在快速變遷的商業環境中，企業需要不斷適應新挑戰，但仍有部分員工基於各種原因希望工作內容保持穩定不變。過去關於工作內容停滯的研究多忽略了員工基於個人意願選擇工作內容停滯的內部成因；為了填補這一研究空白，本研究旨在：(1) 發展多向度工作內容停滯成因量表，以深入探討員工不願接受工作內容變動的原因，並作為企業診斷工具的基石；(2) 透過效標變項檢驗工作內容停滯成因量表之效果；(3) 根據工作內容停滯成因量表之向度提出與之相應的人力資源管理措施。本研究依據Hinkin (2005)所提出的量表發展建議，將研究分為兩大階段：量表發展及量表施測。首先透過開放式問卷蒐集全職工作者不願接受工作內容變動的關鍵事例，並根據事例進行構面歸納、題項發展及內容效度評估。接著以樣本一 (n1 = 169) 進行探索性因素分析，以樣本二 (n2 = 170) 進行驗證性因素分析，再用整體樣本 (N = 339) 進行量表各次向度之信度分析，並透過相關分析及路徑分析檢驗效標關聯效度。最終，本研究編制出一個七向度的工作內容停滯成因量表，且量表構面與職涯與工作滿意度、內在工作動機，及接受工作內容變動之意願之間皆有顯著關聯，表示其對效標變項具解釋力。本研究在最後針對研究結果進行探討，並提出與工作內容停滯成因相應的人力資源管理措施，幫助管理者深入了解員工的需求，制定適當的應對策略。

In a rapidly changing business environment, companies need to constantly adapt to new challenges, but some employees still prefer their job content to remain stable for various reasons. Previous research on job content plateauing has mostly neglected the internal reasons where employees voluntarily choose job content plateauing. To fill the research gap, this study aims to (1) develop a multidimensional scale for the reasons for job content plateauing, to explore why employees resist changes in job content and to serve as a foundational diagnostic tool for organizations; (2) test the scale using criterion variables; and (3) propose corresponding human resource management practices based on the dimensions identified in the scale. Following the scale development principles provided by Hinkin (2005), the study is divided into two main stages: “developing the measures” and “testing the new measures”. Initially, critical incidents of full-time employees' resistance to accept job content changes were collected through open-ended questionnaires, followed by dimension induction, item generation, and content validity assessment. Exploratory factor analysis was conducted using sample 1 (n1 = 169), and confirmatory factor analysis was conducted using sample 2 (n2 = 170). Reliability analysis for each sub-dimension of the scale and criterion-related validity testing were performed using the entire sample (N = 339). Finally, a seven-dimension scale for the reasons for job content plateauing was developed. The dimensions of the scale were found to be significantly related to career and job satisfaction, intrinsic work motivation, and the willingness to accept changes in job content, indicating their explanatory power for the criterion variables. The study concludes with a discussion of the findings and proposes human resource management practices corresponding to the reasons for job content plateauing to help managers better understand employee needs and formulate appropriate response strategies.

論文審定書 i
誌謝 ii
中文摘要 iii
英文摘要 iv
目錄 v
圖次 vi
表次 vii
第一章 緒論 1
第二章 文獻回顧 4
第一節 職涯停滯概念發展 4
第二節 工作內容停滯及其內部成因與現行衡量工具 6
第三節 工作內容停滯之潛在內部成因 7
第三章 研究方法 11
第一節 量表發展程序 11
第二節 研究樣本 13
第三節 研究工具 14
第四章 研究結果 16
第一節 第一階段之量表發展 16
第二節 第二階段之量表測試 48
第三節 相關分析 64
第四節 補充分析 66
第五章 討論與建議 71
第一節 研究結果討論 71
第二節 管理實務建議 77
第三節 研究限制與未來研究方向 81
參考文獻 84
附錄 89

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