在漫長的人生旅途中，職涯幾乎佔據了人生的一半。當人們在追求這些職涯目標的過程中，若是受到外部環境因素或者未能實現最初設定的目標時，他們很容易主觀上對自己的職業感到不滿意。過去的研究大多探討「職涯不滿意」與消極情緒或離職傾向等負面結果之關聯性，然而，也有鮮少研究指出在特定情況下，對職涯感到不滿意的人們也會產生積極行為。有鑑於此，本研究試圖探索「職涯不滿意」以及「職涯導向主動行為」之間的關聯性。本研究首先探討人們如何應對因「職業不滿意」而產生的負面評價並從中成長。其次，人們如何被激勵去從事「職業導向主動行為」的過程。最後，本研究加入了「授權領導」為情境特徵，去探討其如何影響人們的心理評價和行為結果。

本篇研究透過紙本以及網路問卷為資料蒐集管道並分為兩階段進行發放，其中間隔時長為三週，總共取得211份有效問卷。研究結果顯示，人們可以透過正向重新評價中獲得活力。同時，擁有活力的員工會更積極地展現職涯導向主動行為。此外，本研究也指出，人們採用正向重新評價對其職業導向主動行為的影響通過活力發揮作用。最後，本研究指出研究貢獻和限制，並提供學術意義以及實務建議。

In the long journey of life, career occupies nearly half of it. When individuals pursue their career goals, they can easily experience subjective dissatisfaction with their professions due to external environmental factors or the inability to achieve their initial objectives. Previous studies mostly focused on the association between career dissatisfaction and its negative outcomes. However, few studies have highlighted that individuals who feel dissatisfied with their careers can also exhibit proactive behavior in certain circumstances. In view of the research gap mentioned above, this study aims to explore the relationship between career dissatisfaction and career-oriented proactive behavior.

The study collected data through paper-based and online questionnaires, conducted in two phases with a three-week interval. A total of 211 valid responses were obtained. The results indicate that individuals can gain vigor through positive reappraisal. Moreover, employees who experience vigor are more likely to exhibit career-oriented proactive behavior. Additionally, the study suggests that the impact of positive reappraisal on career-oriented proactive behavior is mediated by vigor.

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