如何有效且精準地晉升所需的人才是現今組織中非常重要的議題，而高潛能員工因具備認知能力、個人與組織適配、快速學習力及接納回饋力等能力與特質，不但能在組織內快速晉升，亦即能獲得職涯成功，同時也常被列入組織的關鍵人才庫中。然而，隨著環境快速變遷，組織內的疆界逐漸轉變，更多的想法、訊息及人才流動於組織當中，而高潛能員工亦可透過橫向水平移動來獲得組織內無疆界職涯成功。 由於個人特質具有隱藏且不易測量的特性，所以當主管在評估員工的晉升力評分(傳統職涯成功)與移動力評分(組織內無疆界職涯成功)時，高潛能員工需要透過績效的訊號展現，來使其獲得兩種職涯成功。而研究結果顯示，高潛能員工不但會透過任務性績效的訊號展現來獲得傳統職涯成功，同時也會透過適應性績效的訊號表現來獲得傳統與組織內無疆界職涯成功。此外，本研究結果亦顯示，高潛能員工不會透過任務性績效來獲得組織內無疆界職涯成功。 ;Today, how to find talents required by company effectively and accurately is a very important issue. Because high potential employees have capabilities and personality about cognitive ability, culture fit, learning orientation, open to feedback, they not only can be quickly promoted within the organization, but also often be included in the talent pool. However, with the rapidly changing environment, boundaries within the organization become vague gradually. At the same time, more ideas, information and talents were flowed within the organization. So high potential employees can obtain intra-boundaryless success through horizontal movement. As personality was easy to be hidden and difficult to measure, so when supervisor assess employee′s promotability (traditional career success) or mobility rating (intra-boundaryless success), high potential employees need to demonstrate high performance to obtain two kinds of career success. Results from our studies, high potential employees not only demonstrate high task performance to obtain traditional career success, but also demonstrate high adaptive performance to obtain two kinds of career success(traditional career success and intra-boundaryless success).However ,high potential employees will not obtain intra-boundaryless success by demonstrating high task performance .