過往學者認為職涯停滯可能會是讓員工重新思考職涯之機會，本研究採需求理論與社會認知生涯理論的觀點，探討雙向度職涯停滯（階層停滯與工作內容停滯）和主動職涯行為的關係，並檢視雙向度期望未滿足（晉升期望未滿足與工作挑戰期望未滿足）之中介效果及晉升需求、成就需求、多元職涯傾向之調節效果。本研究蒐集兩個時間點共217份有效樣本，透過路徑分析檢驗中介效果與調節式中介效果並進行假設驗證。本次研究結果發現職涯停滯與期望未滿足間具有顯著正相關，高晉升需求員工經歷階層停滯時會產生越高的晉升期望未滿足，高成就需求員工經歷工作內容停滯時也會產生越高的工作挑戰期望未滿足；同時具有高晉升需求與高多元職涯傾向之階層停滯員工，會在晉升期望未滿足時選擇從事主動職涯行為，本研究將根據上述分析結果進行討論並提出實務管理及未來研究之建議。

Previous scholars suggest that career plateau may push employees to redefine their careers. Based on Theory of Needs and Social Cognitive Career Theory, this study explores the relationship between two-dimensional career plateau (hierarchical plateau and job content plateau) and proactive career behavior, and verifies the mediation effects of two-dimensional unmet expectations (unmet expectations of receiving promotion and unmet expectations of receiving challenging tasks) and the moderation effects of need for promotion, need for achievement and protean career orientation. The study collects two-wave data from 217 employees, uses path analysis to test the mediation and the moderated mediation effects, and then examines the hypotheses. The result reveals significant positive relationships between employees' career plateau and unmet expectations. Hierarchical plateaued employees with high need for promotion experienced higher unmet expectations of receiving promotion, and job content plateaued employees with high need for achievement also experienced higher unmet expectations of receiving challenging tasks. Moreover, hierarchical plateaued employees with both high need for promotion and high protean career orientation generate higher unmet expectations of receiving promotion and engage more in proactive career behavior. Based on the above results, further suggestions for practical implications and follow-up research are provided.

論文審定書 i
摘要 ii
Abstract iii
目　錄 iv
圖　次 vi
表　次 vi
第一章 緒論 1
第二章 文獻回顧與研究假設 4
第一節 職涯停滯 4
第二節 期望未滿足 6
第三節 職涯停滯與期望未滿足的關係 6
第四節 晉升需求對階層停滯和晉升期望未滿足的調節效果 7
第五節 成就需求對工作內容停滯和工作挑戰期望未滿足的調節效果 8
第六節 主動職涯行為 9
第七節 期望未滿足與主動職涯行為的關係 12
第八節 期望未滿足對職涯停滯和主動職涯行為的中介效果 13
第九節 多元職涯傾向的調節效果 14
第三章 研究方法 19
第一節 研究樣本與問卷發放程序 19
第二節 研究工具 22
第三節 分析方法 33
第四章 研究結果 34
第一節 驗證性因素分析 34
第二節 敘述性統計資料與相關係數 35
第三節 假設檢定 38
第五章 研究討論與建議 45
第一節 研究結論 45
第二節 實務管理意涵 47
第三節 研究限制與未來研究建議 49
參考文獻 51
附錄 59

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