本研究旨在建構教育與職業不相稱之客觀及主觀評量方法與比較，從而探討過量教育、學用不一對於工作滿意度之負面影響，以及學用不一在不足教育、適量教育與過量教育組透過薪資中介影響工作滿意度之情形。結果顯示，本研究建構的客觀與主觀評量之間雖有關聯，但與過往實證結果比較後僅選擇主觀評量進行後續分析。在考量了人力資本與薪資後，階層迴歸分析顯示過量教育及學用不一對於工作滿意度仍有顯著的解釋力，其中以過量教育組與不足教育組的工作滿意度顯著低於適量教育組。路徑分析結果顯示，在適量教育組及過量教育組，學用不一都未透過薪資中介影響工作滿意度；而在不足教育組，學用不一會透過薪資中介進而影響工作滿意度。建議未來人力政策必須強化教育政策與勞動市場策略雙向的連結；在未來研究方面則建議進一步探討特定學群及學用不一對於工作滿意度影響之層面，並採用縱貫式研究以探索可能原因。

The purpose of present study has threefold. First was to construct subjective and objective assessments to measure overeducation and job-education mismatch. Second was to investigate the incremental variance of job satisfaction that overeducation and job-education mismatch could account for. Third was to explore the path of mismatch to job satisfaction mediated by salary for groups of adequate, over-, and under-education. After comparing the results of contingent tables and χ^2 tests, the subjective approach was selected to use for subsequent analysis. The hierarchical regression analyses showed that overeducation and job-education mismatch negatively affected job satisfaction after controlling for human resourse variables and salary. Finally, the mediating effects between salary and job satisfaction were not significant for adequate and over-educated groups but significant for under-educated group. Based on the findings, further direction for research and suggestion for policy were provided.

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