有關職涯停滯的前因研究中，對於工作輪調的研討相對較少，能夠驗證工作輪調會降低職涯停滯的論文更是少之又少。同時，過去有關工作輪調成功要素的研究文章也是不足的，有鑑於上述的研究缺口，本研究旨在探討工作輪調有助降低職涯停滯，同時歸納工作輪調成功的關鍵要素，提供員工規劃職涯發展及組織規劃工作輪調制度之參考。由於員工必須同時具備職涯停滯及工作輪調經驗，故採質性研究以獲取具脈絡性的第一手經驗資料，並依研究結果提出實務見解及建議。整體研究設計為透過半結構式訪談法取得12位員工經驗後，再參考紮根理論研究法的精神，針對受訪者的逐字稿進行文本分析。研究結果顯示，有75%的受訪者透過工作輪調降低了職涯停滯，並歸納對公司及員工的管理實務建議。

Research on the antecedents of career plateau has relatively few studies focused on job rotation, and even fewer papers can verify that job rotation reduces career plateau. Furthermore, past research on the success factors of job rotation is also insufficient. Given these research gaps, this study aims to explore whether job rotation helps reduce career plateau and to identify the key factors for successful job rotation. This will provide a reference for employees in planning their career development and for organizations in designing job rotation systems. Since employees must have both career plateau and job rotation experiences, a qualitative research approach was adopted to obtain contextual first-hand data (Creswell, 2013), and practical insights and suggestions were proposed based on the research findings. The overall research design involved using semi-structured interviews to gather experiences from 12 employees and then conducting textual analysis on the interview transcripts in line with the principles of grounded theory research. The results show that 75% of respondents reduced their career plateau through job rotation and management practice recommendations were summarized for both companies and employees.

論文審定書 i
中文摘要 ii
英文摘要 iii
目錄 iv
圖次 v
表次 vi
第一章 緒論 1
第二章 文獻回顧與研究假設 2
第一節 職涯停滯 3
第二節 職涯停滯的前因 4
第三節 工作輪調與職涯停滯 5
第三章 研究設計與實施 7
第一節 資料收集 7
第二節 訪談對象 8
第三節 編碼方式 11
第四章 資料分析結果 12
第一節 輪調者之背景與動機 12
第二節 輪調考量因素與因應策略 18
第三節 工作輪調與職涯停滯的關係 24
第五章 討論 33

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