在大学生就业成为全社会关注的焦点话题的背景下，思考影响大学生就业结果的深层次原因显得十分迫切。沿着Mel Fugate提出的“心理—社会”模型就业能力结构的思路，本研究选择我国包括985院校、211院校、一般大学和高职院校四个层次22个高校1500多名应届毕业生为研究对象，分四个子研究，通过对大学生就业能力结构的探讨，分析大学生的个人特质、人力资本与社会资本、职业认同的特点以及众多环境变量对大学生就业结果的影响。研究一探讨了大学生适应性的结构。开放性、乐观、自尊、一般效能感、责任感、内控性、乐于学习、前瞻性等八个特性都有利于个体面对快速变化的职业世界，根据题总相关将八个变量的项目删减到2-3个，然后用AMOS对八个变量进行验证性因素分析，提取了两个二阶公因子：主动适应和应对适应，并形成了两个维度、22道题的适应性量表。研究二聚焦于大学生人力资本和社会资本概念的界定与测量以及中国大学生人力资本与社会资本的基本特征。通过探索性因素分析发现，大学生的人力资本构成有三个维度，分别是学业因素、社会实践和工作实习；社会资本由先天强关系、后天强关系和弱关系构成，使用“提名生成法”测量强关系，通过填写人数测量弱关系。中国大学生的人力资本、社会资本在部分人口统计学变量上存在显著差异；研究三修订了霍兰德职业认同量表（MVS），职业认同量表是一个单维度量表，有良好的内部一致性和结构效度；用结构方程模型验证了Mel Fugate提出的就业能力结构模型：就业能力由适应性、职业认同、人力资本和社会资本组成，模型拟合指数良好。研究四重点探讨就业能力与就业结果的关系。首先，使用结构方程模型分析就业能力与就业结果之间的关系，发现就业能力与就业结果各因素之间都有显著的正相关，模型拟合指数基本可以接受。使用多层回归探讨就业能力各因素：适应性、职业认同、人力资本和社会资本以及各个人口统计学变量与各个就业结果的关系，发现学校类别、政治面貌、性别、职业认同、人力资本对获得工作的数量有非常显著的预测作用；大学生生源地的经济发展程度、学校类别、人力资本对毕业后的起步工资有非常显著的预测作用；人力资本、职业认同、适应性对职位满意度有非常显著的预测作用；个人适应性对工作半年后的工作适应有非常显著的预测作用。

At this point, graduate employment has become a hot topic for the whole society. Consequently it is urgent for us to think about the fundamental factors that will influence the employment of graduate students. Under employability ---a psycho-social construct raised by Mel Fugate, this study chose 1500 graduates from 22 universities（985, 211, ordinary university and higher vocational college）, investigated the construct of graduates' employability, and analyze the characteristics of graduates' vocational identity, human and social capital, and their effect（together with several environment varialbes） on graduates' employment, The full study can be divided into four parts.First part discussed the construct of adaptability. Openness, Optimism, Self-esteem, Generalized self-efficacy（GSE）, Responsibility, an internal locus of control, the propensity to learn and Prospectiveness, all 8 characteristics help graduates to face the increasing pace of change in the occupational environment. Due to item-total correlation, every variable's items was deleted to 2-3, then using confirmatory factor analysis（CFA） by AMOS, we extract 2 second order common factor: proactivity and coping adaptability. Finally, we make a two-dimension scale with 22 items. In the second part of our study we focus on the operationalization and psychometric measurement of graduate human and social capital, and the fundamental characteristics. The graduate human capital includes three dimensions: academic factor, social practice factor and operational intership factor. Social capital includes born strong tie, postnatal strong tie and weak tie. We measure strong and weak tie throuht nomination and number, separately. The difference of graduate human and social capital on part of demographic variables was significant.Part three revised the vocational identity part of My Vocational Scale（MVS, Holland）. The vocational identity scale was a single dimension scale, with nice internal consistency reliability and construct validity. Besides, the study verified Mel Fugate's employability model, which includes adaptability, vocational identity, human and social capital. This model fits well.Part four of our study focus on the relationship between employability and employment. First, we found positive relationship between employability and several results by structural equation modeling（SEM）, with the goodness of fit indices can be accepted. Then hierarchical regression was done to find out the relationship between employability（adaptability, vocational identity, human and social capital） and employment（demographic variables as control variables）. The results show that university type, political status, gender, vocational identity and human capital have significant effect on recuitment number. The economic development of graduates' family location, university type, human capital have significant effect on graduates' starting salary. Human capital, vocational identity and adaptability have significant effect on graduates' job satisfaction. At last, graduates' adaptability has significant predictive effect on their work adjustment half-year later.