第五章 結論與討論
第二節 討論與研究展望
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第二節 討論與研究展望
本文由於篇幅限制，僅聚焦討論職涯中段男性職業歷程。後續研究可從女性 職涯歷程，探討女性職業流動歷程如何受到家庭與職場間交互影響，如家庭因素 離職、婚育行為如何影響女性職業流動軌跡。再者，亦可從組織層次細緻區分不 同職業流動類型與產業特性，以探究勞動力市場內部形塑出的職業流動區隔，例 如進一步區分跨公司、公司內部職業流動類型與不同產業特性，說明不同組織特 性如影響個人職業流動歷程。或者深入探究、釐清年齡-世代-時期(A-P-C)三種時 間效果，如何影響個人職業流動歷程。
此外，本文從世代經驗解釋職業流動機會的世代差異，並透過檢驗各世代高 等教育效果，說明高等教育投資助益降低亦是世代不平等的解釋因素之一。然而，
本文著重以制度變革與鉅觀環境解釋個人職業流動模式，但仍有部分學者認為決 策過程與個人差異性同樣關乎個人職業流動(Ng et al. 2007)。前者關於個人職業 流動的決策過程有賴質性研究進一步探究；而後者關於個人差異性的討論，即呼 應本文提出的研究限制第五點：未觀察到的個人特質。
回應先前所提的研究限制，在本文提出的研究架構下，可能忽略不同世代取 得高等教育學歷的時空背景差異、不同世代職涯長度差異與個人特質之內生性問 題。有鑑於上述研究限制，本文於附錄5、6、7 分為三個研究議題，各別回應上 述限制，並透過測試結果證明本文發現仍然有效。
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