技術的進步和年輕一代（Y世代）工作價值的改變使得零工經濟最近流行起來。越來越多的人選擇成為一名投資組合工作者。但是，我認為只有擁有自己專業的人（知識工作者）才能擁有比較好的職涯發展。
過去對於年輕知識組合工作者的研究其實並不多。為了更好地了解這群人，我訪談了七位在台灣選擇組合式職涯的年輕知識工作者，並分析了個人因素（人格特質、動機和職業發展目標、家庭）以及助力與阻力因素(時間管理、社交網絡、全職工作公司的態度）帶給他們的影響。

The improvement of technology and the change of younger generation’s (Generation Y) Work value make gig economy popular recently. More and more people choose to become a portfolio worker. However, I suppose that only individuals with their profession (knowledge workers) can have a better career than without it.
There is not much research on young knowledge portfolio workers before. To know about this group of people better, I interview seven young knowledge workers who choose portfolio career in Taiwan, and analyze the influence of the personal factors (personal characteristics, motives and career developmental goal, and family) and resistive and supportive factors (time management, social network, and the attitudes from the full-time job company) bring to them.

Verification letter………………………………………………………………………ii
Chinese Abstract………………………………………………………………………iii
English Abstract………………………………………………………………………iv
Chapter 1. Introduction…………………………………………………………………1
1.1 Research Background and Motivation……………………………………1
1.2 Research Objectives………………………………………………………2
Chapter 2. Literature Review……………………………………………………………3
2.1.1 Career Development……………………………………………………3
2.1.2 Protean Career…………………………………………………………3
2.1.3 Generation Y and Generation Y’s Career Selection……………………5
2.2 Knowledge workers………………………………………………………6
2.3 Work Type…………………………………………………………………7
2.3.1 Typical Employment……………………………………………………7
2.3.2 Atypical Employment……………………………………………………8
2.3.3 Multiple Jobs and Portfolio Works……………………………………10
2.4 Entrepreneur and Entrepreneurship………………………………………12
2.4.1 Entrepreneur……………………………………………………………12
2.4.2Entrepreneurship…………………………………………………………13
Chapter 3. Research Method……………………………………………………………14
3.1 The Choice of Qualitative Method………………………………………..14
3.2 Research Procedure and Structure…………………………………………15
3.3 Research Method…………………………………………………………17
3.4 Research Subjects …………………………………………………………17
3.5 Research Questions………………………………………………………19
Chapter 4 Research Findings……………………………………………………………20
4.1 Characteristics……………………………………………………………24
4.2 Motivation and Career Developmental Goal………………………………25
4.3Family……………………………………………………………………..28
4.4Time Management ………………………………………………………..31
4.5 Social Network……………………………………………………………33
4.6 Attitudes from their full-time job company/ direct supervisor……………35
Chapter 5. Result and Discussion………………………………………………………37
5.1 Research findings…………………………………………………………37
5.2Implications………………………………………………………………38
5.2.1 Implications……………………………………………………………38
5.3 Limitations………………………………………………………………39
5.4 Future Research…………………………………………………………40
Reference………………………………………………………………………………42

Baiyun Gong; Ramkissoon, Arlene; Greenwood, Regina A.; Hoyte, David S. (2018), Journal of Managerial Issues, Vol. 30 Issue 1, p82-96. 15p.
Bamberry, L., & Campbell, l. (2012). Multiple Job Holders in Australia: Motives and Personal Impact. Australian Bulletin Of Labour, 38(4), 293-314.
Belous, R.S., (1989). How Human Resources Systems Adjust to the Shift Toward Contingent Workers, Monthly Labor Review, 112(3), pp.7-12.
Böheim, R. and Taylor, M.P. (2004) And in the evening she’s a singer with the band – Second jobs, plight or pleasure? IZA Discussion Paper No. 1081. Bonn, Germany: Institute for the Study of Labor.
Bowen, D. D. and Hisrich, R. D. (1986). The female entrepreneur: A career development perspective, Academy of Management Review, 11(2), pp. 397-399.
Bredgaard, T., Larsen, F., Madsen, P. K., & Rasmussen, S. (2009). Flexicurity and atypical employment in Denmark. CARMA Research paper, 2009:1, 1-9.
Briscoe, J. P., & Hall, D. T. 2006. The Interplay of Boundaryless and Protean Careers: Combinations and Implications. Journal of Vocational Behavior, 69(1), pp.4–18.
Cortada, James W. (1998). Rise of the Knowledge Worker. Boston: Butterworth-Heinemann.
Drucker, P. F. (1959). The Landmarks of Tomorrow New York: Harper and Row.
Georgios A., Konstantinos Pouliakas, and Alexandros Zangelidis, (2014). Multiple Job Holding, Skill Diversification, and Mobility. Industrial Relations. Volum 53, Issue 2.
Handy, C. (1995) The Age of Unreason, 3rd edn. London: Arrow Books
Hall, D. T., 2002. Protean Careers in and Out of Organizations. Thousand Oaks, CA: Sage.
Kalleberg, A. L. (2000). Nonstandard employment relations: part-time, temporary and contract work. Annual Review of Sociology, 26, 341-365.
Lyons, S. T., L. Schweitzer, E. S. Ng, and L. K. Karon. 2012. “Comparing Apples to Apples: A Qualitative Investigation of Career Mobility Patterns across Four Generations.” Career Development International 17(4): 333-357.
Loo, S. (2017). Creative Working in the Knowledge Economy. Abingdon: Routledge.
Polivka, A. E., & Nardone, T. (1989). On the definition of "contingent work". Monthly Labor Review, 112, 9-14.
Reinhardt, W.; Schmidt, B.; Sloep, P.; Drachsler, H. (2011). "Knowledge Worker Roles and Actions – Results of Two Empirical Studies". Knowledge and Process
R.P. Vecchio. (2003). Human Resource Management Review 13, 303–327. Management. 18 (3): 150–174.
Vesper, Karl H. (1990). New Venture Strategies, Rev. ed., Englewood Cliffs, N.J.: Prentice-Hall.
McKay, D.R. (2014). What is career development?
Small, G., and G. Vorgan. (2009). iBrain: Surviving the TechnologicalAlteration ofthe Modern Mind. New York, NY: Harper Collins.
Stevenson, H. H. and J. C. Jarillo (1990). ‘A paradigm of entrepreneurship: Entrepreneurial management’, Stra- tegic Management Journal, 11, pp. 17-27.
Will Towers Waston (2017/2018). Global Future of Work survey.
成之約(2006)。「派遣勞工」組織承諾分析及其對勞資關係發展的意涵(國科會專 題研究計畫成果報告,NSC 94-2414-H-004-023)。臺北:政治大學勞工研究所。
張佳琪, 2014年。現代職涯觀念與非典型工作意願的關係。
張彥騰, 2017年。零工經濟與青年世代工作型態選擇
曾琬勻, 2013年。非典型聘僱員工企業社會責任認知、企業聲望認知和組織承諾與工作滿意度之關聯性探討
劉常勇(2004)。創業管理的十二堂課。台北:天下文化。
楊通軒(2005)。非典型僱用關係之探討-以勞動派遣為例。國政研究報告,社會 (研)094-008 號。
陽飛龍, 2013年。中小企業創業家人格特質、創業精神、領導風格、動態能力與創業績效影響之研究。
鄭津津,1999年。美國派遣法制之研究,勞動派遣研討會論文集,78-92。