本研究為主要探討及推測剛接受照服員訓練後投入職場的動機與意願性。研究樣本為中彰地區辦理照服員訓練場域(經政府核准辦理照服員訓練的相關單位)中的學員，並以剛接受照服員訓練後取得結訓資格的照服員為研究之對象，研究工具為採不具名的結構式自填問卷，且於107年9月至107年12月期間進行資料收集，採橫斷性研究，總共發出照服員問卷490份、主管端51份問卷，回收有效樣本數為444份，回收率為82 % ；照服員端問卷內容，包括有個人因素、組織因素、工作特性及外在環境因素等變項，而主管端問卷內容包括有:工作態度、工作能力、專業能力、工作配合度的期待值。並將收回之有效樣本資料以描述性統計、百分比、卡方檢定及羅輯斯回歸分析、推論性統計分析等進行資料分析並了解其影響因素。
研究結果發現受訪者樣本中，顯示剛取得結訓的照服員願意投入長期照護產業服務的人有375人(佔總樣本數為95.4 %)，並進而由研究中發現，研究樣本中照服員的人口學資料以女性者居多(96.7 %)，其中並以45歲(含)以上者(96.8 %)為多數，教育程度則以高中(職/專科)者佔多數(97.8 %)，婚姻狀況則以有婚姻經驗者為多(71.2 %)，自覺家中狀況則以小康家庭(含)以上者為多數(70.5 %)。
再深入探討此次參加照服員訓練的主要目的，其中有機會想要從事照服員工作者佔47.2 %，願意選擇投入長期照顧領域服務的組織偏好為居家服務場域(29.3 %)，並以組織文化中「組織管理者做決策會考量到員工立場」及「組織重視團隊精神及團隊共同表現」為優先選擇之長期照顧類型，在執業前剛取得結訓的照服員與主管認知的職場重要元素差異性不大，但由實質上的員工福利比例來說，以年終獎金及三節禮金為首要期待之員工福利。
在本研究中照服員端之各變項與投入執業動機的雙變項分析中發現，若組織的未來是有發展性的、工作時間彈性、符合勞基法工時、工作夥伴關係、有可信服的直屬主管領導方式、家人支持等工作特性等因素，都是可能影響新結訓照服員投入長期照護場域的重要因素。(p＜0.05)。
根據研究結果中發現，教育程度確實是影響剛結訓照服員投入長照領域很重要的影響因素，筆者建議可由國家教育政策改變，增加代間的交流，營造良好的彼此形象，進而推進更多的年輕世代願意投入長期照顧服務的領域；並期待所得研究發現及結果能提供給長期照護管理者及相關政府單位作為日後擬定長期照顧人才供需等相關政策之參考依據，進而達到在地老化的目標理念。
This study is mainly to explore and speculate on the motivation and willingness to enter the workplace after being trained as the nursing aides。The research sample is for the trainees in the training field of the new certified nursing aides in the Taichung and Chunghwa area (relevant units approved by the government for the training of the service staff)。The research tool is an anonymous structured self-administered questionnaire，and data collection was conducted from September 2018 to December 2018。Using cross-sectional study，with a total of 490 questionnaires for the service staff and 51 copies of the supervisors were issued。In the questionnaire，the number of valid samples collected was 444，and the recovery rate was 82%。The content of the questionnaire was included：personal factors、institutional factors、job characteristics and external environmental factors。The content of the questionnaire for supervisor included：Expected values of work attitude、work ability、professional ability、work coordination。 The recovered sample data will be analyzed by descriptive statistics、percentage、chi- square test、Royce regression analysis、inferential statistical analysis，etc.。
This study results found that among the samples，375 people (95.4% of the total sample) who were just trained are willing to attend the long-term care field。The demographic data of the service staff is mostly female (96.7 %)，of which the majority is over 45 years old (96.8 %)。and the major education level is high school(vocational/specialist) (97.8 %)。The marital status is mostly marital experience (71.2%)，and mostly in well-being family situation (77.5%)。
In-depth discussion of the main purpose of attending the training，among which there are opportunities to engage in the employment is 47.2% ，and institution that is mostly willing to be chosen in long-term care field is home care service (29.3%)。In institutional culture,
" Managers make decisions will take into account the employees position" and "Institutional values the teamwork and team performance" as the preferred thinking before attend into the institution。The stressed elements between the certified nursing aides and the supervisors in workplace are not very different。But in terms of the employee benefits，the year-end bonus and three-holiday bonus are the most expected benefits of employee。
Further inference analysis，affecting the motivation to invest in long-term care is revealed that if the institution full of future development、 flexible in duty time、conform with Labor-Standard Act in rules、work partnership、credible supervisory leadership、family support and social identification，such characteristics and external environmental factors are all related factors that affect the field of long-term training and attendance (p<0.05)。
According to the research results，it revealed that the educational level is indeed a very important influencing factor in the field of long-term training and attendance。The author suggests that the national education policy can be used to establish good intergenerational communication and interaction。Promote more young generations to invest in long-term care field for younger generations；and the results are expected to be provided to long-term care managers and relevant government units as a reference for future development of long-term care in related policies，and thus achieve the goal of aging in the ground。
