過往研究指出，工作不安全感與員工的組織導向公民行為具有負向關係，然而，鮮少研究針對此負向關係的心理機制進行探討。爰此，本研究以社會交換理論為基礎，發展一個序列間接效果模型，以檢視工作不安全感是否會藉由增加心理契約違背的認知，從而降低其組織認同，最後導致員工展現較少的組織導向公民行為。本研究以目前在職的全職員工為研究對象，並進行兩階段問卷調查，共回收342筆有效資料。研究結果顯示工作不安全感對組織導向公民行為不具有直接影響效果，而是會依序分別透過心理契約違背與組織認同對組織導向公民行為產生負向的序列間接影響效果。本研究將針對研究結果進行理論與實務管理意涵之討論，並對未來研究方向提出建議。

Previous studies have established a negative relationship between job insecurity and organization-directed citizenship behavior, little is known about the psychological mechanisms underlying this relationship. Drawing on social exchange theory, the current study proposed and examined a theoretical model wherein job insecurity influenced organization-directed citizenship behavior through psychological contract breach and organizational identification. Two-wave time-lagged data were collected from a sample of 342 full-time employees in Taiwan. The results showed that job insecurity had sequential indirect effects on organization-directed citizenship behavior through psychological contract breach and organizational identification. Implications for managerial practices and suggestions for future research are discussed.

論文審定書 i
論文公開授權書 ii
摘 要 iii
Abstract iv
目 錄 v
圖 次 vii
表 次 viii
第壹章 緒論 1
第貳章 文獻探討 4
第一節、工作不安全感 4
第二節、心理契約違背 5
第三節、組織認同 6
第四節、組織導向公民行為 8
第五節、研究變項間之關係探討 9
第參章 研究方法 14
第一節、研究架構與假設 14
第二節、研究對象與施測程序 14
第三節、研究量表 15
第四節、資料分析方法 16
第肆章 研究結果 18
第一節、驗證性因素分析 18
第二節、相關分析 19
第三節、假設檢定 20
第伍章 結論 24
第一節、理論意涵 24
第二節、管理實務意涵 26
第三節、研究限制與未來研究建議 27
參考文獻 29

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