現今職場出現了一個很奇特的現象：四個世代的年齡層員工在同一職場工作，對於組織那些年輕具潛力發展的專業人才，到底哪些因素會影響新世代對於工作的敬業程度，為本研究之研究主題。

本研究擬以層級程序分析法(The Analytic Hierarchy Process，簡稱AHP)為研究方法，並提出本研究「年輕專業人才敬業度之驅動要素：層級分析法的應用」，依文獻歸納層級一包含了：工作、人際互動、機會成長、獎酬、管理實務與生活品質六大類，並依據六大類歸納層級二之項目。針對不同產業(製造業、電子科技業、金融服務業及一般服務業)之新世代員工進行調查，研究發現，對於年輕專業人才而言，最重視的是獎酬制度，其次是機會發展，第三則是工作與生活平衡，並依研究結果擬針對後續研究以及企業提供具體建議以供參考。

A very strange phenomenon is taking place in today's workplaces: Four generations of employees are working in the same workplace and in order to organize young professionals with potential development, our research topic is to study what factors will affect the level of engagement and dedication for the new generation.
This study intends to utilize analytic hierarchy process (The Analytic Hierarchy Process, referred AHP) as methodology to come up with " The driving factors of the young professionals engagement : AHP application" and conduct a survey to those new generation of workers in different industries. The study found, the most attention is the compensation & benefits , followed by career development, then the third is the work-life balance to the young professionals.
The study results will be considered as reference with regard to further studies and enterprises for specific recommendation.

中文摘要 ii
英文摘要 iii
目 錄 iv
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究流程 3
第二章 文獻探討 5
第一節 人才定義 5
第二節 員工敬業度定義 8
第三節 敬業度驅動因素探討 10
第四節 層級分析研究方法 17
第三章 研究方法 22
第一節 研究架構 22
第二節 研究發放對象 26
第四章 研究結果之分析與討論 29
第一節 製造業年輕人才敬業度驅動因素 30
第二節 電子科技業年輕人才敬業度驅動因素 36
第三節 金融服務業年輕人才敬業度驅動因素 42
第四節 一般服務業年輕人才敬業度驅動因素 48
第五節 綜合分析比較 54
第五章 結論與建議 62
第一節 結論 62
第二節 建議 64
參考文獻 66
中文文獻 66
英文文獻 68
附錄 73

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