即有文獻針對自由口譯員的專業培訓、能力、就業力等方面已有諸多研 究,並探討以上面向與口譯員職涯表現與台灣自由口譯市場概況之關係。然而， 尚未有研究完整討論新手口譯員初期步入市場的時光。本研究旨在探討口譯員 如何從新手口譯員漸漸立足於台灣的中英自由口譯市場。研究專訪了十五位結 業於台灣翻譯研究所之現行中英自由口譯員。十五位口譯員於自由市場年資為 三到十九年不等。

本研究採用紮根理論，透過訪談瞭解個人動機、打入市場方式和立足市 場定義之間的共同點和差異性。作者以"自由譯者市場同化性”模型做為理論架 構，透過紮根理論進行比較及概念化，進一步瞭解台灣中英自由譯者初入市場 之關鍵技能。研究結果顯示，除了最為基本的口譯語言能力，人脈經營能力、 人際互動能力、經營管理能力皆扮演重要的角色。市場新手利用關鍵技能進而 最大化運用多方接案管道 (前輩介紹、客戶介紹、其它工作介紹等)，於建立口 碑同時消弭焦慮感，從而逐漸從市場新手蛻變為立足市場之自由譯者。此篇研 究更深入討論「立足市場」之定義。

Much has been said about aspects such as professional interpreters’ professional training, competence and employability and how these aspects relate to the freelance market and an interpreters’ professional career. Yet, existing literature does not provide enough information on the initial period of market entry for market newcomers. This study set out to explore how interpreters move from newcomers to establishing themselves in the Chinese-English freelance interpreting market in Taiwan, specifically zooming in on a group of Chinese-English freelance interpreters who have completed translation and interpretation graduate program from a given university in Taiwan, with varied years of experience.
The study used grounded theory approach to look for commonalities and differences in personal motives, market entry approaches and one’s definition of establishing one-self in the market among this group of interpreters. The researcher used a “freelance market assimilation model” as the theoretical framework to analyze how newcomers integrate into the freelance market. The study found that aside from technical competence as a prerequisite criterion, networking, social and business competence are valuable competence that can help a newcomer to maximize market entry channels (referrals from senior interpreters, clients and other work) to land more work. During the encounter stages of establishing a successful track record and managing uncertainties, freelance interpreters gradually metamorphose into an established market presence. The study also deduced a common definition for“establishing oneself" in the market.

Afonso, A., Ramirez, J. J., & Diaz-Puente, J. M. (2012). University-industry cooperation in the education domain to foster competitiveness and employment. Social and Behavioral Sciences, 46, 2947-3953.

Albl-Mikasa, M. (2013). Developing and cultivating expert interpreter competence. The Interpreters' Newsletter, 18, 17-34.

Ashford, S., Caza, B., & Reid, E. (2018). From surviving to thriving in the gig economy: A research agenda for individuals in the new world of work. Research in Organizational Behavior, 38, 23-41

Australian Institute of Interpreters and Translators Inc (n.d.) The Code of Ethics. https://ausit.org/code-of-ethics/

Balling, L.W., & Kristian T.H. 2015. Design and Statistics in Quantitative Translation (Process) Research. Translation Spaces 4(1): 169–186.

Bakker, A. B., & Demerouti, E. (2007). The job demands-resources model: State of the art. Journal of Managerial Psychology, 22(3), 309–328. http://dx.doi.org/10.1108/ 02683940710733115.

Barnes, S. A., Green, A., & de Hoyos, M. (2015). Crowdsourcing and work: Individual factors and circumstances influencing employability. New Technology, Work and Employment, 30(1), 16–31.

Bourgoin, A., & Harvey, J. F. (2018). Professional image under threat: Dealing with learning–credibility tension. Human Relations, 71(12), 1611-1639.

Charmaz, K. (2006). Constructing grounded theory: A practical guide through qualitative analysis. sage.

Clinton, M., Totterdell, P., & Wood, S. (2006). A grounded theory of portfolio working: Experiencing the smallest of small businesses. International Small Business Journal, 24(2), 179-203.

Côté, S. (2014). Emotional intelligence in organizations. Annu. Rev. Organ. Psychol. Organ. Behav., 1(1), 459-488.

Duo, P-C., Su M-H. (2020) Impact of internship on university English majors’ self- perceived employability in Taiwan. Journal of Applied English, 15, 1-24.

Duymedjian, R., & Rüling, C.-C. (2010). Towards a foundation of bricolage in organization and management theory. Organization Studies, 31(2), 133–151.

Fan, D.F. (2021, January 5). My first RSI experience. https://medium.com/@damienfan

Fraser, J. & Gold, M. (2001). "Portfolio Workers”: Autonomy and Control amongst Freelance Translators. Work, Employment & Society, 15(4), 679-697.

Frenette, A. (2013). Making the intern economy: Role and career challenges of the music industry intern. Work and Occupations, 40, 364–397.

Gandini, A. (2016a). Digital work: Self-branding and social capital in the freelance knowledge economy. Marketing Theory, 16(1), 123–141.

Gandini, A. (2016b). The reputation economy: Understanding knowledge work in digital society. Springer.

Glaser, B. G., Strauss, A. L., & Strutzel, E. (1968). The discovery of grounded theory; strategies for qualitative research. Nursing research, 17(4), 364.

Gold, M., & Mustafa, M. (2013). ‘Work always wins’: client colonisation, time management and the anxieties of connected freelancers. New Technology, Work and Employment, 28(3), 197-211.

Handy, C. (2012). The age of unreason. Random House.

Hobfoll, S. E. (1989). Conservation of resources: a new attempt at conceptualizing stress. American psychologist, 44(3), 513.

International Association of Conference Interpreters. (n.d.). https://aiic.org/

International Association of Conference Interpreters. (n.d.) “How can I make RSI
platforms work for me as a freelancer?

Jablin, F. M. (1984). Assimilating new members into organizations. Annals of the
International Communication Association, 8(1), 594-627.

Jablin, F. M. (1987). Organizational entry, assimilation, and exit. In F. M. Jablin, L.
L. Putnam, K. H. Roberts, & L. W. Porter (Eds.), Handbook of organizational communication: An interdisciplinary perspective (pp. 679–740). Sage Publications, Inc.

Johnston, S. (2007). Interpreter internship program. The Critical Link 4: Professionalisation of Interpreting in the Community: Selected Papers from the 4th International Conference on Interpreting in Legal, Health and Social Service Settings, Stockholm, Sweden, 20-23 May 2004 (p. 263). John Benjamins Publishing Co.

Klimkowski, K. (2015). Entrepreneurial training in translator and interpreter education. Roczniki humanistyczne, 63(11), 67-83.

Kram, K. E. (1988). Mentoring at work: Developmental relationships in organizational life. University Press of America.

Miller, V. D., & Jablin, F. M. (1991). Information seeking during organizational entry: Influences, tactics, and a model of the process. Academy of Management Review, 16(1), 92-120.

The National Council on Interpreting in Health Care (n.d.) A National Code of Ethics for Interpreters in Health Care. https://www.ncihc.org/assets/z2021Images/NCIHC%20National%20Code%20of%20Ethics.pdf

Olalla-Soler, C. (2019). Bridging the gap between translation and interpreting students and freelance professionals. The mentoring programme of the Professional Association of Translators and Interpreters of Catalonia. The Interpreter and Translator Trainer, 13(1), 64-85.

O'Mahony, S., & Bechky, B. (2006). Stretchwork: managing the career progression paradox in external labor markets. The Academy of Management Journal, 49(5), 918-941.

Ozolins, U. (2007). The interpreter’s ‘third client’: Interpreters, professionalism and interpreting agencies. In Cecilia Wadensjö, Birgitta Englund Dimitrova and Anna-Lena Nilsson (Eds.), The Critical Link 4. Professionalisation of interpreting in the community (pp.121-131). Amsterdam, Philadelphia: John Benjamins.

Palinkas, L. A., Horwitz, S. M., Green, C. A., Wisdom, J. P., Duan, N., & Hoagwood, K. (2015). Purposeful sampling for qualitative data collection and analysis in mixed method implementation research. Administration and policy in mental health and mental health services research, 42(5), 533-544.

Petriglieri, G., Ashford, S. J., & Wrzesniewski, A. (2018). Thriving in the gig economy. Harvard Business Review, 96, 140-143. Retrieved from https://hbr.org/2018/03/thriving-in-the-gig-economy

Pichault, F., & Naedenoen, F. (2016). WP1. Definitions and typology of new autonomous workers What do we mean by autonomy at work?

Rudolph, C., Allan, B., Clark, M., Hertel, G., Hirschi, A., Kunze, F., . . . Zacher, H. (2021). Pandemics: Implications for research and practice in industrial and
organizational psychology. Industrial and Organizational Psychology, 14(1-
2), 1-35. doi:10.1017/iop.2020.48

Spence, M. (1978). Job market signaling. Uncertainty in economics, 281-306.
Academic Press.

Süß, S., & Becker, J. (2013). Competences as the foundation of employability: a
qualitative study of German freelancers. Personnel Review, 42(2), 223-240.
doi:10.1108/00483481311309393

Taleb, N. N., & Raju, P. V. L. (2011). Fooled by Randomness.

Tseng, J. (1992). Interpreting as an emerging profession in Taiwan - a sociological
model. Unpublished master's thesis, Fu Jen Catholic University, Taiwan.

Upwork. (2019). https://www.upwork.com/i/freelancing-in-america/2019/

Vallas, S. P., & Christin, A. (2018). Work and identity in an era of precarious
employment: how workers respond to “personal branding” discourse. Work
and Occupations, 45(1), 3-37.

Zhong, Y. (2008). Teaching Translators through self-directed learning: Documenting the implementation of and perceptions about self-directed learning in a translation course. The Interpreter and Translator Trainer, 2(2), 203-220.

王湘菲(2016)。口筆譯員的粉絲專業–個人行銷行不行?(未出版之碩士論
文)。國立臺灣師範大學，臺北市。 [Wang, S-F. (2016). Interpreters and
Translators on Fan Pages: Like Me on Facebook (Unpublished master’s
thesis). National Taiwan Normal University.]

王啟安 (2015)。中英會議口譯聯合專業考試對考生之意義及影響 (未出版 之碩士論文)。國立臺灣師範大學，臺北市。[Wang, C-A. (2015). Students’ Perception of the Implication and Influence of the Joint Professional Examination (Unpublished master’s thesis). National Taiwan Normal University.]

王雲東(2007)。社會研究方法–量化與質性取向及其應用 (初版)。臺北 縣: 威士曼。[Wong, Y-T. (2007), Social Research Methods: Quantitative and Qualitative Approaches and Applications. Wiseman Publishing Co., Ltd.

行政院新聞局(2004)。臺灣翻譯產業現況調查研究總結分析報告。專案研究
報 告。臺北市:作者。[Government Information Office, Taiwan. (2004).
Taiwan fanyi chanyeh siankuang diaocha yanjiou zongjieh fensi baogao [Analysis report: Survey of the translation and interpretation industry in Taiwan] (Publication No. GIO-CH-BO-93-109-I-1). Taipei: Author.]

汝明麗(2009)。臺灣口譯產業專業化:Tseng 模型之檢討與修正。《編譯論叢》， 2(2)，105-125。[Ju, M. L. (2009). The professionalization of interpreting in Taiwan: a critical review of Tseng’s model. Compilation and Translation Review, 2(2), 105-125.]

汝明麗(2012)。會議口譯專業倫理與課程設計之初探。《翻譯學研究集
刊》，15, 41-97。[Ju, M. L. (2012). An Exploratory Study of Professional
Ethics for Conference Interpreters and Course Design implications. Studies of
Translation and Interpretation, 15, 41-97.]

林慶隆、陳子瑋、彭致翎、何承恩、張舜芬、吳培若(2016)。臺灣政府單位 翻譯 需求及人力資源問題分析。《編譯論叢》，9(2) ，23-56。 [Lin, C. L., Chen, T. W., Peng, C. L., Ho, C. E., Chang, S. F. & Wu, P. J. Public sector translation and interpretation: demand analysis for Taiwan. Compilation and Translation Review, 9(2), 23-56.]
100

陳子瑋、林慶隆、鼓致䦀、林俊宏、何承恩 (2017)。 臺灣大專校院翻譯課 程師資及教師教學目標之研究。《編譯論叢》。10 (1)，83-120。[Chen,
T-W., Lin, C., Peng, C., Lin, O., & Ho, C-E. (2017). A Survey of Translation and Interpretation Curricula in Taiwan: Faculty and Objectives. Compilation and Translation Review, 10(1), 83-120. DOI: 10.29912/CTR.201703_10(1).0003]

黃經偉(2005)。自由會議口譯員的印象管理初探研究 – 與中介機構及客戶 之互動。(未出版之碩士論文)。國立臺灣師範大學，臺北市。[Chen, K. Y. (2010). An Exploratory Study of Freelance Conference Interpreters’ Impression Management – Interaction with Agents and Clients (Unpublished master’s thesis). National Taiwan Normal University, Taipei.]

曾仁德(2005)。台灣口譯產業分析:以中英會議口譯次產業為例(未出版之碩 士論文)。私立天主教輔仁大學，新北市。[Tseng, J. T. (2005). Industrial analysis of the interpreting industry in Taiwan: Taking Chinese-English conference interpreting industry as an example (Unpublished master’s thesis). Fu Jen Catholic University, New Taipei.]

陳岳辰(2006)。台灣地區自由口譯員之人格特質與工作滿意之關係(未出版之 碩士論文)。國立臺灣師範大學，臺北市。[Chen, Y. C. (2006). The
relationship between personality traits and job satisfaction: a case study of freelance interpreters in Taiwan (Unpublished master’s thesis). National Taiwan Normal University, Taipei.]

陳子瑋、林慶隆、彭致翎、吳培若、何承恩、張舜芬、廖育琳(2012)。臺灣 翻 譯產業調查研究。臺北市:國家教育研究院。[Chen, T. W., Lin, C. L., Peng, C. L., Wu, P. J., Ho, C. E., Chang, S. F. & Liao, Y. L. (2012). Survey of the translation and interpretation industry in Taiwan. Taipei: National Academy for Educational Research.]

陳凱怡(2008)。臺灣地區口譯員工作價值觀與工作滿意度調查研究(未出版 之碩士論文)。國立臺灣師範大學，臺北市。[Chen, K. Y. (2008). An Initial Investigation of Interpreters' Work Values and Job Satisfaction in Taiwan (Unpublished master’s thesis). National Taiwan Normal University, Taipei.]

陳寶如(2019)。個人特性與 LinkedIn 使用動機及行為關聯性研究 。 政治 大學企業管理研究所 (MBA 學位學程) 學位論文, 1-76. [Chen, P.R. (2019). A study of relationships among individual characteristics, motivation and behavior of using LinkedIn. National Chenchi University, Taipei]

陳曉瑩 (2016)。會議口譯服務收費內涵——以臺灣自由業中英口譯員之觀點 探 究(未出版之碩士論文)。國立臺灣師範大學，臺北市。[Chen, H.Y. (2016). Fee Components of Conference Interpreting Services - A Study on Freelance English/Chinese Interpreters in Taiwan (Unpublished master’s thesis). National Taiwan Normal University, Taipei.]

楊承淑(2000)。論口譯的價值與價格，翻譯學研究集刊，5，197-209。[Yang, C. S. (2000) The market value and market price of oral interpretation. Studies of Translation and Interpretation, 5, 197-209.]

蔡依舫(2011)。台灣口譯產業現狀與需求分析:以民間企業為例(未出版之碩
士論文)。國立臺灣師範大學，臺北市。[Tsai, I. F. (2011). An analysis of
the current state and needs of the interpreting industry in Taiwan: A survey of the private sector (Unpublished master’s thesis). National Taiwan Normal University, Taipei.]

謝孟庭(2019)。台灣自由口譯員就業力初探 (未出版之碩士論文)。國立臺灣 師範大學，臺北市。[Hsieh, M-T. (2019). An exploratory study of Taiwan-based freelance interpreters’ employability (Unpublished master’s thesis). National Taiwan Normal University.]