本研究旨在發展適於評估生涯人際能力之測量工具並檢視其效度，理論模式建立在關係取向工作理論。在研究方法上採用兩階段研究流程，首先以焦點團體訪談探究生涯人際能力內涵及具體指標，以「和聚合式社會資本有關」、「和橋接式社會資本有關」兩大類區分出不同生涯人際能力差異，並建立對應的能力指標；在第二階段，這些能力指標被發展成為量表題項，接續採用驗證性因素分析考驗量化資料和理論模式之間的適配度。研究結果指出，生涯人際能力量表品質佳，有助於說明工作者在職場中人際傾向的差別，進而可根據評估所得發展成為管理應用實務。未來研究將可採用此量表進行後續探究以建構理論，用於說明生涯發展歷程中的人際向度。

A scale for the evaluation of employees’ interpersonal competencies for career was developed in the present study. Relational theory of working contributed to the theoretical foundation of this scale. A difference between bonding and bridging social capital was employed to conceptualize the items collected from focus group interviews. A survey was carried out, after this conceptualization, and data were collected to assess goodness of fit regarding the hypothesized model. A confirmatory factor analysis of the factor structure of The Interpersonal Competencies for Career Scale showed that employees’ interpersonal differences could be evaluated effectively using this scale. Recommendations for future research into relational dimensions in career development, and for managerial practices were discussed.