職場工作者生涯自我效能、生涯調適力與工作適應之因素模式驗證

The Relationship among Career Self-efficacy, Career Adaptability and Work Adjustment of Adult Workers in Taiwan

楊淑涵(Shu-Han Yang)；田秀蘭(Hsiu-Lan Tien)；吳欣倫(Hsin-Lun Wu)；朱惠瓊(Hui-Chuang Chu)

生涯自我效能 ； 生涯調適力 ； 個人自我成長 ； 生活滿意度 ； 工作適應 ； career self-efficacy ； career adaptability ； personal growth initiative ； life satisfaction ； work adjustment

輔導與諮商學報

37卷1期（2015 / 05 / 01）

21 - 42

繁體中文

本研究目的在建立並驗證職場工作者生涯自我效能、工作適應與生涯調適力之相關因素因果模式，並探討不同背景工作者在模式中相關因素上之差異情形。研究工具包括「生涯自我效能量表」、「生涯調適力量表」、「工作適應量表」（包含「個人成長主動性」，與「生活滿意度量表」）。研究參與者包括台灣地區493位在職成人（男性180位，女性313），所得資料以多變量變異數分析與結構方程模式等方式進行分析，結果發現：（1）在生涯自我效能方面，女性職場工作者在難度知覺的效能程度高於男性，不同學歷、婚姻狀況與職業類別之職場工作者在生涯自我效能上也有顯著差異；（2）不同學歷及職業類別之職場工作者在生涯調適力上有顯著差異；（3）工作適應的自我成長方面，研究所畢業者高於專技大學畢業之工作者，社會型領域工作者顯著高於實用型；（4）工作適應的生活滿意度方面，男女無顯著差異，但已婚者生活滿意度高於未婚者，研究所畢業者高於專技大學畢業者，社會型領域工作者也顯著高於實用型工作者。此外，本研究所建立之生涯調適力因果模式有得到資料上的支持，亦即生涯調適力越佳，工作適應越好。最後，本研究針對研究結果做進一步的討論與建議，作為未來對職場工作者做生涯輔導與諮商工作的參考。

This study explored how the different demographic background of adult Taiwan workers affect their career self-efficacy, career adaptability and work adjustment, and the relationship among these variables. In addition, we proposed a hypothesis model to explain the relationship between career adaptability, career self-efficacy and work adjustment. The participants were 493 adult workers (Male=180; Female=313) in northern Taiwan. They completed the Career Self-efficacy Scale, Career Adaptability Scale, Personal Growth Initiative Scale, and Life Satisfaction Scale. The collected data were analyzed using descriptive statistics, MANOVA, and SEM. The findings indicated that (1) the gender, educational level, marital status and occupational category of the adult workers resulted in significant differences in their career self-efficacy;(2) the educational level and occupational category of the adult workers resulted in significant differences in their career adaptability; (3)the educational level, marital status and occupational category of the adult workers resulted in significant differences in their degree of personal growth initiative and life satisfaction; and (4) the proposed model of causal relationship among career self-efficacy, career adaptability and work adjustment was partially supported. The findings were discussed. Implications for practice and further research were also provided.

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