根據 Super (1980) 的研究中表示「職涯」被定義為一個人一生中所扮演的角色
的組合和順序，這些角色包括孩子、學生、公民、勞動者、配偶、家庭主婦、為
人父母和退休人員等，這些角色的扮演呈現在大多數人生命中的某個時期，並帶
著被相對應的期望。其中以勞動者角色來看，同一份工作不一定能夠待到退休，
而「職涯緩衝」Career cushioning 是一種新工作型態。Shanthi (2022) 的說明「職
涯緩衝」指的是採取預防性的職業策略，以減輕未來職業的風險和不確定性。然
而，是什麼原因誘發員工有這方面的想法呢？本研究主架構為探討「職涯緩衝」
之原因及量表發展，並同步探討「恆毅力」、「訓練氛圍」與「職涯緩衝」之間
的影響關係，再進一步探討「職涯緩衝」中介「恆毅力」與「訓練氛圍」之關係，
「工作與生活平衡」在「恆毅力」與「職涯緩衝」之間的調節效果。
本研究以線上問卷的方式發放，對象為臺灣不同產業的在職員工作者為研究對
象，研究分成四回合，每段研究相隔兩週，研究一回收 121 份、研究二Ａ與Ｂ樣
本各回收 206 份、研究三回收 322 份，此三研究以量表發展為主，研究四進行研
究假設分析，共回收 257 份問卷，後續以 SPSS 22.0 迴歸分析進行檢定研究假設。
研究結果發現，恆毅力與職涯緩衝呈正相關，職涯緩衝與訓練氛圍呈正相關。在
中介效果中，職涯緩衝具有顯著影響。在調節效果中，工作與生活平衡有顯著影
響。本研究根據結果，提出實務管理意涵以及未來的研究方向給學者參考。

According to the research of Super (1980), "career" is defined as the combination
and sequence of roles played by a person in his or her life. These roles include child, student, citizen, worker, spouse, housewife, and parent. and retirees, etc. These roles
occur at some point in most people’s lives, and come with corresponding expectations. Among them, looking at the role of workers, one may not be able to stay in the same job
until retirement, and "career cushioning" is a new type of work. Shanthi (2022) explains
that "career cushioning" refers to adopting preventive career strategies to mitigate future
career risks and uncertainties. However, what causes employees to have this idea? The
main structure of this study is to explore the reasons for "career cushioning" and the
development of the scale, and simultaneously explore the influence relationship
between "grit ", "training climate" and "career cushioning", and then further explore
"career cushioning" Mediate the relationship between "grit" and "training climate", and
the moderating effect of "work-life balance" between "grit " and "career cushioning". This study was distributed in the form of online questionnaires to employees in
different industries in Taiwan. The study was divided into four rounds, with each period
of research separated by two weeks. Study 1 collected 121 copies, and Study 2 A and B
samples each collected 206. Study 3 collected 322 questionnaires. These three studies
focused on scale development. Study 4 conducted research hypothesis analysis. A total
of 257 questionnaires were collected. Subsequently, SPSS 22.0 regression analysis was
used to test the research hypothesis. The research results found that perseverance is
positively correlated with career buffer, and career buffer is positively correlated with
training atmosphere. Among the mediating effects, career buffering has a significant
impact. Among the moderating effects, work-life balance had a significant impact. Based on the results, this study proposes practical management implications and future
research directions for scholars' reference.

中文摘要.........................................................................................................................................i
Abstract.........................................................................................................................................ii
目錄...............................................................................................................................................iv
第一章 緒論.................................................................................................................................. 1
第一節 研究背景與動機..........................................................................................................1
第二節 研究目的.................................................................................................................... 6
第二章 量表發展之文獻探討......................................................................................................9
第一節 職涯緩衝(Career Cushioning)...................................................................................9
第二節 職涯停滯(Career Plateauing).................................................................................. 18
第三節 多變職涯態度(Protean Career)...............................................................................21
第三章 量表發展........................................................................................................................24
第一節 研究一：定義職涯緩衝與發展量表........................................................................24
第二節 研究二：職涯緩衝量表的開發................................................................................29
第三節 研究三：職涯緩衝量表獨立樣本驗證性因素分析................................................42
第四章 文獻探討與假設建立....................................................................................................44
第一節 恆毅力（Grit）.........................................................................................................44
第二節 訓練氛圍(Training Climate)....................................................................................47
第三節 工作與生活平衡(WLB)............................................................................................48
第五章 研究方法四.................................................................................................................... 51
第一節 研究架構.................................................................................................................... 51
第二節 研究對象與施測程序................................................................................................52
第三節 研究工具.................................................................................................................... 53
第四節 資料處理與分析........................................................................................................58
第六章 研究結果........................................................................................................................60
第一節 樣本特性.................................................................................................................... 60
v
第二節 描述性統計與相關係數分析....................................................................................61
第三節 假設分析.................................................................................................................... 63
第七章 討論與建議.................................................................................................................... 66
第一節 結果討論與理論意涵..............................................................................................66
第二節 管理意涵..................................................................................................................70
參考文獻...................................................................................................................................... 75
附錄.............................................................................................................................................. 89
vi
圖目錄
圖 5- 1 研究架構................................................................................................................................. 51
圖 6- 1 工作與生活平衡對恆毅力與職涯緩衝之調節效果圖......................................................... 64
vii
表目錄
表 3- 1 受測者想離職，但是還沒有真正離職填入原因(N=338)...................................................28
表 3-2 初編職涯緩衝量表之題項......................................................................................................29
表 3-3 樣本 A 描述性統計與相關係數 (N=206)............................................................................. 32
表 3-4 樣本 A 探索性因素負荷量 (N=206)..................................................................................... 34
表 3-5 職涯緩衝量表.......................................................................................................................... 35
表 3-6 樣本 B 探索性因素負荷量 (N=206)..................................................................................... 36
表 3-7 樣本 B 描述性統計與相關係數 (N=206)............................................................................. 37
表 3-8 樣本 A 與樣本 B 獨立樣本 T 檢定分析 (Sample A:N=206; Sample B:N=206).............. 39
表 3-9 平均數、標準差、獨立樣本 t 檢定 (Sample A:N=206; Sample B:N=206)..................... 40
表 5-1 信度檢定 (N=257)...................................................................................................................56
表 6-1 樣本特性 (N=257)...........................................................................................................60
表 6-2 平均數、標準差、皮爾森相關係數(N=257).................................................................62
表 6-3 假設一 PROCESS 檢定(N=257).................................................................................... 63
表 6-4 假設二 PROCESS 檢定(N=257).................................................................................... 63
表 6-5 假設三 PROCESS 檢定(N=257).................................................................................... 64
表 6-6 假設四 PROCESS 檢定(N=257).................................................................................... 64
表 6-7 研究結果摘要表...............................................................................................................6

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