本文是以結構角度描述師資培育制度變革後，在民國86-91年這一個過渡階段下中等師資供需情況，並探討它和組織機制的關聯。主要研究發現有：1.就師資數量來看，中等師資供需已現供過於求的現象。2.就組織場域競爭的結果看來，這一階段除了技職院校外，其它師資培育組織各有各的利基。3.就需求角度看來，不同中等學校採用新制教師有顯著差異。4.求職和選才兩者的偏好，仍是師資供需結構的決定力量。5.師資培育組織特質、教育實習連帶，和教職類型取得比例有特定關聯。
本文綜合上述發現提出兩點建議，第一，教育主管單位應控制師資培育人數。第二，沒有明確組織利基的師資培育中心宜早妥慎因應，以避免教育投資浪費，除了要多注意勞力市場的結構變化，應可善用教育實習的制度連帶。

Using a structural perspective of teacher education reform, this paper discusses the job-matching outcomes of the teacher labor market at high-school level and the relationships between these outcomes and organizational mechanisms. The important findings are presented as follows: 1. According to the number of the new entrants, a supply-over-demand problem has appeared in high-school teacher labor market. 2. From analyzing the outcomes of the competition among the organizations, it is shown that, except technical and vocational colleges, the teacher education organizations still have their own niches. 3. The hiring conditions for new entrants with different preparation backgrounds vary with the high-school categories. 4. The preferences of both the job seekers and the recruiters still play an important factor in the job-matching process. 5. There are certain relationships among organizational characters, practical training linkages and the later job-seeking outcomes.
Finally, this paper draws two suggestions. First, the education administrators need to depress the overpopulation of teacher-education. Second, the teacher-education programs that are losing their niche should consider how to respond to the situation in order to avoid wasting the educational resource. They need to also be aware of the changes in teacher labor market and to improve the institutional linkage of practical training.