科技工程師經歷失業後對生涯變動與學歷價值衝擊之職涯發展探究

近年來半導體產業因遭逢金融風暴之後發生產業解體，造成大量員工失業，其中不乏高學歷工程師在內，高學歷者的轉職與失業問題也成為社會問題之一。本研究目的在探究半導體失業工程師經歷產業變遷後對生涯變動、學歷價值衝擊之生命經驗研究，本研究共訪談六位經歷失業工程師，研究採用敘說探究做為研究方法，並以半結構性深度訪談法蒐集研究參與者的生命經驗，研究結果發現: 一、後金融海嘯時代影響生涯發展因素存在於各系統中，包括全球經濟發展動向會影響就業環境，在產業解組的洗牌效應之下科技業已非最佳優勢行業，因為市場需求影響產業發展且產業發展狀態會影響就業機會。二、產業發展影響員工生涯穩定度:使員工對生涯不穩定的覺醒、需要面對薪資倒退的隱憂、考驗因應變動的能力。三、科技工程師生涯變動受多重因素影響，包括生涯滿意度是影響轉職主要驅動力也是吸引力，轉職流動反映知識經濟社會的工作型態，表示知識是可隨時移動的生產工具、工作資歷是展現身價的方式，職場心理契約因此備受考驗，轉職流動也會與結構性失業有關。四、生涯變動議題反映當今就業困境，包括工作職缺有限需降低求職期望，過於專業是跨領域轉職障礙，難以穩定做到退休是職場現況，且中年轉職不如社會新鮮人容易。五、職場流動對生涯發展仍具有好處，包括能夠突破生涯停滯的狀態、累積職場人脈對生涯發展有利，能進一步培養心理調適的能力。六、企業對學歷偏好反映社會主流價值，包括持高學歷具有較優越的社會印象、高學歷者容易獲得向上流動的機會，公私立學歷者同工不同酬現象顯示社會潛在意識，再則進修高學歷具有生涯預選的心理作用。七、學歷價值與所處社會情境有關，並非所有經濟發展階段都學歷貶值、並非所有服務機關都學歷無用、並非所有領域都是學歷獨尊、職場仍有文憑無法代表的事。八、高學歷人力資源生涯瓶頸在於過於專精，一張文憑只適用單一職業的文化已不符時代需求，能力與資歷多元化是未來職場趨勢，未來需克服學非所用的困境:需要面對高學歷供過於求的社會現實、需要將理論與技術融合創新以締造大於學歷的價值。九、工程師未來生涯發展的期許包括未來個人生涯發展以提升就業力為主，而未來企業福利須以提供經濟保障為宗旨。最後依據結果進行討論並針對個人及產官學三方面提出建議以供未來研究與實務工作參考。

關鍵字

科技工程師；生涯變動；學歷價值

並列摘要

Semiconductor industry in Taiwan met with global financial meltdown and produced unemployment. Many technological engineers with graduated degrees lost jobs and tried to find another work very hard. That had become a serious social problem. The purpose of this research was to explore unemployed engineers' life experiences about career mobility and credential values under the impact of semiconductor industry transition. Six unemployed engineers participated in this study. Narrative inquiry was used to develop an understanding of participants’ career contexts and opinions about credential values. Semi-structural in-depth interviewing was conducted by the researcher and guided by open-ended questions. The findings were: (1) The factors affected engineers’ career developments were in ecological systems under post-financial tsunami, inclusive of the impact of global economic development, to be a technology employee wasn’t the best occupational choice, and market factors would effect on technological development and opportunities of works. (2) Semiconductor industry transition affected the steadiness of employees’ career, inclusive of the awareness of unstable career state, to be worried about the wages were fell behind, and challenges of coping skills about be unemployment. (3) The factors of career mobility were multiple, inclusive of career satisfaction would be a drive and an attraction for career mobility, people with professional knowledge as moving productive tools, work experience and qualifications were symbolized personal wealth, psychological contract would be tested, structural unemployment would effect on career mobility. (4) The difficulties of obtaining employment were reflected by career mobility, inclusive of limited job vacancy, too professional to change jobs, it’s hard for works to keep jobs stable until retiring and less uneasily to find a job than fresh men. (5) Engineers had the advantages of career mobility, inclusive of to break through career plateau, to accumulate relationships, and to develop abilities for psychological adaption. (6) Technology corporations’ preference of credential reflected social mainstream values, inclusive of people with high degree would get outstanding social impressions and move upward more easily, the potential social values would be represented that wages level were according to different degrees, people with high degrees would expect good life in the future. (7) Credential values were judged in social contexts, graduated degree values depended on economic development stages, occupational categories and fields, and degrees couldn’t represent every working conditions. (8) To be specialized was the choke point for engineers with graduated degree, it’s enough that one degree for one job only, multi-abilities and qualifications were expected, people should overcome the difficulty that too many competitors with high degrees, and try to create more values by using theories and skills. (9) Engineers expected the goals of career development in the future were including individual working abilities and corporation welfares both. Finally, clinical and research suggestions were discussed according to the results, especially for engineers, semiconductor industry , government, university about career counseling strategies.