碩士生五大人格特質、生涯自我效能與生涯調適力之相關研究

Abstract

本研究目的在探討不同背景變項之碩士生在五大人格特質、生涯自我效能與生涯調適力間之差異與相關情形，並建構碩士生生涯調適力之因果模式，驗證模式與研究資料的適配性。研究採用問卷調查法，針對28所大專院校、76個研究所碩士班學生，進行「人格特質量表」、「自我效能分量表」與「生涯調適力分量表」三份測量工具的實施。填答有效問卷的研究參與者共644人，其中男性245人，女性419人，年齡介於21至50歲（平均年齡為25.2歲）。問卷調查所得資料以描述統計、多變量變異數分析、典型相關分析與結構方程模式等方法進行處理。研究結果如下： 一、碩士生整體人格特質在性別、年級、年齡、科系類別、工作經驗與婚姻狀況等背景變項之差異達統計上的顯著意義。 二、碩士生整體生涯自我效能在性別、年齡、科系類別、工作經驗與婚姻狀況等背景變項之差異達統計上的顯著意義。 三、碩士生整體生涯調適力在年齡、科系類別、工作經驗與婚姻狀況等背景變項之差異達統計上的顯著意義。 四、碩士生的人格特質與生涯自我效能間有三組典型相關因素存在，且達統計上的顯著意義。 五、碩士生的人格特質與生涯調適力間有三組典型相關因素存在，且達統計上的顯著意義。 六、碩士生的生涯自我效能與生涯調適力間有二組典型相關因素存在，且達統計上的顯著意義。 七、人格特質、生涯自我效能與生涯調適力之修正因果模式從本研究資料獲得部分支持。其中人格特質與生涯調適力、生涯調適力與生涯自我效能、人格特質與生涯自我效能皆有直接因果關係存在。此外人格特質亦透過生涯調適力間接影響生涯自我效能。 最後，本研究根據上述結果進行討論，並提出針對碩士生生涯輔導與諮商工作以及未來研究等相關具體建議。

The purpose of the study was to explore the differences and relations among big five personality traits, career self-efficacy, and career adaptability of master students under different demographic backgrounds. In addition, the study aimed to construct a career adaptability model and to validate the appropriateness of the model applying to master students in Taiwan. The study adopted survey research design. Participants were 664 master students (Male=245; Female=419) from 28 universities in Taiwan, aged between 21 and 50 years old (M=25.2). They completed the NEO-FII, Self-efficacy Subscale, and Career Adaptability Subscale. Data collected was analyzed by descriptive statistics, MANOVA, canonical correlation, and SEM. The findings indicated that (1) there were significant differences in master students’ personality traits under different genders, grades, ages, majors, work experiences, and marital statuses, (2) there were significant differences in master students’ career self-efficacy under different genders, ages, majors, work experiences, and marital statuses, (3) there were significant differences in master students’ career adaptability under different ages, majors, work experiences, and marital statuses, (4) the canonical correlation between personality traits and career self-efficacy, personality traits and career adaptability, and career self-efficacy and career adaptability were significant, (5) the modified model proposed to describe the causal relationship among personality traits, career self-efficacy, and career adaptability was partially supported by the data in this study. Findings in this study were discussed and implications for practice and further research were also provided.