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研究生: 謝孟庭
Hsieh, Meng-Ting
論文名稱: 台灣自由口譯員就業力初探
An Exploratory Study of Taiwan-based Freelance Interpreters’ Employability
指導教授: 汝明麗
Ju, Ming-Li
學位類別: 碩士
Master
系所名稱: 翻譯研究所
Graduate Institute of Translation and Interpretation
論文出版年: 2019
畢業學年度: 107
語文別: 英文
論文頁數: 162
中文關鍵詞: 自由工作者自由口譯員就業力技能發展
英文關鍵詞: freelancer, freelance interpreter, employability, competence development
DOI URL: http://doi.org/10.6345/NTNU201900392
論文種類: 學術論文
相關次數: 點閱:219下載:46
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  • 由於就業市場結構轉變、科技創新等多重因素,自由工作者(freelancer)人數大幅增加,過往文獻對於自由工作者的就業力(employability)卻鮮少著墨。相較於受僱員工,自由工作者較不受工作時間與地點限制,卻也無員工福利與固定收入,因此須不斷培養技能、提高其就業力才能維持就業,順利覓得下一份工作。培養就業力亦是自由口譯員(freelance interpreter)需思考的重要課題。本研究依據過往文獻建構自由口譯員就業力技能模型,其中包含六大能力:語言能力、口譯技巧、知識、經營管理能力、人脈經營能力、人際互動能力。研究旨在了解對於自由口譯員維持就業力至關重要的技能,探討自由口譯員為提升各項就業力技能所採取的方法與其效益,並分析就業力技能對於翻譯相關系所課程規劃的意義。
    研究採用問卷調查法與半結構式訪談,以作者建構之自由口譯員就業力技能模型為基礎設計問卷,針對臺灣中英自由口譯員進行調查,並根據受測者意願與內容進行半結構式訪談,最終回收共 34 份有效問卷、8 份訪談資料。統計與訪談結果顯示語言能力、口譯技巧與知識為多數自由口譯員維持就業力的核心技能,然年資尚淺的口譯員認為市場競爭日益激烈,因此經營管理與人脈經營能力漸趨重要。在就業力技能發展方面,研究發現自由口譯員鮮少透過正規學習管道加強就業力技能,多半以非正式學習、準備口譯工作、從做中學等方式提升各項能力。
    本研究發現有助自由口譯員了解同業培養技能之趨勢,增進初入市場者對口譯產業生態的認識,也期望凸顯培養就業力對翻譯相關系所課程規劃之重要性。

    Multiple forces of change, such as labor market and organizational restructuring, technological advancements, have accelerated the growth of the freelance workforce, an under-researched population in the literature. Compared with salaried employees, freelancers, including freelance interpreters, enjoy greater freedom and flexibility in work arrangements, but also face a number of unique challenges. It therefore necessitates a competitive skillset and strong employability to secure and maintain employment.
    Based on previous literature, the study developed an employability competence framework for freelance interpreters, integrating six main competences, with the aim of investigating the determining competences of freelance interpreters’ employability, competence enhancement approaches adopted and their perceived effectiveness, and exploring the pedagogical implications for interpreting schools.
    Drawing on data collected from a sample of 34 Taiwan-based freelance interpreters, the results suggest that language competence, interpreting competence and knowledge were considered critical for freelance interpreters to stay employable. However, business and networking competencies also gained traction among those with limited experience. Additionally, freelance interpreters were found to develop their employability competences mostly through informal learning, targeted assignment preparation and learning by practicing interpreting. The findings of the study may serve as a practical guide for practitioners, at the same time underscore the importance of employability as an element to be incorporated into interpreter training programs.

    Abstract i 摘要 ii Table of Contents iii List of Tables vi List of Figures vii Chapter 1 Introduction 1 1.1 Background of the Study 1 1.2 Research Purpose and Questions 3 1.3 Chapter Structure 4 Chapter 2 Literature Review 5 2.1 Freelancer and Employability 5 2.1.1 Freelancing as a career 5 2.1.2 Employability: a conceptual review 7 2.1.2.1 Competence as the cornerstone of employability 8 2.1.3 Employability of freelancers 10 2.2 Freelance Interpretation as a Profession 11 2.2.1 Defining freelance interpreter 11 2.2.2 Interpretation as a professional service 12 2.2.2.1 Interpreting defined 13 2.2.2.2 Interpreting as a profession 13 2.2.3 Managing a freelance career 15 2.3 Freelance Interpretation Market 18 2.3.1 Overall market situation 18 2.3.1.1 Market structure 18 2.3.1.2 Market segmentation 19 2.3.1.3 Intermediaries as a growing force 20 2.3.2 Finding the deal 20 2.3.3 Demand for interpretation services 21 2.3.3.1 Private sector demand 21 2.3.3.2 Government sector demand 21 2.3.3.3 Recruitment considerations 22 2.3.4 Navigating the freelance market: challenges 23 2.4 Modeling Employability of Freelance Interpreters 23 2.4.1 Interpreter competence model 24 2.4.2 The Iceberg Model of Competence 29 2.4.3 Employability competence framework for freelance interpreters 30 2.4.4 Interpreter competence enhancement 33 Chapter 3 Research Method 35 3.1 Research Design 35 3.2 Research Participants and Survey Method 35 3.3 Research Instrument 37 3.3.1 The online questionnaire 37 3.3.1.1 Design 37 3.3.1.2 Questionnaire data collection and analysis 38 3.3.1.3 Reliability and validity of the questionnaire 40 3.3.2 Semi-structured interview 41 3.3.2.1 Sampling method of the interview participants 41 3.3.2.2 Design of the interview guide 42 3.3.2.3 Interview data collection and analysis 43 Chapter 4 Results and Discussion 44 4.1 Basic Information 44 4.2 Part One: the Six Employability Competences 48 4.2.1 Language competence 48 4.2.2 Interpreting competence 57 4.2.3 Knowledge 66 4.2.4 Business competence 78 4.2.5 Networking competence 88 4.2.6 Social competence 97 4.3 Part Two: Supplementary Questions 103 4.3.1 Ranking of six employability competences 104 4.3.2 Key competences to be taught at school 115 4.3.3 Missing competences (if any) 120 4.4 Additional Interview Question 121 Chapter 5 Conclusion 124 5.1 Study Overview 124 5.2 Major Findings 125 5.2.1 Determining employability competences 125 5.2.2 Competence enhancement approaches and effectiveness 128 5.2.2.1 Language competence 128 5.2.2.2 Interpreting competence 129 5.2.2.3 Knowledge 129 5.2.2.4 Business competence 130 5.2.2.5 Networking competence 131 5.2.3 Pedagogical Implications 131 5.3 Contributions 133 5.4 Limitations of the Study 135 5.5 Recommendations for Future Research 137 References 140 Appendices 151 Appendix 1: Finalized Questionnaire 151 Appendix 2: Instruction for Questionnaire Respondents 158 Appendix 3: Form of Consent for Interviewees 159 Appendix 4: Finalized Interview Guide 160

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