第五章 結論與建議
第二節 建議
二、 外文部分
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附 錄
附錄一 訪談大綱
一、請問貴公司男女員工的比例和男女主管的比例約多少？
二、在您升遷的過程中？性別有助您的升遷機會嗎？
三、在您的實際經驗中，性別因素對於您的職涯發展影響大嗎？
如果大，您認為主要有哪些影響？
如果不大，您實際經驗非性別的主要影響因素有哪些？
四、在您的實際經驗中，照顧家庭因素對您的升遷影響大嗎？(如何兼顧 家庭與工作)
如果大，主要有哪些影響？
如果不大，其他的主要影響因素有哪些？
五、你曾經主動爭取過升遷機會嗎？
如果有而且成功，在爭取升遷的過程中，您覺得是哪些因素促成您 升遷？
如果有但沒成功，您認為是哪些因素阻礙您升遷？
如果沒有爭取過，原因為何？
六、你認為一位女性工作者擔任升遷至高階經理人的合理時間需要多 久？
在貴公司實際時間是多久？
七、在您的公司中，做為一個領導者的角色，身為女性性別因素領導的 角色對您是否造成困擾？
如是；有哪些困擾？
八、在您職涯的實際經驗中，您認為如何將女性特質轉換成職場優勢？
九、綜合以上你對職業婦女成為中高階主管的建議為何？〈學習、家庭、
婚姻----〉
註：
因為是開放式的訪問，提問的順序應會依訪談現場情況變動調整。
附錄二 深度訪談研究邀請函
「女性職涯發展中玻璃天花板效應及其對策之研究」
深度訪談研究邀請函 敬愛 道鑒：
您好！後學郭芊彤現任昱藤數位人力資源服務〈股〉公司副總經理，並 就讀於國立臺灣師範大學科技應用與人力資源發展學系研究所，目前在國立 聯合大學校長李隆盛教授的指導下正進行碩士論文的研究，研究題目題是：
女性職涯發展中玻璃天花板效應及其對策之研究。敬邀 惠允擔任本研究的訪談專家，提供寶貴意見。
本研究目的在釐清影響女性職涯發展之因素，了解台灣媒體產業中 高階女性主管職涯發展與社會認知之差異及關聯，並進一步探討台 灣媒體產業中高階女性主管職涯發展中的升遷障礙，以及如何自我 突破、打破層層限制，在職場中扮演關鍵而具影響力的女性主管角 色。期許本研究能提出更讓女性感到友善的職涯發展論述。
關於訪談的進行方式，後學擬與您進行面對面的訪談，每次時間約 30~60 分鐘，訪談前會附上訪談大綱請您過目與了解。為方便日後資料的整理、分 析，訪談過程將會進行全程錄音，希望獲得您的同意。訪談地點將以您的方 便、舒適和安全為考量。您的訪談資料將會被謹慎處理並且絕對保密，資料 呈現也將以匿名方式記錄，請您放心！倘 您對本研究結果有興趣，俟研究完 成後，將致贈研究成果以茲答謝。謹祝平安喜樂!祝 郭芊彤 敬上
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