臺灣博碩士論文加值系統

　　在整體不景氣環境下，高科技業為維持高度競爭能力，進行組織整併及人力重整，導致員工的職涯發展陷入職涯高原期，而以工作輪調機會作新挑戰。在面對職涯管理時主動職涯行為個體不受環境變化影響，會主動抓住機會，以消弭職涯發展上所受到的阻礙；此外，個體的職涯錨亦會影響職涯抉擇。
　　因此，本研究目的主要在探討職涯高原員工對工作輪調意願之間的關係，並進一步檢驗主動職涯行為、安全穩定型與挑戰型職涯錨對職涯高原與工作輪調意願關係中是否具備調解效果。經實證分析後，結果發現：

一、層級型職涯高原對工作輪調意願之關係有顯著的負向關係。
二、主動職涯行為對職涯高原與工作輪調意願之關係無顯著的正向干擾關係。
三、安全穩定型職涯錨對職涯高原與工作輪調意願無顯著的負向調解效果。
四、挑戰型職涯錨對工作內容型職涯高原與工作輪調意願有顯著的負向調解效果。

關鍵字：職涯高原、主動職涯行為、工作輪調、職涯錨

　　In order to keep high competitiveness in the downturn economic environment,, high-tech industries are starting to reorganize, merging the organizations, and restructure the manpower, resulting in not only employees' career development into a career plateau, but also seeing job rotation opportunities as the new challenges.
　　Facing career management, people of proactive career behavior will from environmental change impacts and they will take the initiative to seize the opportunity to eliminate the obstacles of career development; furthermore, individual career anchors will affect career choices.
Facing these changes, people may initiate proactive career behavior to sieze the opportunity to eliminate the obstacles of career development, individual career anchors may also affect career choices.
　　Therefore, the main purpose of this study is to explore the relationships between the staff of career plateau and the willingness of job rotation, in addition, to further test whether the proactive career behavior and the two career anchors types, security stable and challenging, can have the moderating effects on the relationships between career plateau and the job rotation willingness. After the empirical analysis, the results show that:
1.The hierarchy-typed career plateau has significant negative association with job rotation willingness.
2.The proactive career behavior has no significant positive moderating effects on the relationships between career plateau and job rotation willingness.
3.The security stable-typed career anchor has no significant negative moderating effects on the relationships between career plateau and job rotation willingness.
4.The challenging-typed career anchor has a significant negative moderating effects on the relationships between career plateau and job rotation willingness.

Key words: creer plateau、poactive career behavior、job rotation、career anchors

中文摘要 i
英文摘要 ii
誌謝 iii
目錄 iv
表目錄 vi
圖目錄 vii
第一章 緒論 1
　　第一節 研究背景與動機 1
　　第二節 研究目的 4
第二章 文獻探討 5
　　第一節 職涯高原 5
　　第二節 主動職涯行為 15
　　第三節 工作輪調 23
　　第四節 職涯錨 33
　　第五節 各研究變項關係推論 36
第三章 研究方法 42
　　第一節 研究架構 42
　　第二節 研究架設 43
　　第三節 研究變項之衡量工具 44
　　第四節 研究對象選擇與資料收集過程 47
　　第五節 資料分析方法 50
　　第六節 量表因素分析及信度分析 52
第四章 研究結果 56
　　第一節 各研究構面之敘述性統計分析 56
　　第二節 各研究構面之相關分析 58
　　第三節 迴歸與情境分析 60
　　第四節 研究結果假設彙整 66
第五章 結論與建議 67
　　第一節 研究結論 67
　　第二節 實務建議 70
　　第三節 研究限制與未來研究方向 71
參考文獻 72
　　中文文獻 72
　　英文文獻 77

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