本研究旨在探討不同背景變項大學生之家庭親子界限與其生涯自我效能間的關係。採用問卷調查的方式，以全國十三所公、私立學校大一到大四學生為研究對象，共計625名，並以「個人基本資料調查表」、「生涯決策自我效能量表」及「家庭親子界限量表」編製成「大學生生涯決策與家庭關係問卷」為本研究工具。調查所得資料以描述性統計、變異數分析、皮爾森積差相關、多元逐步迴歸等統計方法進行處理。研究之主要發現如下： 一、不同性別、年級、生涯發展定向情形之大學生的家庭親子界限有所差異。 二、不同年級、科系、修課狀況（是否雙主修或輔系）、打工經驗、生涯發展定向情形之大學生的生涯自我效能有所差異。再者，不同科系的大學生其生涯自我效能會因為打工經驗的不同而有差異。 三、背景變項與家庭親子界限對於大學生之生涯自我效能具有預測效果 （一）就全體大學生而言，「父子（女）自我認同」是大學男生生涯自我效能最主要的預測變項；「母子（女）自我認同」是大學女生生涯自我效能最主要的預測變項。本研究發現，家庭親子界限變項中同性父母對於孩子的認同是大學生生涯自我效能最主要的預測變項；另外，背景變項中生涯發展定向情形對大學生生涯自我效能最具有預測效果。 （二）不同生涯發展定向的大學生來看，不同背景變項與不同家庭親子界限對其生涯自我效能有不同預測效果。 （三）家庭親子界限對於大學男生之生涯自我效能的預測力大於大學女生。 根據本研究的發現及討論，研究者擬對大學生、父母、學校及輔導人員等相關人員和未來研究者，提出數點建議，以供參考。 / The purpose of this study was to investigate the relationships between the career self-efficacy and family parental boundaries perceived by college students. Six hundred and twenty-five college students completed the Career Decision-making Self Efficacy Scale（CDMSE）developed by Hong-Hui Xie and Parental Relation-Self Boundary Scales. Data obtained was analyzed by deviation, percentage, ANOVA, post Scheffe’s test, Pearson product-moment correlation, and multiple regression. The major findings were summarized as follows: First, college students with different gender, grade, and career decision status or identity development made significant differences on their perceptions of family parental boundaries. Second, there were significant differences in CDMSE among different background variables, including grade, departments, dual-major or minor, part-time job experience, and career decision status or identity development. Third, the self-identity of parents is the best predictor of college students’ career self-efficacy, especially with the same gender as the parent. Fourth, because of the difference of college students’ career decision status or identity development, the prediction of family parental boundaries to the career self-efficacy would be different. Fifth, family parental boundaries had better predictive effect to male students than to female students. According to the conclusions of the main findings, several suggestions are provided for college students, parents, related educators and counselors in the Universities, and future research.

本研究目的為探討高中新生的生涯困擾與實施生涯團體輔導之改變效果。研究對象是以立意抽樣選出大台北地區五所高中877位的學生為了解高中新生生涯困擾的樣本。生涯團體輔導樣本，是以台北縣立某中學高中新生為對象，其中實驗組9位，控制組10位。研究的主要發現為：約三分之一的高中新生都有相當高的生涯困擾，其中以資訊不足、猶豫或決策焦慮特質的困擾程度最高。其次，生涯團體輔導對減低學生生涯困擾，在後測和追蹤上均有顯著效果，尤其是在「自我了解不足」、「資訊不足」方面；但在「缺乏信心」、「父母期望與個人想法不一致」則無顯著的效果。而在「猶豫、決策焦慮的特質」方面，後測有顯著效果，在追蹤上無顯著效果。而生涯團體輔導對生涯自我效能之提昇有顯著效果。本研究並根據研究結果，提出學校教育、團體領導者注意事項、團體輔導方案改進及未來研究方向等建議。

This qualitative study utilized elite, semi-structured interviews of a purposive sample of the first women who became Special Agents and supervisors in the highly gendered Federal Bureau of Investigation (FBI). The historical context for their experiences is significant in light of social and legal mandates for equal opportunity and the increased interest in gender-specific research that took place during the 1970s. Literature relating to feminist perspectives, the integration of women into nontraditional occupations, and the gendered nature of bureaucracy supported the conceptual framework. Guided by educational criticism, four strategies were used recursively: typological analysis was used to define categories of data; interpretive analysis was used to identify patterns and connections in the data; evaluation was used to attach value to the data beyond the participants, and thematics were used to analyze pervasive messages within the data as a whole. Typologies included the choice of nontraditional careers, decision-making, efficacy as leaders, and efforts to negotiate the FBI’s bureaucracy. Three metaphors were used to interpret connections and patterns according to feminist standpoint theory, career self-efficacy theory, and various organizational principles. A Supergirl metaphor highlighted women’s unique knowledge and complex roles; a Target metaphor highlighted complex patterns for high achievement and response to obstacles, and a Clubhouse metaphor highlighted masculine culture, the role of rules, and changes to an organization’s equilibrium. Evaluation analysis addressed the moral obligation for women in leadership and the need for organizational diversity. Themes in the data included occupational pride, the challenge to manage multiple roles, an absence of relationship support, and inconsistency in feminist views.

The aim of the dissertation was to examine the relationship between career adaptability, sense of coherence (SOC) and career decision-making self-efficacy (CDMSE), and whether there were any demographic differences, namely age, gender and race, between the constructs. The Career Adapt-ability Scale South Africa (CAAS-South Africa), Orientation to Life Questionnaire (OLQ-13), Career Decision Self-Efficacy Scale Short Form (CDSE-SF) and a demographical questionnaire were applied in a convenience sample comprising 317 undergraduate students at a residential university in South Africa. The results indicated a moderate positive relationship between career adaptability, and SOC, and a strong positive relationship between career adaptability and CDMSE. CDMSE predicted career adaptability with a variance of 43%. SOC did not emerge as a significant predictor of career adaptability. No gender differences were found. This study makes a valuable contribution to the existing literature and practice, showing that CDMSE and SOC can have an impact on the career adaptability of undergraduate students. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)