本研究以政治大學圖書館為研究個案。採用問卷調查法及深度訪談法，從召募、教育訓練及規劃管理三面向，探討政治大學圖書館人力資源運用現況，瞭解圖書館如何運用兼任助理，進而強化其與圖書館的組織關係，並有效提升圖書館服務。
　　本研究針對研究目的及研究結果，歸納重要結論：（一）政治大學圖書館非典型勞動力運用現況為需透過「召募」兼任助理來協助，支援正式人力不足之狀況，且多數兼任助理人力以讀者服務部門為主支援單位，並維持正常開館運作；（二）政治大學圖書館非典型勞動力召募方式，主要從「服務課程」與「宿舍志工服務」之訓練中徵詢適合人選，節省管理人員教育訓練時間；（三）政治大學圖書館對非典型勞動力教育訓練，費時但不可省略之，需配合實際操作學習，瞭解圖書館的服務型態與溝通應對方式，以提升圖書館的服務品質；（四）政治大學圖書館對非典型勞動力規劃及管理，主要由館員安排分配工作，以兼任助理之「工作態度」、「配合度」及「工作表現」，為其工作品質之檢視項目；（五）運用非典型勞動力對政治大學圖書館所產生的影響，因學校更換進用制度，雇用費用增加，可任用人數相對減少，但增加耗費行政程序之成本，及增加館員管控兼任助理工作時數。依據研究結果，提出相關建議，以作為參考。

In this study, National Chengchi University Libraries (NCCU Libraries) is selected as the research setting with questionnaire survey method and in-depth interviews to explore the application and impact of atypical employees. From the aspects of recruitment, employee training, and planning and management, the study aims to investigate the current situation of human resource management in NCCU Libraries, to understand how the library utilizes student assistants, the thus to strengthen the organizational relationship between the library and those assistants and also effectively improve library services.
Based on the research purposes and the results of the study, five important conclusions are reached: (1) Current utilization of atypical employees in NCCU Libraries: student assistants are recruited to ease manpower shortage of the Libraries, and most of them are arranged to support the sections related to reader services and to maintain normal operation; (2) Recruitment of atypical employees in NCCU Libraries: student assistants are mainly chosen from those who take service-learning course or participate dormitory volunteer service in NCCU Libraries and have already trained by librarians in order to save training time; (3) Employee training for atypical employees in NCCU Libraries: employee training is time-consuming yet indispensable, and it needs to be conducted with implementation in order to make student assistants understand the service type and coping style of library work and to improve the service quality; (4) Planning and management of atypical employees in NCCU Libraries: work content is mainly arranged by librarians; work quality of student assistants is assessed with their work attitude, cooperation, and work performance; (5) Impact of recruiting atypical employees in NCCU Libraries: employment policy of the university is reformulated, which leads to increasing employment costs yet decreasing number of student assistants, and thus it needs more administrative costs and better control of atypical employees’ work hours. Further suggestions are provided based on the research results in the study for reference.

謝辭 i
摘要 ii
目次 v
圖目次 vii
表目次 viii
第壹章 緒論 1
第一節 研究動機 1
第二節 研究目的 2
第三節 研究問題 3
第四節 研究範圍與限制 3
第五節 名詞釋義 4
第貳章 文獻探討 5
第一節 非典型勞動力形成背景 5
第二節 非典型勞動力之意涵 7
第三節 大學圖書館組織結構 10
第四節 大學圖書館非典型勞動力之運用 13
第五節 圖書館非典型勞動力相關研究 18
第參章 研究設計與實施 23
第一節 研究方法 23
第二節 研究工具 24
第三節 研究對象 26
第四節 研究步驟與實施 27
第五節 資料處理與分析 31
第肆章 研究結果分析 33
第一節 政治大學圖書館非典型勞動力人員工作調查問卷結果分析 33
第二節 政治大學圖書館非典型勞動力管理調查問卷結果分析 41
第三節 問卷分析結果討論 49
第四節 深度訪談分析 52
第五節 綜合討論 65
第伍章 結論與建議 69
第一節 結論 69
第二節 建議 72
第三節 未來研究建議 74
參考書目 76
一、中文 76
二、英文 77
附錄一 國立政治大學圖書館非典型勞動力人員工作調查問卷 82
附錄二 國立政治大學圖書館非典型勞動力管理調查問卷 87
附錄三 國立政治大學圖書館非典型勞動力管理人員訪談大綱 92

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