氣候危機下的氣候離職現象與職涯轉職省思

Abstract

本研究旨在探討因應「工作與環境兩難」，即在現代工作與生態永續間的結構性張力關係下，興起的「氣候離職」（climate quitting）現象。關於職場環境倫理的文獻多聚焦於企業社會責任（Corporate Social Responsibility, CSR）與環境、社會、公司治理（Environmental, Social, and Governance, ESG）政策，探討如何透過組織目標與員工價值的媒合提升工作滿意度。然而，針對個人生態價值觀如何引發職場的「道德失調」（moral dissonance），進而迫使員工進行自我認同重塑，甚至最終選擇轉職，整體的理解仍相當有限。本研究跨越傳統的行為理論，擴展既有的「認同協商」（identity work）與「工作意義」（meaningful work）之理論架構，並指出藉由轉職以化解道德失調的過程中，結構性特權扮演必要角色。本研究採用立意抽樣，對全球不同產業，如來自航空、人工智慧、工程及軟體開發業等 14 位從業者，進行半結構深度訪談。研究結果顯示，生態意識的覺醒會形成職場上的道德斷裂，高碳排產業所承受的「道德污名」（moral taint），將個人工作經驗轉化為內在無意義感。本研究指出，「氣候離職」並非線性的職涯轉換，而是為了維持自我認同與實踐環境責任，進而整合個人價值的積極行動。上述結果顯示，未來職涯發展理論必須跳脫企業與環境「雙贏」的傳統論述，將環境向度納入職涯路徑，發展重視「社會—生態鑲嵌性」之視野。

Much of the literature on environmental ethics in the workplace focuses on how corporate CSR and ESG policies foster job satisfaction through an alignment between organizational goals and employee values. However, there is limited understanding of how deeply held ecological values trigger a sense of moral dissonance in the workplace that forces an identity reconstruction and eventual career transition. This study investigates the emerging phenomenon of “climate quitting” as a response to the “jobs-environment dilemma,” the structural tension between modern work and ecological sustainability. Moving beyond traditional behavioral models, this study expands existing frameworks of identity work and meaningful work by demonstrating how structural privilege functions as a necessary mediator for resolving moral dissonance through career transition. Through purposeful sampling, fourteen in-depth semi-structured interviews were conducted with practitioners across diverse global sectors, including but not limited to, aviation, artificial intelligence, engineering, and software development. The findings reveal that ecological awareness functions as a catalyst for a moral rupture, where the perceived “moral taint” of high-emissions industries transforms one’s work into an experience of inner turmoil or meaninglessness. The study concludes that climate quitting is not a linear career move but a high-stakes act of personal realignment aimed at identity-preservation and environmental stewardship. These results suggest that career development models must account for socio-ecological embeddedness, highlighting a need for organizational structures that move beyond corporate “win-win” narratives toward professional pathways that incorporate environmental boundaries.