本研究旨在探討未婚年輕女性生涯決策歷程的關係脈絡，瞭解重要他人之於她們的意義和影響。為了更貼近受訪者的主觀經驗，本研究採用敘說研究方法，以深度訪談方式蒐集資料，訪談三位未婚年輕女性，並以整體—內容及循環闡釋的原則進行資料分析。 研究結果以故事敘說的形式呈現，並分析每位受訪者生涯決策的關係脈絡，最後就三位受訪者的情況做綜合討論，與既有之相關文獻和研究進行對話，主要藉助「關係中的自我」模式與「發聲」模式。研究結果發現，整體而言，三位未婚年輕女性的生涯決策歷程有其個別的關係脈絡，且關係脈絡與其生涯決策有緊密的關連，在其生涯歷程中仍可見關係和情感方面的需求，此外，社會文化亦滲入其關係脈絡和生涯決策歷程中，她們的生涯決策可說是在個別特的關係脈絡中共構而成。同時，在這樣的生涯決策歷程中也可以看到她們自我的成長和力量的展現，在關係脈絡下形成生涯決策的歷程似乎也是自我發聲的展現。最後，根據研究結果提出對於女性生涯研究與女性生涯諮商實務之建議。 / The purpose of this study was to explore the relational contexts of unmarried young females’ career decision-making processes, and to understand what these means to them and how these influence them. For understanding their subjective experiences, the study conduct in-depth interviews with three unmarried young females, and analyzed the text data by the principles of holistic-content and hermeneutic circle of narrative research. The findings were presented by the career stories of the three participants and the analysis of the relational contexts of their career decision-making process. Otherwise, the study tried to make discussions about how participants’ experiences show in their career stories reflect the perspectives of some literatures and researches, in that “self-in-relationships” model and ”voice” model provide the main structure. As a whole, the findings were as follows: The three participants have their own relational contexts, which closely correlated to their career decision-making. Meanwhile, their relational needs and affection needs are also important components in their career decision-making processes. In addition, social and cultural influences participate in both of their relational contexts and their career decision-making processes. As a result, it seemed the career decision-making in their relational contexts represented the processes which they are empowered and grow up. Finally, based on the findings of the study, suggestions for female career researches and female career counseling were provided.

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本研究旨在探討年輕女性工作者的生涯阻隔、生涯動機和因應策略之關係。以台北地區25至34歲的年輕女性工作者為研究對象，以立意方式取樣，正式施測後共得326份有效問卷，使用的研究工具為「生涯阻隔因素量表」、「生涯動機量表」和「因應策略量表」，所得資料以描述統計、獨立樣本t考驗、單因子變異數分析、二因子多變量變異數分析及典型相關分析等統計方法進行處理。 本研究的主要發現為：第一，年輕女性工作者的生涯阻隔偏低，生涯動機偏高，較常採取問題解決和邏輯思考的因應策略，而較少採情緒逃離策略。第二，不同年齡、職業類型、總工作年資和婚姻狀況等背景變項的年輕女性工作者，在生涯阻隔、生涯動機與因應策略上達顯著差異，其中尤以職業類型最為顯著。第三，生涯阻隔高的年輕女性工作者較會採取情緒逃離策略，生涯動機高的年輕女性工作者則較會採取各種因應策略，而不同的生涯阻隔和生涯動機在情緒逃離策略上有交互作用效果。第四，生涯復原力和生涯洞察力愈高的年輕女性工作者，愈會採取正向因應策略，其中尤以企業型年輕女性工作者更為明顯；而事務型的年輕女性工作者總工作年資愈長，即使個人條件的阻隔較高，若擁有較大的外在支持，也較會採取正向因應策略。 最後，根據研究發現提出對年輕女性工作者、女性生涯諮商工作，以及未來相關研究之建議。 / The purpose of this study was to investigate the relationships among career barriers, career motivation and coping strategies of young female employees. By using the purposes sampling, there are 326 young female employees from 25 to 34 years old sampled in Taipei. The measure instruments include Career Barriers Inventory, Career Motivation Inventory and Coping Strategies Inventory. Data obtained were analyzed by descriptive statistics, t-test, one-way ANOVA, two-way MANOVA and canonical correlation. The major findings are as follows：first, young female employees had low career barriers and high career motivation, and they were more likely to use problem-solving and logic-thinking coping strategies. Second, young female employees with different age, total working years, occupational type and marriage situation were different in career barriers, career motivation and coping strategies, especially the occupational type. Third, young female employees with high career barriers were more likely to use emotion-escape coping strategies, and young female employees with high career motivation were more likely to use all kinds of coping strategies. There were interaction effect on emotion-escape coping strategies with different career barriers and career motivation. Fourth, young female employees with high career resilience and career insight were more likely to use positive coping strategies, especially enterprising young female employees. Conventional young female employees with long total working years, high barriers on individual conditions and good external support, they were more likely to use positive coping strategies. According to the findings, implications and suggestions for young female employees, career counseling for women and future researches were provided.