臺灣博碩士論文加值系統

由於經濟成長趨緩，工作不安全感(job insecurity)議題近年來倍受到重視，對員工而言，不論整體工作喪失，或是工作特性喪失，皆會造成工作不安全感(Greenhalgh &; Rosenblatt, 1984)。工作不安全感與工作投入的研究還不多，另外，Greenhalgh與Rosenblatt(2010)曾建議以信任作為中介變數，了解工作不安全感與結果變項之間的關係，故本研究欲探討工作不安全感與工作投入之間的關係，及組織信任所扮演的中介角色；同時以心理賦權作為干擾角色，討論工作不安全感與組織信任之關係。
受測對象為製造業、服務業及醫療產業之非管理職員工，實際有效回收樣本共323份問卷。統計方法採用描述性統計、相關分析、驗證性因素分析、階層迴歸分析，以及結構方程模式進行資料分析。
根據實證分析結果，本研究獲致以下結論：(1)工作特性喪失之工作不安全感與組織信任有正向關係；(2)整體工作喪失之工作不安全感與組織信任有負向關係；(3)組織信任與工作投入有正向關係；(4)組織信任在整體工作喪失之工作不安全感與工作投入關係中，具有完全中介之效果。
本研究提出具體管理意涵如下：(1)特別針對已婚與有子女之員工，透過教育訓練，教導面臨工作壓力的應變能力，降低工作不安全感帶來的負面影響，讓員工知覺整體工作喪失之工作不安全感時，對組織與自身工作能保持正面態度；(2)適當的壓力，有助於提升員工工作投入的程度。

More attention was paid to the issue of job insecurity due to economic depression. They were focusing not just on the probability of losing a job, but also on such issues as the subjectively experienced of threat from job features and total job(Greenhalgh and Rosenblatt,1984). Only a few studies have investigated the relation between job insecurity and job involvement. Greenhalgh and Rosenblatt(2010) suggested that more studies are needed to document the relationships between job insecurity and its consequences through the identification of mediating variables such as trust. Therefore, the present study aimed to examine the mediating role of organizational trust between job insecurity and job involvement. In addition, whether psychological empowerment moderates the relationship between job insecurity and organizational trust was also examined.
The study objects are employees of manufacturing, services sector, and medical industry, and a total of 323 valid samples were collected. The data was analyzed by the methods of confirmatory factor analysis, correlation analysis, regression analysis and structural equation modeling.
The results of the study：(1)The relationship between the job insecurity from losing the job features was positive；(2)The relationship between the job insecurity from losing the total jobs was negative；(3)The relationship between the job insecurity from losing the total jobs and job involvement had been full mediated by organizational trust.
The implications of this study were：(1)Training the ability of dealing with the job pressure especially for the employee who have married and have children. Let them maintain the positive attitude to their job and organization as perceived the job insecurity from losing the total jobs. (2)Appropriate pressure, help to improve the degree of job involvement.

摘要 I
Abstract II
目錄 III
表目次 V
圖目次 VI
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 研究流程 4
第四節 名詞釋義 5
第二章 文獻探討 8
第一節 工作不安全感之探討 8
第二節 工作投入之探討 12
第三節 組織信任及其中介效果 13
第四節 心理賦權之干擾效果 17
第三章 研究方法 21
第一節 研究架構與假設 21
第二節 研究對象 23
第三節 研究工具 23
第四節 正式問卷實施 35
第五節 資料分析 35
第四章 研究結果 37
第一節 樣本描述 37
第二節 整體樣本分析結果 40
第三節 不同家庭狀況的分析結果 44
第五章 結論與建議 46
第一節 研究主要發現 46
第二節 管理意涵 51
第三節 對未來相關研究建議 53
第四節 研究限制 54
參考文獻 56
附錄　正式問卷 66
 
表目次
表3-1工作不安全感之項目分析 25
表3-2子量表「工作特性喪失之可能性」CFA分析結果 26
表3-3子量表「整體工作喪失之可能性」CFA分析結果 27
表3-4子量表「無力感」構面之CFA分析結果 28
表3-5組織信任之項目分析 29
表3-6組織信任量表CFA分析結果 30
表3-7工作投入之項目分析 31
表3-8工作投入量表CFA分析結果 32
表3-9心理賦權之項目分析 33
表3-10心理賦權量表CFA分析結果 34
表4-1樣本基本資料統計 38
表4-2樣本之相關分析 39
表4-3工作特性喪失工作不安全感對組織信任之階層迴歸分析 40
表4-4整體工作喪失工作不安全感對組織信任之階層迴歸分析 41
表4-5組織信任對工作投入之階層迴歸分析 41
表4-6整體工作喪失之工作不安全感對工作投入之階層迴歸分析 43
表4-7心理賦權干擾效果之階層迴歸分析 44
表4-8整體適配模式指標 45
表4-9巢套模式分析結結果 45
表5-1共同方法變異分析結果 55
 
圖目次
圖2-1工作不安全感引起的結果 11
圖3-1研究架構 21
圖5-1不同型態的壓力源 48
圖5-2 Selye的一般適應症狀 49

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