Strauss等學者（2012）提出未來工作自我顯著性為個人對未來自我在工作層面所認知的清晰度與容易想像的程度，能作為個人職涯發展的羅盤及驅動力。本研究以未來工作自我顯著性之概念為基礎，探究如何藉由干預措施提升個人的未來工作自我顯著性，並依據可能自我理論及幻想實現理論之觀點，參考Oyserman等人（2006）的干預程序及Taber（2015）的諮商程序，設計發展一套於學生及職場人士皆適用的干預措施。本研究透過開設工作坊形式對自願參與者進行干預措施，檢驗參與者的未來工作自我顯著性在干預措施前與後之差異。進一步以職涯建構論之觀點，探討未來工作自我顯著性與職涯適應力、主動職涯行為之關聯性。經由問卷調查法，在四次工作坊中，分別採三個時間點的方式收集資料，共獲得108份有效樣本，研究結果顯示，本研究發展之干預措施對於職場工作者、大學及碩士學生樣本，皆能有效提升未來工作自我顯著性，於干預措施結束一個月後仍具明顯效果，且未來工作自我顯著性的提升亦進一步對職涯適應力及主動職涯行為產生正向影響力。本研究根據研究結果，提出未來研究建議，及對於企業管理者、人力資源從業人員、教育工作者、個人職涯管理之實務意涵。

Strauss et al. (2012) proposed the concept of future work self salience, which refers to the clarity and accessibility of individuals' future selves in the context of work. This concept serves as a compass and driving force for individual career development. Based on the concept of future work self salience, this study explores methods to increase individuals' future work self salience through intervention. Drawing on Possible Selves Theory and Fantasy Realization Theory, as well as referring to intervention procedures by Oyserman et al. (2006) and counseling procedures by Taber (2015), a set of interventions suitable for both students and workers was designed and developed. This study employed workshops to implement intervention, inviting voluntary participants to examine the differences in future work self salience before and after the intervention. Furthermore, using the framework of Career Construction Theory, it investigates the relationship between future work self salience, career adaptability, and proactive career behaviors. Data were collected from 108 valid samples through a questionnaire survey at three-time points during four workshops. The results suggested that the intervention developed in this study effectively enhanced future work self salience for samples of employees, undergraduate students, and master's degree students. The effects were still significant one month after the intervention. Moreover, the improvement in future work self salience positively impacted career adaptability and proactive career behaviors. Based on the above results, this study suggests future research and practical implications for business managers, human resources specialists, educators and personal career management.

論文審定書i
摘要ii
Abstractiii
目錄iv
圖次vi
表次vii
第一章 緒論1
第二章 文獻回顧與研究問題及假設6
第一節 未來工作自我顯著性（Future Work Self Salience）6
第二節 提升未來工作自我顯著性的干預措施10
第三節 未來工作自我顯著性與職涯適應力（Career Adaptability）22
第四節 未來工作自我顯著性與主動職涯行為（Proactive Career Behaviors）24
第三章 研究方法28
第一節 研究程序28
第二節 研究樣本34
第三節 研究工具38
第四節 共同方法變異與資料分析方法45
第四章 研究分析結果47
第一節 驗證性因素分析47
第二節 未來工作自我顯著性之重複測量單因子變異數分析48
第三節 相關分析51
第四節 路徑分析55
第五章 結論與建議61
第一節 研究結論61
第二節 實務意涵64
第三節 研究限制與未來研究方向67
參考文獻72
附錄80
第一階段問卷80
第二階段問卷83
第三階段問卷85
干預措施學習單：第一步驟 過去與現在88
干預措施學習單：第二步驟 未來工作自我89
干預措施學習單：第四步驟 規劃未來職涯90

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