本研究主要應用黃文卿等(2002)所提之台灣地區國家公園永續經營管理指標評量系統，以「永續發展指標」和「認同感」理論爲基礎，進行「管理處人員和志工對國家公園認同感指標」及衡量標準，並以玉山國家公園爲研究個案。研究以普查方式進行玉山國家公園管理處之管理人員和志工之問卷調查，獲得之有效回收份數爲管理處人員66份、志工（義務解說員和高山生態嚮導）143份，合計209份。認同感之調查係依據國家公園理念和玉山園區之經營管理經驗，分別以：國家公園分區管理、推動生態旅遊、義解服勤和活動之配合度、高山步道管理措施、高山嚮導服勤和活動之配合度、遊客中心展示等六題項之認同程度作爲評分依據，若回答「極同意」、「同意」和「尚可」等，則可以認定該受訪者「認同」玉山國家公園現階段之政策和計畫，經分析結果得知，受訪者之認同感分數爲85.63分，尚屬高認同程度。而在管理處員工與志工之參與動機與實際體驗比較上，則無差異。本研究結論爲提出一套適用矜國家公園管理人員自我評量之指標系統，重要性在矜其是可衡量的、永續性的，以及具備學理塞礎；並建議該指標評量系統能進一步納入公部門之國家公園管理體系及計畫中充份應用之。

The study was devoted to present the employees' and volunteers' recognition indicator and standard of measurement in a national park, by using the case of Yushan National Park. The study was based on practical theories or paradigms which include sustainable development indicators and a sense of recognition. Further, the authors also used employees and volunteers to help calculate the recognition indicator score in Yushan National Park. After empirical study, 209 valid questionnaires were received (66 employees and 143 volunteers) to test the degrees of recognition of six categorical issues such as: the principles of zoning in Yushan National Park, promotion of eco-tourism, interpreter and activities scheduling, mountain ranger and activities participation, and exhibition of visitor center. The total score of this indicator was 85.63, which mean a high sense of recognition. There was no difference in the motivation and experience of employees and volunteers to participate. The employees and volunteers' recognition indicator listed above is a proper and measurable self-evaluating technique suitable for all national parks in Taiwan. By its measurable, sustainable and academic basis, the authors also recommend that the related public sectors could emphasize it and allow for more research and discussion.