| Summary: | 碩士 === 國立臺北教育大學 === 心理與諮商學系碩士班 === 104 === This research explores the experience of corporate executives for the content of career resilience and probe into the trajectories of career resilience. The target of this research is focused on corporate executives and their experiences of voluntary career transition, which less targeted in existing research. Through intensive interviews with six corporate executives, collect, analysis, and induces their voluntary career transition experiences, the outcomes of this research conclude into two sections:
The first section contains the contents of career resilience, their risk and protective factors and decided into environmental and personal elements. The second section depicts the trajectories of career resilience on the course of career trasition experience.
which contain the triggered event, impact, adversity, and strategic actions as well as the trajectories of personal cognition, personality, and strategic actions. Content analysis is used to analyze contents of career resilience and grounded theory for the trajectories of career resilience experience.
Research outcome reflects as follows:
(1) contents of career resilience for career transition experience:
(A)Risk factors for career resilience:
Environmental Elements are:(i) organization related adversity such as
organizational delopment,organizationalidentity, and relationall link;(ii)
work related adversity such as nature of the work, resource fabricated
adversity;(iii)family related such as support system dilemma and economic
pressuresadversity.
Personal Elements are professional experience difficulties,role
transformation adversity and performance value hardship.
(B) protective factors for career resilience:
Environmental Elements are:(i) Career development opportunities of foreseen
professional value;(ii) Organizational recognition and affirmation;(iii)
Support group trust;(iv) New job creative meaning and pleasure;(v) Family
affection and economic support;(vi) Mentor guidance and leads.
Personal Elements are personality of resistance and capacity of resilience.
(2) Career resilience on the trajectories of career transition experience:
(A) triggered events and impacts:(i) Events or challenges: include impedance
of professional capabilities development, unable to unleash professional
values, reoccurring organizational mistakes，personal values conflicts,
found new career for self-realization and affirmative objectives and
foreseen opportunities to achieve professional values or master the future.
(ii) Impact: include senses of defeat and powerlessness, sense of
meaningless and worthlessness, sense of hopeless, excitation
of determination for self-challenge and self-realization, precipitate power
to self-proof of profession and excitation of professional values.
(B) adversity and strategic actions:(i) Responsive strategic actions: include
mastering the opportunity, risk control, establish to build recognition,
construct workflow,organize performance team, authentic leadership,
relation link, undertaking accountability, integration and development,
persisted learning，sharing the achievement, acceptance and reposition.(ii)
Adversity and responsive strategic actions: a series of strategic actions
adopted to overcome the adversity due to the interaction between
environmental context and personality.
(C) Forming dynamics on the trajectories of personal cognition, personality
and strategic actions:(i) personal cognition: include interpretation of
adversity, self cognition of overcoming difficulties, cognition of relation
link, cognition of value development and cognition of self development.(ii)
forming dynamics on the trajectories of personal cognition, personality and
strategic actions: on the trajectories of career transition experience,
personal cognition and personality affect the due strategic actions
adopted.
The interactive dynamics of personal cognition,personality, and strategic
actions form the functional mechanism of career resilience.
(D) Adaptation of career transition experience: include organizational
recognition and affirmation, creating and exciting professional values,
support group trust,expanding new professional vision, increasing future
competitiveness, self acceptance, repositioning, integration into new
organization, leverage power, with more confidence, confirmation of meaning
and values on the trajectories of career transition experience and through
share and help peoples, life depth will therefore be enhanced; sense of
accomplishment and meaning will also enhance future sense of mission.
This research also explores the cross-correlation association of environmental context and personality, and found that protective factors can be established throughout a series of actions. The limitation of this research and an advice to the career transitor, counselor and future researcher are also presented.
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