以社會網絡方法分析工作世界：科系就業樣態與職能潛在通性的探索

To Analyze the World-of-Work Network by Social Network Analysis Method: The Exploration of Employment Pattern and the Latent Generality

10.6147/JHRM.2011.1203.03

劉賢文(Hsien-Wen Liu)；王思峰(Sy-Feng Wang)

職涯 ； 工作世界地圖 ； 社會網絡分析方法 ； 職業興趣代碼 ； 職能潛在通性 ； career ； world-of-work map (WWM) ； social network analysis method ； Holland Code ； latent generality

人力資源管理學報

12卷3期（2012 / 09 / 01）

51 - 73

繁體中文

本研究以輔大心理系學生為樣本，探索科系的職業樣態與職能潛在通性。首先以職業本質建構工作世界網絡地圖，描繪心理系範疇中的職業間關係與脈絡，進而使用社會網絡分析方法對就業空間進行職業關係層次上的分析。結果指出，從專業課程預測學生實際的就業樣態效果並不理想（R^2＝0.03），心理系學生實際從事的職業網絡呈現多元的樣態，主要可分成助人、工商與媒體藝文三個主要職群，而大部分的職業都分別聚集在助人與工商專業職群，職群間有著一種職能潛在通性：擁有注重關係的價值觀與良好的洞察、觀察、組織及規劃能力；豐富的心理、教育、人際與服務知識；並具備問題解決、人際影響技能。研究結果對學生而言，可以協助探索，讓學生更認識自己，發展有意義的職涯；對管理者而言，可以打破科系名義分類甄選的窠臼，以科系的實質通性來甄選具有潛力的社會新鮮人。

This study used students from the Department of Psychology, Fu Jen Catholic University as samples to explore the occupational pattern and the latent generality of occupational competence in a particular department. Firstly, the World-of-Work Network was constructed in accordance with the essential characteristics of work to illustrate the relationships and contexts between occupations in the work filed of the Department of Psychology. Further, the study analyzed the relationship structure in the occupation space by the Social Network Analysis Method. The results show only 3% of the realized work pattern covariance was predicted by the professional courses of school (R^2=0.03). It is a multi-dimensional pattern, which include three occupational clusters: Helping, Business & Industry, and Media & Art. Most occupations gather in the Helping and Business & Industry. There is a latent generality between these two clusters: One is equipped with the work value of relationships; good ability of insight, observation, organization and plan; sufficient knowledge of psychology, education, interperson and service; well skill of problem solving, interpersonal influence. For students, the result will be available to help them to further know themselves and helping in their career exploration and meaningful development. For management, it is meaningful in breakthrough of the stereotype of the new comer selected by the nominal department category. Instead of to select a fresh graduated by the real generality of occupational competence.

1. 王秀槐(2002)。人我之際：台灣大學生的生涯建構歷程。本土心理學研究，17，165-242。
   連結：
2. 楊奕源、姚惠忠(2005)。求職者於求職期間之限制因素之探討。人力資源管理學報，5(2)，121-142。
   連結：
3. Ashforth, B. E.,Mael, F. E.(1989).Social identity theory and the organization.The Academy of Management Review,14,20-39.
4. Blustein, D. L.(1997).A context-rich perspective of career exploration across the life roles.Career Development Quarterly,45,260-274.
5. Borgatti, S. P.,Everett, M. G.,Freeman, L. C.(2002).Ucinet 6 for windows: Software for social network analysis.Cambridge, MA:Analytic Technologies.
6. Brown, D.(Ed.),Associates(Ed.)(2002).Career choice and development.San Francisco, CA:Jossey-Bass.
7. Brown, D.(Ed.),Broooks, L.(Ed.)(1984).Career choice and development: Applying contemporary theories to practice.San Francisco, CA:Jossey-Bass.
8. Brown, S. D.(Ed.),Lent, R. W.(Ed.)(2005).Career development and counseling: Putting theory and research to work.Hoboken, NJ:Wiley.
9. Cascio, F. W.,Aguinis, H.(2005).Applied psychology in human resource management.Upper Saddle River, NJ:Pearson Prentice Hall.
10. Dessler, G.(2005).Human resource management.Upper Saddle River, NJ:Prentice Hall.
11. Festinger, L.(1954).A theory of social comparison processes.Human Relations,7(2),117-140.
12. Gottfredson, L. S.(1981).Circumscription and compromise: A developmental theory of occupational aspirations.Journal of Counseling Psychology,28,545-579.
13. Granovetter, M. S.(1973).The strength of weak ties.American Journal of Sociology,78,1360-1380.
14. Hanneman, R. A.,Riddle, M.(2005).Introduction to social network methods.Riverside, CA:University of California.
15. Huang, T. C.、Byars, L. L.、Rue, W. L.(2011)。人力資源管理：全球思維台灣觀點。台北:普林斯頓。
16. Kildduff, M.,Tsai, W.(2003).Social network and organizations.London:Sage.
17. McCloy, R.,Campbell, J.,Oswald F. L.,Lewis, P.,Rivkin, D.(1999).Reports of National Center for O*NET DevelopmentReports of National Center for O*NET Development,Raleigh, NC:National Center for O*NET Development.
18. Petersen, T.,Saporta, I.,Seidel, M.-D. L.(2000).Offering a job: Meritocracy and social networks.American Journal of Sociology,106,763-816.
19. Peterson, N. G.(Ed.),Mumford, M. D.(Ed.),Borman, W. C.(Ed.),Jeanneret, P. R.(Ed.),Fleishman, E. A.(Ed.)(1999).An occupational information system for the 21st century: The development of O* NET.Washington, DC:American Psychological Association.
20. Peterson, N. G.,Mumford, M. D.,Borman, W. C.,Jeanneret, P. R.,Fleishman, E. A.,Levin, K. Y.,Campion, M. A.,Mayfield, M. S.,Morgeson, F. P.,Pearlman, K.,Gowing, M. K.,Lancaster, A. R.,Silver, M. B.,Dye, D. M.(2001).Understanding work using the occupational information network (O* NET): Implication for practice and research.Personnel Psychology,54,451-492.
21. Prediger, D. J.(2002).Abilities, interests, and values: Their assessment and their integration via the world-of-work map.Journal of Career Assessment,10(2),209-232.
22. Prediger, D. J.(1981).Mapping occupations and interests: A graphic aid for vocational guidance and research.Vocational Guidance Quarterly,30,21-36.
23. Prediger, D. J.,Swaney, K. B.(2004).Work task dimensions underlying the world of work: Research results for diverse occupational databases.Journal of Career Assessment,12(4),440-459.
24. Rounds, J.,Smith, T.,Hubert, L.,Lewis, P.,Rivkin, D.(1999).Reports of National Center for O * NET DevelopmentReports of National Center for O * NET Development,Raleigh, NC:National Center for O * NET Development.
25. Savickas, M. L.(2008).David V. Tiedeman: Engineer of career construction.Career Development Quarterly,56,217-224.
26. Schein, H. E.(1978).Career dynamics: Matching individual and organizational needs.Boston, MA:Addison-Wesley.
27. Seidel, M.-D. L.,Polzer, J. T.,Stewart, K. J.(2000).Friends in high places: The effect of social networks on discrimination in salary negotiations.Administrative Science Quarterly,45,1-24.
28. Super, D. E.(1980).A life-span, life-space approach to career development.Journal of Vocational Behavior,16,282-298.
29. Tiedeman, D. V.,O''Hara, R. P.(1963).Career development: Choice and adjustment.Princeton, NJ:College Entrance Examination Board.
30. Tinsley, E. A. H.(1995).School to work transition.Journal of Vocational Behavior,46,229-230.
31. Wahba, J.,Zenou, Y.(2005).Density, social networks and job search methods: Theory and application to Egypt.Journal of Development Economics,78,443-473.
32. Wasserman, S.,Faust, K.(1994).Social network analysis: Methods and applications.New York:Cambridge University Press.
33. Watts, D. J.,Strogatz, S. H.(1998).Collective dynamics of "small-world network".Nature,393,440-442.
34. 方世榮譯、Dessler, G.(2007)。現代人力資源管理。台北:華泰。
35. 王思峰、吳濟聰、夏侯欣鵬、呂亮震、周志明(2009)。學校到職場轉換之複雜性與轉銜性：大學就業與生涯輔導資訊系統設計規範芻議。台灣心理學會第四十八屆年會，台北:
36. 吳芝儀譯、Zunker, V. G.(1996)。生涯發展的理論與實務。台北:揚智。
37. 呂亮震、王思峰、劉兆明、黃思聞(2009)。以職涯空間重新思考弱勢工作者失業輔導與就業媒合：O* NET 資料的實徵研究。台灣心理學會第四十八屆年會，台北:
38. 金樹人、林清山、田秀蘭(1989)。我國大專學生生涯發展定向之研究。教育心理學報，22，167-190。
39. 張滿玲譯、Muchinsky, M. P.(2006)。工作心理學。台北:雙葉。
40. 莊耀嘉譯、王重鳴譯、Smith, E. R.、Mackie, D. M.(2001)。社會心理學。台北:桂冠。
41. 楊智馨、林世華(1998)。大學生生涯發展狀況與自我認定狀態之關係。教育心理學報，30(2)，1-16。
42. 熊瑞梅(1995)。社會網絡的資料蒐集、測量及分析。社會調查與分析：社會科學研究方法檢討與前瞻之一，台北: