過去探討職涯成功的研究非常豐富，學者常使用許多不同的變項如人格特質、學歷、績效等變項衡量個人是否達成職涯成功，但職涯成功的決定因素仍有許多尚待挖掘的領域，因此本研究採用個人網絡連結為指標，以職涯移動理論的觀點切入，了解個人所擁有的內外部網絡連結與其職涯成功之關係，探討個人所擁有之內外部網絡連結是否能透過內外部工作移動的中介效果，提高其對無疆界職涯成功的認知。 研究結果發現，當個人在組織內所擁有的網絡連結數量越多，越能幫助其在組織內水平以及向上移動，此內部移動亦能促進在其職涯滿意度與認知內部市場價值；而個人在組織外所擁有的連結數量越多，越能幫助其在組織間水平及向上移動，而此外部移動會促進其認知內部市場價值以及認知外部市場價值。此外，個人在組織內所擁有的網絡連結強度越高，其在組織外水平及向上移動的可能性就越低。;In the past, the research of career success is very abundant. Scholars often use different kinds of variables, such as personality traits, education, and performance to measure whether individuals have achieved career success. However, there are still many areas to be excavated for the indicators of career success. In this study, we use the concept of the career mobility theory and took personal network ties as an indicator to understand the impact of individual′s internal and external network ties on his/her career success. To explore whether a person’s internal and external network ties can improve their perceived success of the boundaryless career success through their internal and external job mobility. The results show that a person’s network ties in his/her company may increase his/her lateral and upward mobility within the organization, thereby enhance his/her career satisfaction and perceived internal marketability; a person’s network ties outside his/her company may increase his/her lateral and upward mobility between organizations, thereby enhance his/her perceived internal marketability and perceived external marketability. In addition, a person who has high strength of the network ties in his/her organization will decrease the possibility of his/her external job mobility.
