價值觀及影響兼職的因素上有不同程度的影響，並於最後提出修正後的架構及研究的建議來探討如何加強影響部分工時人員回流的意願。

The atypical part-time jobs and employment pattern has been prevailing in Taiwan for many years. Although it accounts for a small proportion of the employed population, and mainly concentrated in the catering and accommodation industries. Under the influence of COVID-19, companies begun to hire more part-timers, or even ask full-timers to work part time to coordinate with the adjustment of distribution manpower, reduce corporate costs, and change the employment type to a short-term-oriented employment relationship in response to current market changes.

The type of flexible employment became more common. For example, the emergence of Uber and Foodpanda gives employees with full-time job an opportunity for part-time job, or as a the way to earn extra cash. Though there still are discussion space in these two industries, it is undeniable that different generations have distinct perceptions to define work patterns. In the past, research on part-timers mainly focused on factors such as job satisfaction, organizational commitment and work engagement, but seldom the differences of distint generations regarding the intention to work again. So this research picked part-timers who used to work in international tourist hotels and standard tourist hotels as the research object, and explores the factors that affect the intention to have a part-time job to understand the differences in personality traits and work values of different generations.

This research interviewed 4 supervisors and 8 part-timers from international tourist hotels and standard tourist hotels. The results was that different generations have different degrees of influence on personality traits, work values and contextual factors that affect part-time jobs. In the end, the revised framework and recommendations are proposed to explore how to strengthen the intention of part-timers to return .

論文審定書i
論文公開授權書ii
誌謝iii
中文摘要iv
英文摘要v
目錄vi
圖次viii
表次viii
第一章 緒論1
第一節 研究背景動機1
第二節 研究目的5
第三節 研究流程6
第二章 文獻探討7
第一節 Y世代與Z世代的差異7
第二節 人格特質9
第三節 工作價值15
第四節 影響兼職的因素29
第五節 回流意願38
第三章 研究方法40
第一節 質性研究40
第二節 概念性架構40
第三節 研究設計41
第四節 資料蒐集方式43
第五節 研究對象44
第四章 研究結果48
第一節 Y世代與Z世代的人格特質與工作價值觀48
第二節 Y世代與Z世代影響兼職的因素84
第三節 Y世代與Z世代的工作價值觀與影響兼職的因素96
第四節 主管對不同世代的看法104
第五章 結論與建議112
第一節 研究發現112
第二節 管理實務意涵117
第三節 研究限制與未來研究建議 120
參考文獻122
附錄一 訪談同意書131
附錄二 主管訪談大綱132
附錄三 部分工時人員訪談大綱133

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