大專院校約聘僱人員制度存在已久，雖多為臨時性質，但從中細分為約聘型人員及計畫型人員，兩者之聘僱性質亦有所不同，故本研究旨在探討影響其敬業度的因素差異。
本研究採取質性研究方法，透過訪談的方式，整理歸納出影響約聘僱人員敬業度的因素。並藉由比較不同類型約聘僱人員的差異，來找出提升大專院校約聘僱人員工作投入的實務管理辦法。研究發現，因聘僱型人員及計畫型人員聘僱性質之差異，影響其敬業度之因素亦有所不同：聘僱型人員因工作性質較為穩定，加上人員本身之特性，故如有一份穩定且習慣之工作即可增加其敬業度；而計畫型人員雖因工作性質較不穩定，但與主管間具有相當之信任度，工作內容也具一定之挑戰性，加上主管願意充分授權，故而可增加人員之敬業度。

The contract-employment system of universities and colleges has existed for a long time. Although most of the contract-employees are temporary, they can be divided into project personnel and contract personnel. The nature of the two's employment is also different, so this study aims to explore the impact differences in factors of their engagement.
This research adopts a qualitative research method through interviews to sort out the factors that affect contractors' engagement. And by comparing the differences between different types of contracted personnel, we can find out practical management methods to improve contracted personnel's work engagement. The study found that due to the difference in the nature of employment of project personnel and contract personnel, the factors that affect their engagement are also different. Contracted personnel is relatively stable due to the nature of their work and the characteristics of themselves. A steady and accustomed job can increase their level of engagement. Although project personnel is unstable due to their work nature, they have considerable trust with their supervisors, their work content is also challenging, and their supervisors are willing to be full authorization. These factors increase the professionalism of the project personnel.

論文審定書 i
中文摘要 ii
英文摘要 iii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 2
第二章 文獻探討 4
第一節 約聘僱人員的任用制度 4
第二節 敬業度 8
第三節 敬業度的影響因素 11
第三章 研究方法 13
第一節 研究架構 13
第二節 研究樣本 14
第三節 資料分析方法 15
第四章 研究結果與討論 16
第一節 大專院校約聘僱人員的任用模式 16
第二節 聘僱型人員敬業度的影響因素 17
第三節 計畫型人員敬業度的影響因素 23
第四節 影響聘僱型人員與計畫型人員敬業度因素的比較分析 30
第五章 結論與建議 32
第一節 研究結論 32
第二節 實務意涵 33
第三節 研究建議 34
參考文獻 35
一、中文文獻 35
二、英文文獻 35
附錄一 訪談問題大綱 37
附錄二 訪談文字稿 38

一、中文文獻
何美欣(2016)。 探討行政人員職場友誼、工作投入、組織認同感對工作績效影響之研究-以南部科技大學為例。(未出版之碩士論文)。國立臺南大學教育學系。
馬明, 陳方英, 孟華, & 周知一(2005) 。 員工满意度與敬業度關係實證研究——以飯店企業為例。 管理世界, (11), 120-126。
蔡正村(2003)。 我國現行公務人員任用制度之研究。國立中山大學政治學研究所碩士論文。
行政院暨所屬機關約僱人員僱用辦法
聘用人員聘用條例
行政院及所屬各機關學校臨時人員進用及運用要點

二、英文文獻
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Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of managerial psychology.
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Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness studies, 3(1), 71-92.
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi‐sample study. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 25(3), 293-315.
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