在當今工作組織中，工作不安全感成為員工經常面臨的工作壓力源。過往研究指出，工作不安全感與員工退卻行為之間存在正向的關聯性，然而，大多數人對於工作不安全感如何導致退卻行為的因素知之甚少，故本研究整合「持續性認知模型」與「資源保存理論」之觀點，建構一個理論模型用以探討數量型與質量型工作不安全感是否可透過負向反芻思考以及情緒耗竭之序列中介效果進而影響員工退卻行為，並檢視生涯調適力是否會調節上述之關係。本研究以臺灣地區的全職員工為研究對象，進行兩階段的問卷調查 (間隔為一個月)，共回收324筆有效配對資料。研究結果顯示，數量型與質量型工作不安全感分別會透過負向反芻思考與情緒耗竭對退卻行為產生連續性的間接效果，惟出乎預期的是，生涯調適力的調節效果並未獲得支持。最後，本研究針對結果討論管理實務意涵，並對未來研究方向提出建議。

Job insecurity is a work stressor that employees often experience in today’s organizations. Previous studies have demonstrated a positive association between job insecurity and employee withdrawal behavior. However, relatively little is known about how and when job insecurity leads to withdrawal behavior. Dawning upon perseverative cognition model and conservation of resource theory, this study proposed and tested a theoretical model wherein quantitative and qualitative job insecurity influenced withdrawal behavior through negative rumination and emotional exhaustion, with career adaptability acting as a dispositional moderator. Two-wave time-lagged data were collected from a sample of 324 full-time employees in Taiwan. The results showed that both quantitative and qualitative job insecurity had sequential indirect effects on employee withdrawal behavior through negative rumination and emotional exhaustion. However, this study did not find support for the moderating effect of career adaptability. Implications for managerial practices and suggestions for future research are discussed.

論文審定書 i
摘 要 ii
Abstract iii
目 錄 iv
圖 次 vi
表 次 vii
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、生涯調適力 5
第三節、負向反芻思考 6
第四節、情緒耗竭 7
第五節、退卻行為 8
第六節、各變項間之關係探討 9
第參章 研究方法 17
第一節、研究架構 17
第二節、研究樣本與施測程序 17
第三節、研究工具 18
第四節、資料分析方法 19
第肆章 研究結果 21
第一節、驗證性因素分析 21
第二節、相關分析 22
第三節、假設檢定 23
第伍章 結論 30
第一節、理論意涵 30
第二節、管理實務意涵 32
第三節、研究限制與未來研究建議 33
參考文獻 35

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