在全球化影響下，各國為保競爭力，除重視高等教育人才培養，亦致力於爭搶他國人才，其中以博士人才為甚。在這場人才爭奪戰中，臺灣雖致力於培養博士人才，但也同時面臨「人才流失」的挑戰。據此，本研究主要目的在於先從「推拉理論」觀點，探究臺灣留學博士人才流失之推力、拉力與夾雜於其內之「個人因子」，再從中尋找突破契機。為達研究目的，本研究實際訪談14位留美任職博士。根據研究發現，臺灣端的「推力」因子，包括對臺灣高等教育環境劣勢條件的覺察（例如應聘過程繁文縟節、過度強調人脈、教授角色定位不明等）；美國端的「拉力」因子，則是美國高等教育環境的相對優勢條件（例如應聘過程簡單快速、免除人情羈絆、教授角色定位明確等）；另一組具影響力的「個人因子」，在於主觀認為臺灣各項攬才政策極具不穩定與欠缺完整規劃。最後，植基於研究結果，提出相關政策建議，包括設置「旋轉盤機制」、建立「聲聲喚人情鍊」以及「簡化應聘申請程序」，俾供相關政府單位參酌。 In response to the effects of globalization, to keep ahead of the competition countries worldwide strive to cultivate more talented people through higher education systems as well as by recruiting talent from other countries, particularly Ph.D. holders. The Taiwan government, which is no exception in this fight for talent, faces the challenge of “brain drain.” This study, rooted in “Push-Pull Theory,” first examined the possible “push,” “pull,” and personal factors that exacerbate the brain drain phenomenon in Taiwan (i.e., emigration of Ph.D. holders from Taiwan to other countries) and then provided some possible solutions. To this end, the study interviewed 14 Ph.D. holders who chose to stay in the United States after graduating. According to the current results, the “push” is related to the weakness of Taiwanese higher education (i.e., red tape during the recruitment process, the prevalence of nepotism, and the unclear roles of professors). By contrast, the “pull” of the United States are related to the strength of its higher education (i.e., the simplicity of the recruit mentprocess, the lack of nepotism, and the roles of professors being clearly defined). Furthermore, personal factors, particularly those involving policies that draw talented people overseas, include instability and lack of long-term plans. Based on the results, the end of the study offers some policy suggestions, including creating an “In-and-Out System,” building a “Bonding System,” and simplifying the application process.