職涯防禦對主動性人格特質和職涯自我管理關係之干擾研究

The Moderating effect of Career Entrenchment on the relationship between Proactive Personality and Career Self-Management

張雅茵(Chang Yayin)

指導教授 ： 林淑慧

國立中正大學/社會科學院/勞工關係學研究所/碩士(2013年)

摘要

無疆界職涯代表著個人需面對跨部門、雙雇主、不同類型等的工作內容，因此在轉換工作頻繁的時代，職涯自我管理更顯重要。本研究之目的在探討個人的主動性人格特質、職涯防禦與職涯自我管理之關係。此外，以職涯防禦之三個構面（職涯投資、情緒成本與職涯侷限性）分別檢視對職涯自我管理之影響，並進一步以職涯防禦為干擾變項，探討職涯防禦對主動性人格特質與職涯自我管理關係之干擾效果。

本研究以產業人才投資方案之受訓人員為研究對象，採用郵寄問卷方式。最後共回收304份有效問卷，以統計軟體分析後得出以下研究結果：

一、主動性人格特質對職涯自我管理具有顯著正向影響。

二、情緒成本對職涯自我管理具有顯著正向影響，職涯侷限性對職涯自我管理具有顯著負向影響。

三、職涯防禦對主動性人格特質與職涯自我管理之交互作用具有部分顯著干擾效果。

最後本研究根據以上結論，提出以下幾點建議：
建議一：個人應從I型人才邁向π型人才，擁有跨領域與多專長才能在瞬息萬變的時代站穩腳步。
建議二：企業在招募時需要遴選具有主動性人格特質之應試者，以增進組織之績效。
建議三：企業應具有員工協助方案，輔助員工職涯發展與增加企業競爭力。

關鍵字

主動性人格特質 ； 職涯防禦 ； 職涯自我管理

並列摘要

A boundaryless career represents that individuals frequently work in the situation with cross-sectional industries, dual employers, and different types of work contents. The need of frequently changing jobs, people strive to self-management is very important.
The aim of this study was to explore the relationship among proactive personality, career entrenchment and career self-management. Career entrenchment of three components（career investments, emotional costs and limitedness of career alternatives）respectively to examine the impact of career self-management were investigated in the study.
In addition, this study also examined the influences of career entrenchment as moderator of the relationship between proactive personality and career self-management.
The total valid sample consisted of 304 from the Industrial Human Resource Investment Programs. The data were analyzed by AMOS and SPSS. The results are summarized as follows:

（1）Proactive personality positively effects on career self-management.

（2）Emotional costs positively effects on career self-management and Limitedness of career alternatives negatively effects on career self-management.

（3）Career entrenchment partially moderated effects between proactive personality and career self-management.

Finally, based on summary of this research, the study made the following suggestions:
（1） Individuals should change I-type talents towards π-type talent to fit in the requirement of cross-sectional and multi-expertise in the rapidly changing era.
（2） Enterprises should require the selection of the candidate with proactive personality to enhance the performance of the organization.
（3） Corporate should conduct Employee Assistance Programs(EAPs) to support staff career development and increase the competitiveness of enterprises.

並列關鍵字

Proactive Personality ； Career Entrenchment ； Career self-management

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