本研究探討金融產業第一線服務人員生涯人際能力與生涯成功的關係，旨在檢視生涯發展歷程中的人際向度對短期工作表現及長遠生涯發展之影響。在研究方法上，總計蒐集109份來自金融專員的有效問卷，採結構方程模式分析理論模式適配度；為強化研究結果之解釋，接續進行13位金融專員的質性訪談以呈現與每天工作和生涯經驗密切有關的脈絡現象。研究結果指出，「和鞏固聚合式社會資本有關」的生涯人際能力對金融專員的脈絡績效有正向影響，「和拓展橋接式社會資本有關」的生涯人際能力有助於任務績效，然而，生涯滿足與此兩類生涯人際能力之間的關係得到部分支持，僅反映在和聚合式社會資本有關的影響效應。這些發現指出當前金融產業特性，亦即聚合式和橋接式社會資本兩者在顧客導向、高情緒勞務環境下皆對員工生涯成功有著重要性。最後，本研究綜合質性和量化發現提出賡續研究及管理建議。

This study, with a focus on the relational dimension in career development, explored the relationships between employees’ interpersonal competencies for career and their perception of career success. Methodologically, quantitative data were collected from 109 bank personnel in Taiwan, and structural equation modeling was employed to examine the hypothesized relationships of the variables. In addition, qualitative data were given to enrich our theoretical understanding of the context where the findings were analyzed and demonstrated within 13 bank personnel’s daily work and career experiences. Quantitative results showed that work contexts should be taken into account, while linking two dimensions of interpersonal competencies for career (i.e. bonding and bridging social capital) to three indicators of career success (i.e. career satisfaction, task performance, and contextual performance). Statistically, a significant relationship was found between the bank personnel's competencies for bonding social capital and contextual performance. The relationship between the bank personnel's competencies for bridging social capital and task performance was significant as well. However, the relationships between the competencies for bonding or bridging social capital and career satisfaction were only partially supported. Qualitative results provided another source of findings supporting these quantitative results, and also highlighted direction for further investigations. Implications for human resource management were recommended.