長期以來專業能力與專門知識常被一般人所混為一談，但研究者發現專門知識並不足以因應實際工作場域的挑戰，專業能力才是每個人在實際工作場域中所須具備的競爭力，但什麼是專業能力？如何養成或學習？

本研究在探討『動態、複雜』的產業環境下所須具備的專業能力、專業能力的內涵以及培養的過程。在研究的過程當中研究者發現專業能力與專門技能之間的差異以及專業能力培養的動態過程架構。

本研究發現專業能力的動態學習架構如下：
一、 工作態度
A. 敬業精神
B. 勇於挑戰的企業家精神
C. 強烈的學習慾望
二、 工作技能
A. 知識
B. 模仿或複製他人經驗
C. 邏輯思考能力
D. 概念性問題的理解能力
E. 自我經驗的累積

In the long run, people are confused between professionalism and specialized knowledge. Researcher discovered that specialized knowledge is not sufficient in conquering all the challenges in the real working field, professionalism is the key competency that we should have. But, what is professionalism? And how we can cultivate the ability?

The study is to discuss the abilities what we should equip, the factors of professionalism, process of cultivation, under the『dynamic、complex』industry environment. Researcher also discovered the differences between professionalism and specialized knowledge and the dynamic process structure of ability cultivation.

The dynamic learning structure is as follows：
I. Career attitude
A. Hard-working spirit
B. Entrepreneurship of challenging courage
C. Desire of learning
II. Working sills
A. Knowledge
B. Imitation or experience copying
C. Logical thinking
D. Sense of conceptual issues

第一章 序論………………………………………………………… 1
第二章 文獻探討…………………………………………………… 2
第一節 情緒智商…………………………………………………. 2
第二節 職能………………………………………………………. 7
第三章 研究方法與流程………………………………………………12
第一節 質化研究方法…………………………………………......12
第二節 敘說探究………………………………………………......15
第三節 敘說研究流程的四個步驟………………………………..22
第四章 數位匯流上的一葉萹舟…………………………………….25
引言…………………………………………………………………25
第一節 楔子---因緣際會…………………………………………27
第二節 啟航………………………………………………………..33
第三節 匯流的第一個浪頭………………………………………..59
第四節 變天………………………………………………………..68
個案解析……………………………………………………………76
第五章 結論………………………………………………………….80

一、 中文部分
王雅各、盧蕙馨、范麗娟、成虹飛、顧瑜君、吳天泰、蔡篤堅、魏惠娟、謝臥龍、駱慧文等著，質性研究，心理出版社。
吳芝儀(2008)譯，敘事研究，濤石出版社。(原著：Amia Lieblich, Rivka Tuval-Mashiach, Tamar Zilber,1998)
林和譯(1991)，混沌，天下文化出版社。(原著：James Gleick,1987)
呂美女譯(2006)，專業，天下文化出版社。(原著：Kenichi Ohmae,2005)
葉銀華、李存修、柯承恩著(2002)，公司治理與評等系統，智商文化事業股份有限公司。
楊慧美(2007)，情緒智力、職能與人力資源管理活動之相關研究，國立中山大學人力資源管理研究所碩士論文

二、 英文部分
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Bernet, T.(2003). Is Emotional Intelligence a Viable Concept, Academy of Management Review, 28, 192-196.
Blancero, D., Boroski, J.,Dyer, L. (1996). Key Competenciew for a Transformed Human Resource Organization: Results of a Field Study, Human Resource Management, 35(3), 383-403.
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Dubois, David & Rothwell, William(2004). Competency-Based or a Traditional Approach, Training & Development, April, 48-57.
Dulewicz, Victor, & Higgs, Malcolm(2004). Can Emotional Intelligence be Developed, The International Journal of Human Resource Management, 15(1), 95-111.
Falender, C. A., Cornish, J. A.E., Goodyear, R. K., Hatcher, R., Kaslow, N. J., Leventhal, G., Shafranske, E., Sigmon, S., Stoltenberg, C., & Grus, C. (2004). Defining Competencies in Psychology Supervision: A Consensus Statement. Journal of Clinical Psychology, 60(7), 771-785.
Graf, Andrea, & Harland, Lynn K. (2005). Expatriate Selection : Evaluating the Discriminant, Convergent, and Predictive Validity of Five Measure of Interpersonal and Intercultural Competence, Journal of Leadership and Organizational Studies, 11(2), 46-62.
Holmes, Tyrone A. (2004). Designing and Facilitating Performance-Based Diversity Training, Performance Improvement, 43(5), 13-19.
Lam, Laura T. & Kirby, Susan L. (2002). Is Emotional Intelligence an Advantage: An Exploration of the Impact of Emotional and General Intelligence on Individual Performance, Journal of Social Psychology, 142(1), 133-143.
Mirable, R. J. (1997). Implementation Planning: Key to Successful Competency Strategies, Human Resources Professional, 19(4),19-23.
Warwick, Janette, & Nettelbeck, Ted (2004). Emotional Intelligence is…,Personality and Individual Difference, 37, 1091-1100.
Zaugg, Robert J., & Thom, Norbert (2003). Excellence through Implicit Competencies: Human Resource Management – Organizational Development – Knowledge Creation, Journal of Change Management, 3(3), 199-211.