本文將以網絡理論的觀點，並比較分層勞動市場理論，人力資本理論及信號理 論的觀點來分析就業輔導機構在勞動市場中所扮演的角色及其功能評估。一般而言，從就 業輔導機構的居間媒介數字只能看出人力資源的存量，運用及分配情形，至於求才或求職 的消息或情報的深度與面向又如何呢？ 　　本文僅就從求才者的立場來評估就業輔導機構的功能，探究的問題包括：（1）求才 者的人力運用情形是否對就業輔導機構的功能形成助力或阻力？（2）求才者與就業輔導 機構互動的過程中，他們對該機構的認識、期望及評估如何？及（3）就業輔導機構的回 應能力及未來應如何改進其服務的方向？ 　　本文訪問的求才者是在民國八十一年二月從各地的就業輔導中心、輔導站與青輔會的 求才者（雇主）名單中隨機抽出的，資料的搜集採親訪與郵寄問卷二式，有效樣本共351 份。除了一般的統計分析方法外，本文應用邏輯迴歸分析(Logistic Regression Analysis) 來檢視諸多變項中，影響求才者利用就業輔導機構媒介求職者的機會大小。 　　本調查分析有四點主要發現：第一，求才者重視就業穩定、有責任感的員工，推介的 求職者常有高度流動性。第二，機構推介的人才大都為佐理、技術人員及生產作業人員等 中低層人力，符合需求但推介時效緩不濟急。第三，求才者冀望機構主動拜訪連繫，而非僅 以報紙或電話告知、機構有更佳的回應能力與行政效率、加強寄發求職快報，儘速告知推 介結果，及透過諮詢推介合適人員及第四，求才者本身的勞動市場背景與徵才管道是影響與 就業輔導機構聯繫的最主要層面，換言之，分層勞動市場理論與網絡理論較能解釋彼此的 互動；而就業輔導機構內部的工作人員的服務態度、辦事效率、手續及求職者符合應徵條 件等變項在互動上具有正面效果，而工作人員對就業市場狀況的瞭解則有負面效果。

　　　　　In this paper the role and the function of the public employment service agencies in the labor market would be analyzed from the view point of network theory, meanwhile comparing with the view points of segmental labor theory, human capital theory and signaling theory for the best interpretation. The figures of job matching reported by the public employment service agencies only revealed the stock of man power and its distribution, while the means of transferring and the distribution of job information needed by the employing organizations had not been clear. This paper aimed to evaluate the function of the public employment service agencies from the standpoint of the employing organizations. The issues to be explored included: (a) was it a assistance or resistance to the employment service agencies in the ways of man power utilized by the employing organizations? (b) What were the expectations and the evaluations of the employing organizations to the employment service agencies. (c) To what extent could the response ability and the orientation of the employment service agencies be improved. Using stratified random sampling method, a sample was drawn from the list provided by the public employment service agencies and the National Youth commission, Executive Yuan, in February 1992. Finally, 351 cases of employing organizations were completed. Data were collected by face-to-face interviews and mailing questionnaires. Some statistical methods, especially logistic regression analysis, were applied to examine the opportunity of employing organizations hiring job seekers recommended from the public employment service agencies. There were four main points found from the analysis: (a)The employing organizations very emphasized the importance of the stability and the responsibility of the employees, while the recommended job seekers had been highly mobile in switching jobs. (b) The occupational titles of the applicants mostly placed on the lower level of the occupational categories such as assistant, technician, and operative worker which were just the needs of the employing organizations except that often in time lag. (c) Several expectations to the public employment service agencies by the employing organizations were emphasized: the necessary of initial contacts rather than informed through telephone or newspaper, the efficient response and the effective administration, the reinforcement of the distribution of the job seeker's list and the job placement, and also the job placement through vocational guidance. (d) The recruit selection of the employing organizations and its structural level in the labor market constituted the main effects on the employment in relation with the public employment service agencies. In other words, the segmental labor market theory and the network theory could offer better interpretation on the interaction in between the employment service agencies and the employing organization. In the service process the positive effects could be attributed by the attitudes of the agencies workers, the administrative efficiency, and the qualification of job seekers. Meanwhile the negative effect on the employment relation was the extent of the agent worker's proficiency on the preparation of the employment market.