隨著老年化與少子化的問題日趨嚴重，使得勞動供給與需求產生結構性的變化，致使國軍單位須與民間企業在勞動力市場相互競爭。本研究從提升國軍組織吸引力為主軸，以個人與組織配適理論作為組織吸引力的前因理論及探討觀點，結合Maslow需求層次理論來建立評估架構與準則。運用決策實驗室分析法（DEMATEL）暨網路層級分析法（ANP），分析需求構面及準則間的相對權重與影響關係。研究結果顯示「生理」與「安全」構面為中心度高的關鍵影響性因素，佔總體評估重要性最大，並且直接影響其他構面的程度最高，而「自我實現」構面則是被其他構面影響的程度最高。另評估準則的權重前二排序依次為「家庭關係」、「職涯目標」，並依此實證結果提出人才招募政策規劃之參考方向。

With the challenges posed by an aging population and declining birth rates, significant structural changes have emerged in the labor market, resulting in military units facing competition with private enterprises for talent acquisition. This study aims to enhance the attractiveness of military organizations as employers. It does so by utilizing the theory of person-organization fit as a foundational perspective for assessing organizational attractiveness. To establish an evaluation framework and criteria, we incorporate Maslow's hierarchy of needs. By employing the Decision-Making Trial and Evaluation Laboratory (DEMATEL) in conjunction with the Analytic Network Process (ANP), we conduct an analysis to determine the relative weights and relationships between different dimensions and criteria associated with human needs. The findings reveal that the "physiological" and "safety" dimensions play pivotal roles as key influential factors, demonstrating high centrality. They hold the greatest overall assessment importance and have a direct impact on other dimensions. Notably, the "self-actualization" dimension is the most influenced by other dimensions. Moreover, in terms of assessment criteria, "family relations" and "career goals" emerge as the two most significant factors based on their weightings. Drawing from these empirical findings, we propose strategic directions for the planning of talent recruitment policies within military organizations.