台灣高等教育的師資年齡已趨向高齡化，過半資深學者將在近年陸續退休，迎來一波高教退休潮與人力斷層危機，突顯台灣高教招募研究與解決方案的重要性。另外，我國政府以吸引海外學者歸國為理念，陸續推出科技部年輕學者養成計畫與教育部玉山（青年）學者計畫，試以經費補助延攬國外優秀年輕學者返國服務。本研究為檢視該計畫是否能確實吸引人才以彌補人力斷層，將採工作鑲嵌探討學者在招募前的歸國動機與回台任職後的留任因素，再以主觀職涯成功檢視學者職涯目標達成與否，並呼籲國內大學協助海歸學者追求職涯成功，進而達到長期留任。本研究採訪談法，以107至109年度科技部年輕學者養成計畫與教育部玉山（青年）學者計畫中，具外國學歷與工作經驗者，或有同等資歷之優秀人才為對象，就其歸國動機、職缺管道、國內外工作生活差異、未來規劃與建議等題目，共完成19位海歸學者訪談，41位海歸學者網路資料收集。接著，本研究統整訪談結果並列舉歸國因素與職涯成功案例，提出工作鑲嵌、主觀職涯成功與其他理論貢獻，其中包含擴充原定義與前兩者關係的新發現，最終結合國際知名學府之招募實務與本研究訪談結果，撰寫各校招募流程、家庭友善政策等改善方案，供台灣高等教育招募留才政策之參考。

The aging faculty and retirement wave in higher education in Taiwan has become an issue. More than half of scholars are facing retirement soon, which can cause a short-staffed crisis. However, universities in Taiwan are less likely to hire new faculty due to the declining birth rates. It will intensify the short-staffed problem while more and more senior professors are retiring, but not enough junior professors can take on their positions. As a result, we need an academics recruitment solution to deal with the lack of manpower issue nowadays. In order to attract international talents, the Taiwan government has released some grants such as the Young Scholar Fellowship from the Ministry of Science and Technology and Yushan Scholar Program from the Ministry of Education. Try to encourage the return of overseas Taiwanese academics by increasing research funds. Our study depended on these government strategies. We use Job embeddedness Theory (JE) to discuss returned Taiwanese academics’ back-to-home and stay reasons and evaluate their Subjective Career Success (SCS) to see if they can stay in the long term. Also, we contribute to the recruitment research gap in higher education in Taiwan. In this study, we interviewed 19 returned scholars and collect 41 returned scholars’ internet data to analyze their return and stay reasons and career success. Research has shown some important key person and key points that guided scholars to choose their career path. Additionally, we are the first to find a possible relationship between JE and SCS. Finally, we combine top international universities’ perspectives with our practical suggestions. This study offers some family friendly strategies and recruitment process advices to our government and universities in Taiwan.

論文審定書 i
誌謝 ii
中文摘要 iii
英文摘要 iv
目錄 v
圖次 vi
表次 vii
第一章　緒論 1
第二章　文獻回顧 5
第一節　海外歸國學者的相關研究回顧 5
第二節　海外歸國學者的工作鑲嵌 10
第三節　海外歸國學者的主觀職涯成功 15
第四節 海外歸國優秀學者的定義 22
第三章　研究方法 27
第一節　研究對象與流程 27
第二節　訪談大綱 28
第三節　資料收集方法 30
第四節　研究樣本 33
第五節　資料分析方法 38
第四章　研究結果 47
第一節　研究結果的訪談與網路比例 47
第二節　工作鑲嵌的研究結果 48
第三節　主觀職涯成功的研究結果 65
第四節　額外之研究發現 78
第五章　結論 83
第一節　研究結論 83
第二節　研究限制和未來研究方向 91
第三節　實務意涵 93
參考文獻 105

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