本研究旨在探究幼兒園教保服務人員在現場之激勵保健因素，以深度訪談法作為主要之資料收集方法。研究目的為了解教保服務人員的激勵保健因素為何，並將前述之激勵與保健因素運用在實際的領導作為上。本研究的結論如下：一、幼兒園教保服務人員在激勵因素方面，包含有工作挑戰、升遷獎勵以及賞識感。在保健因素方面，包含有薪資福利、工作條件、同僚關係、長官視導以及個人生活。二、將激勵保健因素運用在實際領導的方面，首先，身為幼兒園的領導者，對於教保服務人員之間的關係需特別警醒。其次，對教保服務人員要做到充分授權。另外，領導者應運用現有獎勵制度，激勵其良善行為。最後，領導者須適時且恰如其分的給予教保服務人員讚揚或鼓勵，激勵教保服務人員。

The purpose of this study was to inquire into the motivation and hygiene factors unique to preschool educators and to apply Herzberg’s motivation-hygiene theory to actual leadership. This study used semistructured interviews as the primary data collection method. The conclusions are as follows: 1. The motivational factors for preschool educators include job challenges, promotions and sense of appreciation. As for hygiene factors, they include salary and benefits, working conditions, peer relations, supervision, and personal life. 2. Motivation and hygiene factors can be addressed by preschool leadership. First, attention must be paid to the interaction between preschool educators who work closely together. Second, preschool educators must be fully authorized to act, with minimal interference from the administration. Third, preschool administration should positively reinforce preschool educators’ behavior, using rewards and giving praise and encouragement to the preschool educators in a timely and appropriate manner.