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第五章、總結與討論
本論文與過去動員社會資本和勞力市場的理論與研究結果對話，並企圖反 省這些相關研究問題是否適合解釋年輕勞力市場動員社會資本與工作成就的機 制。本論文分別使用三章來回答以下三個研究問題：（1）非主動求職、非正式 與正式管道獲取工作是否有差異。（2）動員社會資本以及修訂後的職業同質性 對地位取得的影響。（3）親屬資源如何幫助年輕人的第一份工作。並在總結部 分，分別簡單呈現各章最重要的發現，研究的限制及未來研究的建議。
在第二章中，本研究的分析結果顯示，非主動求職在年輕全職勞動力市場 可以帶來比非正式求職更好的社經地位，但跟正式求職比並無顯著差距。本研 究非主動求職的操作化定義為「請問您過去這一年內，有沒有人在平常談話中 主動跟您提起有關工作機會的消息？」。最重要的問題是，此時的非主動求職所 獲取的工作訊息，無法區分是從日常生活中談論到的公開情報還是非公開情報 中所獲取，進而促成現職。否則，為何會有人認為雖然是透過非主動求職獲得 工作，但他並不認為有工作介紹人的存在？這個操作化定義本身並不能排除透 過交談發現公開情報進而投放履歷的行為。McDonald 和 Elder（2006）根據 NLSY（National Longitudinal Survey of Youth）的資料所呈現的操作化定義為
「當你獲得現在這份工作的時候，你有在尋找工作嗎？」，該問題涉及主觀尋找 工作的事實，而本文使用的題目並不包含。因此，未來如果有打算為非主動求 職出相關題目時，可以考慮使用 NLSY 的問法。
在第三章中，發現處於高地位的人可以透過前職同質性找到高地位的介紹 人，進而讓自己在該工作領域獲得更高地位的成就。介紹人與前職不同質但與 現職同質的新生同質條件下，高地位的介紹人若是跟雇主有直接關係可以有效 的提升個人地位。然而求職者與前職和現職呈現雙重職業同質性者，其介紹人 與雇主的直接關係，無助於地位取得成就。換言之，介紹人與求職者是新生同
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質性的條件，若介紹人與雇主是直接關係，則能為求職者擔保推薦，且為雇主 找到較配適該公司的人才，故求職者的勞動市場表現較佳。介紹人與求職者前 職和現職同質，意味者介紹人將相同職業工作訊息傳遞給介紹人，但未必是要 提升求職者的工作地位，故介紹人與雇主的直接關係不具有影響力。總之，有 關介紹人與求職者的職業新生同質性和雙重同質性，未來需要更進一步地去釐 清求證本研究目前對研究成果提出的解釋。
在第四章中，發現到了 25、26 歲僅有一次工作經驗者，透過高品質的親屬 聯繫可以比其他種聯繫找到更好的介紹人，並可再進一步透過與高地位介紹人 的職業同質性提升自己的地位取得。亦即家庭內社會資本的傳承到了年輕人初 入勞動力市場都還在進行著，並非只在學校內而已（Coleman 1988; Kramarz and Skans 2014; Obukhova 2012; Verhaeghe et al. 2012）。第四章研究發現美中不足的 地方在於樣本數的稀少導致無法良好控制選擇性偏誤，無法確定的是，介紹人 直屬於雇主對個人地位取得影響是否重要；但可以確定的是，到 25、26 歲仍只 做過一份工作，是因為一開始就得到不錯的工作，並不需要透過換工作讓自己 向上流動。除此之外，根據 2004 年「社會資本的建構與效應：台灣、中國大 陸、美國三地追蹤研究」中的台灣資料，有約四分之一的樣本只做過一份工 作，且平均分布在各個年齡層，這些人為何至目前為止只做過一份工作的動 機，本研究發現父母等強聯繫對於第一次求職者的求職表現產生正面作用，故 有沒有可能在全國性代表樣本中，仍然有高比例的求職者從未換工作，主要是 當初找工作時的強聯繫介紹人，讓求職者找到一份穩定適合自己的工作，故能 持久。以上研究問題，在未來需要進一步地進行探索及分析。
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