本文目的是將過去與招募有關研究整合成一個新的求職動機模型，並將其導入軍事組織之人才招募策略。該模型可作為研究招募策略的構面與框架，亦可為人力資源人員制定招募政策的依據。為突顯模型在軍事招募上的實用性，本文以軍隊招募階段性過程舉例說明。該模型是針對已發表於學術期刊之求職動機與組織招募研究，以及美國(和北約)軍事人員招募和留任的論文做廣泛蒐集匯整。研究方法是利用後設研究的概念提出一個以求職動機為核心的招募模型。綜整文獻結論發現藉由影響求職態度和動機，個體對招募組織的認知（感知、信念、和期望）會影響求職行為；個體對招募組織的認知是受工作和組織屬性和外在資訊所影響；有關工作/組織訊息可以從組織直接或不受組織控制的來源獲得，並且這些訊息會影響求職者的態度和行為。最後，本文提出幾個具有調節作用的個體差異變項（例如價值觀、個體需求）以描述與其他因果變項的關係。本文研究貢獻為整合求職者和招募組織的不同需求，並將求職者對招募組織的多元期待納入模型，進而擴大組織招募的成效。

This paper aims to integrate various research findings of military personnel recruitment into a new Job-seeking motivation model as a part of current military personnel recruitment policy in the future. To highlight the practicability of this model in military recruitment, this article will take the different stages of recruitment process as an illustration. This model is a result of extensive collection of published research on job pursuing, as well as on the recruitment and retention of US (and NATO) military personnel. The meta-model research method is used to propose a recruitment model centering around the job-seeking motivation. Several findings are as followings: first, by manipulating their job-seeking attitude and motivation, job-seekers’ cognitions (perceptions, beliefs, and expectations) toward recruiting organizations will affect their job-seeking behavior; second, job-seekers’ cognitions toward recruiting organizations come from jobs and organizations’ characteristics and external information sources; third, information about job/organization comes directly from the organizations themselves or those sources unaffected by the organization. In the end, several job-seekers’ variables (such as values and individual needs) are proposed as moderators in the model. This research expects to contribute an integration between job-seekers and recruitment organizations, and an incorporation of job-seekers’ multiple expectations into the current recruitment policy.