現今是個多變生涯的時代，組織無法保障員工終生雇用，個人不再依賴組織發展，員工的心理契約模式也有所改變。因此，生涯發展不再只是組織的責任，個人也必須為自己的生涯負責，由於員工對生涯的態度轉變成重視自我管理，因此用主觀的評斷標準和自我價值觀來評估生涯是否成功。雖然常有變化的生涯與生涯成功是有相關的，但實際上的驗證是不足的。故本研究以實際驗證的方式探討金融業員工生涯發展與生涯成功的關係，並探討生涯承諾在生涯發展與生涯成功間的中介效果。
採便利取樣的方式，針對台灣北部地區上市之金融業進行研究，發放900份問卷，有效回收樣本為552份，有效回收率達61.3%，並使用t檢定、單因子變異數、Pearson 積差相關、強迫進入多元迴歸與階層多元迴歸等方法進行假設考驗，所獲得的結論如下：
壹、金融業在組織生涯管理上，「人力資源措施」實施狀況良好，「生涯諮商」的實施狀況較不理想；個人生涯管理方面，以個人的「實際經驗」狀況最好。
貳、金融業員工「生涯韌性」度高且重視個人「受雇力」。
參、金融業的員工教育程度較低、年齡較輕或服務年資較淺者，對生涯發展較重視。
肆、金融業員工的生涯成功中男性、已婚或資深員工對生涯成功較重視。
伍、組織生涯管理方面，員工有「生涯諮商」的需求；個人生涯管理方面則可拓展對自我生涯有益之「人際關係」。
陸、金融業員工對自我生涯承諾度高，在生涯成功方面較重視自我「受雇力」。
柒、加強生涯發展對生涯成功的成長愈有幫助。
捌、當生涯發展提升時，有助於生涯承諾的提高。
玖、生涯承諾發展愈好時，可讓員工生涯愈成功。
拾、生涯承諾愈好時，會加強生涯發展對生涯成功的影響。
最後依據研究結果提出建議，以提供金融業、金融業從業人員與未來研究者參考。

Nowadays, it is a protean career era. Life-long employment no long exists in an organination. People change their psychological contracts and are not only dependent on an enterprise. The responability of career development is not only belong to an organization but also individual. The attitude of an employer’s career is shifted to emphasize self-management. Therefore, subjective judgment standards and self-value appraise whether the profession does success. Even though there is the relationship between protean career and career success, it is still short of enough evidence by the past studies.
The purposes of this study were to examine the employees’ relationship between career development and career success, and career commitment mediating effect. The research subjects were the employees in finance industry, and the research method was survey questionnaire. There were 900 questionnaires were sent out, 552 valid returned, with a 61.3% valid return rate. The data were collected and analyzed by using descriptive statistics analysis, t-test, one-way ANOVA, Person correlation, multiple stepwise regressions and hierarchical moderator regression.
According to the findings, the conclusions were summarized as follows：
1. In organizational career management aspect, “human resource measures” was implementation well but career counseling was not good enough. In personal career management aspect, personal experience was good in Finance industry.
2. Finance industry employees had highly “career resilience” and had highly perceptions of “employment”.
3. Finance industry employees with lower education background, younger or less working experience perceived more important of the career development than the others did.
4. Male, married, or seniority employees perceived more important of the success career than the others did in finance industry.
5. In organizational management aspect, an organization needs more enhance “career counseling” of career development for the employees. In personal career management aspect, employees could expand their “interpersonal relationships” of their career development.
6. Finance industry employees had higher perceptions of career commitment, and they paid much attention to their employability in career success field.
7. The more strengthened career development, the more influenced career success.
8. When the career development was promoted, it could enhance an employee’s career commitment.
9. The more increased of career commitment, the more promoted career success.
10. The career development was significantly influenced to career success, and the relationship was partially mediated by career commitment.
The recommendations based on the findings and conclusions of this study were made for finance industry, finance industry employees and the further study.

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