成人期職涯危機調適行動探索

Career Crisis and Adaptation in Middle Adulthood

10.6129/CJP.201806_60(2).0003

陳相如(Hsiang-Ju Chen)；陳鏡如(Chingju Grace Chen)

SOC調適策略 ； 心理社會發展理論 ； 職涯危機 ； SOC strategies ； psychosocial development theory ； career crisis

中華心理學刊

60卷2期（2018 / 06 / 01）

125 - 149

繁體中文;英文

於高齡化、少子化社會，延長就業年限是解決勞動力不足的一種方式，目前的中年就業者被迫延長其專業年限因應新政策。本研究以9位中年人士為研究對象，探索其歷經的職涯危機與因應危機的調適策略。以E. H. Erikson（1959, 1994; Erikson, Erikson, & Kivnick, 1994/2000）的心理社會發展理論，與P. B. Baltes（1987, 1997）的選擇、最適化及補償（selection, optimization, and compensation, SOC）調適策略為理論框架，半結構式訪談大綱為研究工具，深度訪談收集研究資料，現象學取向的資料分析方式，研究發現：職涯發展歷程具有類似心理社會發展階段的現象，職涯危機的現象類似於心理社會發展危機，心理社會發展階段未達青少年期者，職涯危機主題與個人能力較為相關，心理社會發展階段達到青少年期以後者，職涯危機主題與自我和產業的連結較為相關。因應危機採取的行動共有三種：轉換工作、學習行動，以及尋求他人協助，分屬於基於失去後的選擇、最適化與補償策略三種調適策略，每一位在經驗職涯危機時，至少會應用兩種以上的調適行動，唯採用最適化與補償策略才有助於邁入下一個心理社會發展階段。本研究針對Erikson對危機的論述，深入探討Erikson的理論面向，並歸納因應職涯危機主題與調適行動，研究可提供Erikson理論運用於職涯發展之例證，以供職涯發展相關實務與後續研究工作的參考。

As the baby boomers start to step into the retirement and the birth rate has been decreasing, the shortage in the labor force is a significant issue around the world. The postponement of retirement has become one of the strategies to compensate the shortage of the labor force. The midlife employees are facing the challenges to extend their career to cope with this trend. The purpose of the study is to explore the phenomena of careers crisis and the actions taken by the midlife professionals to solve the crisis. Guided by Erikson’s (1959, 1994; Erikson, Erikson, & Kivnick, 1994/2000) psychosocial development theory and P. B. Baltes' (1987, 1997) selection, optimization, and compensation (SOC) strategies, this phenomenological research study interviewed nine adults aged between 35-50 to understand their career development when encountered crisis. The research findings show that the participants' career development stages are similar to Erikson's psychosocial developmental stages, and the career crisis is t he turning point to the next psychosocial developmental stage. For those participants who have successfully completed school age psychosocial development stage, their career crisis themes are related to personal abilities. For those participants who have successfully completed adolescence psychosocial development, their career crisis themes are related to the relations between self and the profession. The research findings conclude three actions for adaptation of the career crisis: looking for another job, learning and seeking help from other professionals, which corresponding to the three strategies: loss-based selection, optimization, and compensation, respectively. Each of the participants applied at least two or more actions to cope with the career crisis, but only the actions that are optimization- or compensation-oriented would help to move into the next psychosocial development stage. The study findings support Erikson's crisis hypothesis in the career psychosocial development and found three adaptive actions to optimize or to compensate the participants' crisis-related issues at the work. Implications for the career counselors, adult learning educators, and human resource (HR) division are discussed.

1. Adelson, J.(Ed.)(1980).Handbook of adolescent psychology.New York, NY:John Wiley.
2. Bajor, J. K.,Baltes, B. B.(2003).The relationship between selection optimization with compensation, conscientiousness, motivation, and performance.Journal of Vocational Behavior,63,347-367.
3. Baltes, B. B.,Dickson, M. W.(2001).Using life-span models in industrial-organizational psychology: The theory of selective optimization with compensation.Applied Developmental Psychology,5,51-62.
4. Baltes, M. M.,Carstensen, L. L.(1996).The process of successful aging.Aging and Society,16,397-422.
5. Baltes, P. B.(1997).On the incomplete architecture of human ontogeny. Selection, optimization, and compensation as foundation of developmental theory.American Psychology,52,366-380.
6. Baltes, P. B.(1987).Theoretical propositions of life-span developmental psychology: On the dynamics between growth and decline.Developmental Psychology,23,611-626.
7. Baltes, P. B.,Baltes, M. M.,Freund, A. M.,Lang, F.(1999).The measurement of selection, optimization, and compensation (SOC) by self-report: Technical report.Berlin, Germany:Max Planck Institute.
8. Creswell, J. W.(2013).Qualitative inquiry and research design: Choosing among five traditions.Thousand Oaks, CA:Sage.
9. Demerouti, E.,Bakker, A. B.,Leiter, M.(2014).Burnout and job performance: The moderating role of selection, optimization, and compensation strategies.Journal of Occupational Health Psychology,19,96-107.
10. Erikson, E. H.(1959).Identity and the life cycle: Selected papers.New York, NY:International Universities Press.
11. Erikson, E. H.(1994).Identity: Youth and crisis.New York, NY:W. W. Norton.
12. Erikson, E. H.、Erikson, J. M.、Kivnick, H. Q.、周伶利譯(2000)。Erikson老年研究報告：人生八大階段。台北=Taipei:張老師文化=Living Psychology。
13. Freund, A. M.,Baltes, P. B.(2002).Life-management strategies of selection, optimization, and compensation: Measurement by self-report and construct validity.Journal of Personality and Social Psychology,82,642-662.
14. Freund, A. M.,Baltes, P. B.(1998).Selection, optimization, and compensation as strategies of life management: Correlations with subjective indicators of successful aging.Psychology and Aging,13,531-543.
15. Gestsdóttir, S.,Lerner, R. M.(2007).Intentional self-regulation and positive youth development in early adolescence: Findings from the 4-h study of positive youth development.Developmental Psychology,43,508-521.
16. Henry, H.,Zacher, H.,Desmette, D.(2015).Reducing age bias and turnover intentions by enhancing intergenerational contact quality in the workplace: The role of opportunities for generativity and development.Work, Aging and Retirement,1,243-253.
17. Kroger, J.,Martinussen, M.,Marcia, J. E.(2010).Identity status change during adolescence and young adulthood: A meta-analysis.Journal of Adolescence,33,683-698.
18. Lerner, R. M.,Freund, A. M.,De Stefanis, I.,Habermas, T.(2001).Understanding develomental regulation in adolescence: The use of the selection, optimization, and compensation model.Human Developmet,44,29-50.
19. Luyckx, K.,Duriez, B.,Klimstra, T. A.,De Witte, H.(2010).Identity statuses in young adult employees: Prospective relations with work engagement and burnout.Journal of Vocational Behavior,77,339-349.
20. Marcia, J. E.(1966).Development and validation of ego identity status.Journal of Personality and Social Psychology,3,551-558.
21. Miranda-Chan, T.,Nakamura, J.(2015).A generativity track to life meaning in retirement: Ego-integrity returns on past.Work, Aging and Retirement,2,24-37.
22. Müller, A.,De Lange, A.,Weigl, M.,Oxfart, C.,Van Der Heijden, B.(2013).Compensating losses in bridge employment? Examining relations between compensation strategies, health problems, and intention to remain at work.Journal of Vocational Behavior,83,68-77.
23. Müller, A.,Weigl, M.,Heiden, B.,Herbig, B.,Glaser, J.,Angerer, P.(2013).Selection, optimization, and compensation in nursing: Exploration of job-specific strategies, scale development, and age-specific associations to work ability.Journal of Advancing Nursing,69,1630-1642.
24. Munley, P. H.(1975).Erik Erikson's theory of pshychosocial development and vocational behavior.Journal of Counseling Phychology,22,314-319.
25. Munley, P. H.(1977).Erikson's theory of psychosocial development and career development.Journal of Vocational Behavior,10,261-269.
26. Negru-Subtirica, O.,Pop, E. I.,Crocetti, E.(2015).Developmental trajectories and reciprocal associations between career adaptability and vocational identity: A three-wave longitudinal study with adolescents.Journal of Vocational Behavior,88,131-142.
27. Niles, S. G.(Ed.)(2002).Adult career development: Concepts, issues, and practices.Tulsa, OK:National Career Development.
28. Ouwehand, C.,de Ridder, D. T. D.,Bensing, J. M.(2007).A review of successful aging models: Proposing proactive coping as an important additional strategy.Clinical Psychology Review,27,873-884.
29. Savickas, M. L.(1985).Identity in vocational development.Journal of Vocational Behavior,27,329-337.
30. Schmitt, A.,Zacher, H.,Frese, M.(2012).The buffering effect of selection, optimization, and compensation strategy use on the relationship between problem solving demands and occupational well-being: A daily diary study.Journal of Occupational Health Psychology,17,139-149.
31. Schultz, D. P.,Schultz, S. E.(2005).Theories of personality.Belmont, CA:Wadsworth.
32. Skorikov, V.,Vondracek, F. W.(1998).Vocational identity development: Its relationship to other identity domains and to overall identity development.Journal of Career Assessment,6,13-35.
33. Weigl, M.,Müller, A.,Hornung, S.,Zacher, H.,Angerer, P.(2013).The moderating effects of job control and selection, optimization, and compensation strategies on the age-work ability relationship.Journal of Organizational Behavior,34,607-628.
34. Wiese, B. S.,Freund, A. M.,Baltes, P. B.(2000).Selection, optimization, and compensation: An action-related approach to work and partnership.Journal of Vocational Behavior,57,273-300.
35. Zacher, H.,Frese, M.(2011).Maintaining a focus on opportunities at work: The interplay between age, job complexity, and the use of selection, optimization, and compensation strategies.Journal of Organizational Behavior,32,291-318.
36. Zacher, H.,Rosing, K.,Henning, T.,Frese, M.(2011).Establishing the next generation at work: Leader generativity as a moderator of the relationships between leader age, leader-member exchange, and leadership success.Psychology and Aging,26,241-252.
37. Zacher, H.,Schmitt, A.,Gielnik, M. M.(2012).Stepping into my shoes: Generativity as a mediator of the relationship between business owners' age and family succession.Ageing & Society,32,673-696.
38. 國家發展委員會(2016)。中華民國人口推估（105至150年）。台北=Taipei:作者=Author。
39. 陳相如、陳鏡如(2017)。中年專業人士職場危機經驗之探索。成人及終身教育學刊，28，1-41。

1. 蔡念耘,葉家瑜,黃政昌,彭尉慈,郭昊綸(2020)。「厭世代心理評估」的內涵與方式之探討。諮商與輔導，417，47-52+10。
2. 陳蕙芬(2019)。以使命感塑形：工作形塑的能力陶冶。中山管理評論，27(1)，179-226。
3. 段奇維,呂桂枝,王珮珩(2021)。一位成年期初診斷再生不良性貧血病人之護理經驗。長庚護理，32(4)，128-138。
4. 謝淑玲,李孟芬(2021)。中高齡自由工作者之職涯選擇歷程。勞動及職業安全衛生研究季刊，29(2)，109-131。