第七章 結論與討論
7.2 研究限制與未來方向
本研究將「離開自僱工作」認定為「失敗」可能是武斷的界定。首先，過往 有些研究者主張需要區分「離開自僱工作的模式」(exit mode) 或者「自僱者離開 自僱工作後的職涯路徑」 (exit route)。有些離開所屬公司的模式會惡化自僱者的 財務狀況，有些離開自僱工作的模式可能與獲利與否無關，有些離開自僱工作的
模式反而會讓自僱者獲利。自僱者離開自僱部門的方式，不一定都是以事業解散 或清算 (linquidation) 的形式結束，有可能以「首次公開發行股票」(IPO)、安排 繼承人「接班」等方式移轉所有權 (Wennberg et al. 2010; DeTienne and Cardon 2012;
Rocha et al. 2013; Wennberg and DeTienne 2014)。
不同的「離開路徑」可能會有不同的意義。Toft-Kehler 等學者 (2016) 也曾 指出，淡出企業經營也是自僱者的行動選項，甚至判斷何時淡出也是一種技能。
依循這樣的思路，過往有些研究會將自僱工作者的「離開路徑」區分為「失業」
與「轉到受僱工作」，將「離開自僱工作後失業」視為「失敗」，而「離開自僱 工作後就業」則否 (Taylor 1999; Millán et al. 2014; Debrulle 2016)。
雖然區分離開自僱工作的不同類型是受到重視的主題，受限於資料限制與分 析的簡化，在本研究中並沒有分析這個議題。除了缺乏自僱工作的相關資訊外，
也無從得知自僱工作者離開自僱工作後的工作意願。一種可行的策略或許是不去 區分失業與其他退出勞力市場的情況，分析自僱者在離開自僱工作後，是否會回 到勞動市場、需要等多久才會回到勞動市場。過往的研究者通常僅分析「回到受 僱工作」的可能，而不考慮「再次創業」的情況。在創業門檻較低的地區，或許
「再次創業」可能沒有那麼難以想像。另外，過往對於進入自僱部門的分析，通 常只分析「第一次創業」或者不區分創業的次序，但既然過往創業經驗會影響後 續創業的可能，或許進一步分析影響的不同機制會是可行的研究方向。
本研究對於「事件」的操作化策略是將所有離開自僱工作職位均視為「失敗」， 沒有詳細區分自僱者「離開這份工作職位的理由」為何。不過，有些離開自僱工 作的理由可能與「失敗」的原意更為接近，例如「02 公司倒閉／結束或遣散」。
本研究難以辨別「自願離開自僱部門者」是為了避免更大的損害而設置的停 損點，或者是因為找到更好的工作機會 (Taylor 1999)。如果說由於受僱者的工作 流動受限於僱主篩選或者職缺鍊 (Rosenfeld 1992; Arum and Müller 2004)，自僱 工作職位的流動則需要同時考慮「工作能力」與「對創業者角色的承諾」。或許 如同 Bate (2005) 考量創業者對於「離開自僱部門」的主觀評價，有助於釐清不 同職涯選擇的情境 (Bate 2005)。
本研究對於「異質工作經歷」的操作化也有些瑕疵。在 Lazear (2005) 的原始
分析中，清楚區分「工作任務」與「工作職位」兩種不同的概念。工作任務指的 是受僱者與無酬家屬工作者被指派的工作事項，涉及的職業技能可能有所不同
（例如可能同時要負責人力資源管理、企劃、財務等）。在同一個工作職位中，
可能會同時負擔不同的工作任務，不同職業的技術異質性可能也不同，本研究使 用「工作職業」的轉換種類來測量「技術異質性」，可能不是最好的方式。此外，
由於組織層級的資料蒐集困難，本文無能完整回答「僱主與組織人口特質的差異 如何形塑創業者的能力與動機」這個重要且有趣的命題 (Sørensen and Phillips 2011; Sørensen and Fassiotto 2011; Burton et al. 2016)。如同一般人可以想像的，前 任僱主或組織的聲譽可能會讓新創立的自僱工作更容易獲得顧客與合作廠商的 信任。並且，僱主與受僱者工作任務的差異，可能也會形塑創業動機與創業能力。
技術異質性的概念除了包含「異質的工作經歷」，也包含「異質的修課策略」
(Lazear 2005)。近年來，受到高等教育擴張的影響，自僱者平均教育程度逐年上 升。如圖 3 所示，在 1992 年，自僱者學歷在大專以上者僅有 9.3%，而在 2010 年，自僱者教育程度在大專以上者提升 22.2%。這顯示教育制度與技能多樣性的 關係或許會成為可以分析的議題。
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