論文摘要內容：
因為產業結構的變化和經濟景氣的低迷，近來有關「中年失業」的話題和新聞，不斷地在媒體和人們的口中傳開來。「失業」不是中年工作者的專利，但是中年失業所帶來的影響卻是「問題中的問題」。中年工作者通常已經有一、二十年的工作年資，其工作內容和習性都已根深蒂固，故對於外在環境變化的適應，不是一朝一夕所能完成。由於科技的日新月異，一種新的工作型態正在成形，不但在世界各地出現，也改變了工作者的工作內容和命運。此一新的工作型態就是電子化的工作型態，對於中年工作者而言，電子化的工作型態與傳統的工作型態有著天壤之別，它所帶來的影響已經顯現，那就是「不確定的生涯」。
中年工作者如何面對失業的可能性、不確定的生涯、適應工作型態的轉變，甚至是整體職場生涯的改變，關係著個人的生活與命運。在此研究中，希望了解中年工作者對於目前生涯狀況與規劃發展的看法、生涯轉換或變化時如何影響其調適的方式及對其組織承諾及專業承諾的程度。並藉此研究提供中年工作者一些建議，對生涯的變化能有明確的前進方向並減少因變化所帶來的衝擊。
本研究之結論分述如下：
1. 未婚者、主管者、大專（學）教育程度者有較多的比例是低傳統高未來生涯觀者，而非主管有較多的比例是高傳統低未來生涯觀者。
2. 已婚者、最小子女年齡較輕者、高中以下的教育程度、年資較資深者、任職公營企業者、及無失業經驗者有較高的組織承諾。
3. 子女年齡較長者、從事技術類的工作者、及家裡就業人數較少者有較高的整體的專業承諾。
4. 高傳統低未來生涯觀者較低傳統高未來生涯觀者有較低的自信心、較少的自我啟發、及有較高的整體組織承諾。

Abstract
Due to the variation of industrial structure and the downing of economical prosperity, the issues and news of 「mid-age unemployment」 were continuous spread widely by medium and spoken communication recently. 「unemployment」was not the monopoly for mid-age worker, but the influence of mid-age unemployment will be the 「problem of problems」. Normally mid-age worker got ten or twenty more years work experience, his or her work contents and habitual behavior were deep rooted. It’s not easy to get with the variation of external environment within a day. Because of the fast moving of science and technology with each passing day, a kind of new work mould was forming. It’s e-work mould. To the mid-age worker, the e-work mould was totally different from the traditional work mould. The influence it brings was appeared, it’s「the career of uncertain」.
How will the mid-age worker face the possibility of unemployment, uncertain career, getting with the work mould transition, even the entire alter of work career form, and this will affect individual’s living and destiny. In this research, we will learn the viewpoint of mid-age worker of their career status、planning、development and the career transition or changing. And how they treat the career variation and how they adjust the way they get with it. Most of all we would like to find out the result of how attitude of career rated in organizational commitment and professional commitment of mid-age worker comparatively. And offer suggestion to who need to be advised.
The result of this research were：
1. Unmarried、superintendent、and college-educated level were rated in low traditional and high prospective attitude of career comparatively. Subordinate was rated in high traditional and low prospective attitude of career comparatively.
2. Married、younger children to raise、high school educated、senior worker、public officer and without unemployment experience worker were rated in high organizational commitment comparatively.
3. Older children to raise、technical worker, and few of family members who got job to do were rated in high professional commitment comparatively.
4. High traditional low future attitude of career were rated in less confidence, lower self-awake ness and highly organizational commitment comparatively.

目 錄
第一章、緒論…………………………………………………..………….1
第一節、中高齡就業狀況…………………………………………………….1
第二節、生涯轉換及規劃………………………………………………….…2
第三節、研究動機…………………………………………………………….3
第四節、研究目的…………………………………………………………….4
第二章、文獻探討………………………………………..……………….5
第一節、生涯的相關議題…………………………………………………….5
第二節、職場生涯…………………………………………………………….8
第三節、中年工作者的生涯…………………………………………………19
第四節、組織承諾與專業承諾………………………………………………25
第三章、研究方法………………………………..……………………….29
第一節、研究架構…...……………………………………………….………29
第二節、研究假設…………..………………………………………..………30
第三節、研究對象……………………………………..……………..………34
第四節、研究工具……………………………………………………………37
第五節、資料分析方法…………………………………....…………………45
第四章、資料分析…………………………………..…………………….46
第一節、生涯觀點與各變項因素描述性分析………………………………46
第二節、樣本與不同生涯觀念之差異檢定.…………………..……………48
第三節、生涯觀對生涯狀況與規劃、變化調適、承諾之檢定………………60
第四節、問卷內其他變數作統計……………………………………………62
第五章、結論與建議..…………………………………………………….64
第一節、結論…………..…………………………………………………..…64
第二節、研究討論……..…………………………………………………..…68
第三節、研究貢獻………………………………………………………….…69
第四節、研究限制…………………………………....………………………70
第五節、建議………………………………………....………………………71
參考文獻.…………………………………………………………………72
附錄一研究問卷…………………………………………………………...I
附錄二中年工作者與生涯規劃之研究訪談問卷………………………..V
附錄三中年工作者與生涯規劃之研究訪談內容整理………………… VI

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