面對全球科技與社會經濟瞬息萬變，如何因應職涯挑戰並調節工作壓力顯為重要，其中生涯調適力為個人重要心理資源，協助個人因應挑戰建構職涯。過去研究指出，生涯調適力與工作滿意度和生活滿意度呈正向關聯，然而，若應用於組織管理，生涯調適力如何影響組織員工幸福與滿意感受，尚需進一步說明。是故，本研究以「生涯建構論」為基礎，並結合個人「心理資源」與「心理能量」觀點，探討員工生涯調適力與工作滿意度和生活滿意度之中介歷程。本研究以台灣地區現職工作者為研究對象，進行一階段問卷調查，共回收有效問卷246筆。研究結果顯示，員工活力旺盛會完全中介個人生涯調適力與工作滿意度之關係；員工活力旺盛會完全中介個人生涯調適力與生活滿意度之關係。換言之，透過生涯建構論之生涯調適模型，成功解釋員工活力旺盛於個人生涯心理建構歷程扮演之角色，以及生涯調適力此一個人資源應用意涵。最後，本研究針對研究結果討論管理實務意涵，並對未來研究方向提出建議。

In today’s rapidly changing world, career adaptability has become a crucial psychological resource, enabling individuals to shape their professional journeys. Research in workplace management has shown that career adaptability is positively linked to both job satisfaction and life satisfaction. However, the mechanisms behind these relationships require further exploration. Therefore, this study, based on career construction theory, integrates perspectives on psychological resources and psychological energy to examine how career adaptability influences job and life satisfaction. Targeting employees in Taiwan, the study collected a total of 246 valid responses through a first-phase questionnaire survey. The findings reveal that thriving at work fully mediates the relationship between career adaptability and both job satisfaction and life satisfaction. In other words, the career adaptability model explains how thriving at work plays a key role in the psychological development process and highlights the value of career adaptability as a personal resource. Finally, the study discusses practical implications and provides suggestions for future research directions.

論文審訂書 i
摘要 ii
Abstract iii
目錄 iv
圖次 vi
表次 vii
第壹章 緒論 1
第貳章 文獻探討與研究假設 4
第一節、生涯建構論 4
第二節、生涯調適力 5
第三節、活力旺盛 6
第四節、工作滿意度與生活滿意度 7
第五節、各變項之間的關聯 8
第參章 研究方法 15
第一節、研究架構與假設 15
第二節、研究對象與資料收集程序 16
第三節、研究工具 18
第肆章 研究結果 21
第一節、驗證性因素分析 21
第二節、相關分析 24
第三節、假設檢定 25
第伍章 討論與建議. 29
第一節、理論意涵 29
第二節、管理意涵 31
第三節、研究限制及未來研究建議 32
參考文獻 35

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