本文關懷女性在科技領域中的困境，蒐集12位女科技教授性別經驗與科技生涯的敘說資料，從個人、家庭、學校與社會等不同脈絡瞭解其性別歷程，歸納其科研生活中如履薄冰的幾個綜合因素。結果發現，科技女性在科研領域中受限於四種陷阱論述。第一，反女性自我論述：科技女性的自我侷限於傳統對女性的否定，受限於生理弱勢無法符應科技需求，陽剛女性產生自我排擠效應，身為女性產生失能恐慌與成功恐懼，自我壓抑性別意識。第二，扛女性職責論述：無論已婚或未婚者都受限於「全母職原罪、無母職污名、好女人羈絆」，女性職責乃事業成功的先備條件。第三，去女性文化論述：理工科系校園文化不利女性，男性建築無女性空間、陽剛文化黃色笑話的威脅、反陰柔特質的父權壓迫。第四，非女性社群論述：科技為男性專有，非女性專業，缺乏女性社群與交流管道。這些論述會造成女性自我設限，降低參與科技領域之動力。本研究呼應先前研究指出女性專業發展的組織阻隔已如建築般天羅地網從玻璃天花板、玻璃牆、陷阱門到泥濘地板，我們在鼓勵女性突破自我走進科技之餘，更該雙管齊下，從社會結構面減少女性在科技領域中的性別制度化藩籬，以免阻隔了女性與男性平等經營科技世界的可能性。

Concerning the female dilemma in Taiwan's context of gendered technology, this study collected narrative data from 12 women scientists and technologists about gendered experiences in their technology career. Situating them back to different contexts among individuality, family, schooling and society, this paper explores how they articulated gender-traps during inferior treatment. In conclusion, women scientists and technologists were trapped by four discourses. First, the discourse of anti-feminine selfhood -- Feminine selfhood was constrained due to traditional denial of women's rights, the self-exclusion effect of masculine women, and the achievement phobia and incapacitating panic in women. Second, the discourse of shouldering women responsibilities -- Both married and unmarried women were trapped in terms of ＂motherhood as original sin＂, ＂non-motherhood as stigma＂ and ＂good woman fetters＂. Woman responsibilities had to be in place prior to career pursuing. Third, the discourse of removing cultural feminization -- Male-dominant campus without women-only space was full of sexual harassment and patriarchal oppression against femininity. Fourth, the discourse of non-female community -- Science and technology is not woman's profession but a man's land that lacks women community. These above discourses caused women self-handicapping behaviors away from a science career. This research corresponded to Guy's (1994) organizational architecture theory that professional women in organizations overwhelmingly faced gendered segregation in research connections such as glass ceiling, glass walls, trap doors and sticky floors. This study gives insight to gender minority in professional development that we shall rethink the institutionalized segregation of gender in the higher education sector in order not to cut off the possibility for women entering into technology management.