隨著企業改變營運模式，職涯停滯的現象普遍存在許多企業中，不管在哪間公司，員工都有可能面臨職涯停滯。先前研究已顯示職涯停滯會對員工和組織造成負面影響。因此，企業必須重視這項問題，並妥善處理，減緩職涯停滯對員工所造成的負面影響。
本研究主要探討職涯停滯 (階層型停滯、工作內容型停滯) 與工作投入的關係，以及檢視社會支持 (直屬主管、同事、親友) 是否在職涯停滯 (階層型停滯、工作內容型停滯) 與工作投入的關係具有調節效果。本研究採用便利抽樣方式進行問卷調查，以不分產業之正職業界人士作為研究樣本 (排除職稱變動較快之保險業)，回收有效問卷為251份，有效回收率約為71%。
研究結果顯示，當員工面臨工作內容型停滯時，會降低員工對工作投入的程度。在調節效果方面，當員工知覺到直屬主管所提供的高度支持時，階層型停滯與工作投入的負向關係會轉變為正向關係。另一方面，當員工知覺到親友所提供的高度支持時，會減緩工作內容型停滯與工作投入的負向關係。
根據研究結果，本研究建議：1.企業可透過工作輪調、工作豐富化與授權的方式，來改善員工對工作內容停滯的感受，藉以提升員工工作投入；2.直屬主管可透過教育訓練相關課程與溝通管道的設計，改善與員工之間的關係，且協助面臨階層型停滯的員工重新規劃職涯發展計劃，提高工作投入的程度；3.企業應提供家庭友好的活動，拉進員工與親友的關係。最後，本研究建議未來研究者可探討在何種情境下，職涯停滯會對員工工作投入的程度或其他結果變項造成正面影響，讓此領域的相關研究能更完善。

The widespread phenomenon of career plateau exists among many companies as they change their business model. Regardless of the company, employees may face a status of career plateau. Previous studies have shown the negative impacts of career plateau on employees and organizations. Therefore, companies have to pay attention to the issue, and effectively deal with and mitigate the negative impact of career plateau on employees’ attitudes or behaviors.
This study mainly explores the relationship between career plateau, i.e. hierarchical plateau and job-content plateau, and job involvement, and whether social support, i.e. supervisor support, co-worker support, and family and friend support, moderates the relationship between career plateau and job involvement. This study conducted a survey to collect the data by using a convenient sampling. The research samples included employees, who have a full-time job, in different industries, and excluded employees in an insurance industry as the change in job titles is rapid in this industry. A total of 251 effective questionnaires were collected and the valid response rate is 71 %.
The empirical results show that job-content plateau is negatively and significantly related to job involvement. Moreover, supervisor support can be viewed as a moderator of the hierarchical plateau-job involvement relationship. Family and friend support can be viewed as a moderator of the job content plateau-job involvement relationship. Specifically, hierarchical plateaued employees reported greater job involvement if they were perceiving a high level of supervisor support, in comparison to a low level of supervisor support that other employees were perceiving. Also, job content plateaued employees demonstrated greater job involvement if they were perceiving a high level of family and friend support, in comparison to a low level of family and friend support that other employees were perceiving.
Based on the results, this study offers several suggestions. Firstly, companies can mitigate the negative feelings of job content plateaued employees to increase these employees’ job involvement via different approaches, such as job rotation, job enrichment, and delegation. Secondly, in order to enhance the degree of job involvement, supervisors can improve their relationship with their subordinates and assist hierarchical plateaued employees to re-profile these employees’ career development plan by implementing some programs related to education and training and designing several communication channels. Thirdly, companies should hold some family-friendly activities to improve the relationship between employees and employees’ family and friends. Moreover, this study suggests that further studies are needed to investigate whether the career plateau have a positive effect on job involvement under what kinds of contexts or situations.

目錄
論文審定書 II
誌謝 III
中文摘要 IV
英文摘要 V
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第二章 文獻探討 5
第一節 職涯停滯 5
第二節 工作投入 9
第三節 社會支持 11
第四節 職涯停滯與工作投入的關係 14
第五節 社會支持在職涯停滯與工作投入之間的調節角色 16
第三章 研究方法 18
第一節 研究架構 18
第二節 研究樣本 19
第三節 問卷設計、變項之測量工具與操作型定義 21
第四節 統計分析方法 28
第四章 研究分析與結果 30
第一節 描述性統計分析 30
第二節 共同方法變異的偵測 33
第三節 相關分析 34
第四節 t檢定 36
第五節 單因子變異數分析 39
第六節 階層迴歸分析 45
第五章 結論與建議 52
第一節 研究結論 52
第二節 管理意涵 56
第三節 研究限制與未來研究建議 59
參考文獻 61
附錄一 論文問卷 73
附錄二 量表使用同意書 76

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