中文摘要：

无边界职业生涯时代雇主与雇员之间的心理契约由雇员以对雇主的忠诚度换取长期或终身就业保障的心理契约,转变为雇员以工作绩效换取可持续的就业能力为核心的心理契约。在文献梳理与分析的基础上,提出研发人员在无边界职业生涯时代的就业能力的构想因素模型,初步构想包括9个指标。通过探索性因子分析和信度检验,健康的体能这一指标被剔除,其他8个指标依均分高低分别为：环境适应能力、意志力、创新能力、专业技能、团队合作能力、学习能力、自我意识与沟通能力。

英文摘要：

With the coming of boundaryless career period, the psychological contract of employees with employers has transferred from a psychological contract of long-term or lifelong employment security obtained with loyalty to one that focuses on sustainable employment abilities obtained with work performance. Based on literature review and analysis, the paper proposed the factor structure of employment abilities for R＆D workers in the era of boundaryless career, including nine indicators in the primary concept： environmental adaptability, determination, innovation, professional skills, teamwork ability, learning ability, self-awareness and communication skills and physical health. Through exploratory factor analysis and reliability test, the indicator of physical health was deleted.