拜就業環境的變化迅速所賜，工作不安全感逐漸成為現代工作者常見的壓力源之一，許多研究也證實了它與員工之離職傾向、工作倦怠及工作滿意度降低等負向結果具有關聯性。曾有學者將工作不安全感的成因進行歸納及分類（即「數量型」與「質量型」），發現不同成因的工作不安全感對員工結果之相對預測性不盡相同，因此本研究以「壓力互動理論」與「資源保存理論」為基礎，探討兩種工作不安全感對於工作敬業和工作意義間的關聯性及其影響程度。本研究以來台灣各產業與職位之全職工作者為問卷蒐集對象，共回收253份樣本資料，研究結果呈現無論是數量型工作不安全感抑或質量型工作不安全感，對於工作敬業及工作意義產生皆具負向預測力，其中，質量型工作不安全感的預測力表現又更為突出。

Due to the volatile ang complex work environment, job insecurity is a prevalent source of stress in today's workplaces. Many research studies have shown a connection between job insecurity and negative effects on employees, including turnover intention, burnout, and reduced job satisfaction, However, there is ongoing discussion about the relative effectiveness of quantitative and qualitative job insecurity in predicting these outcomes. Leveraging the transactional theory of stress and conservation of resource theory, this study formulated and verified a theoretical framework. It aimed to demonstrate the predictive relationship between both quantitative and qualitative job insecurity and factors like work engagement and the meaning of work. A total of 253 samples were collected from full-time workers from various industries and positions in Taiwan. The findings indicated a negative correlation between both quantitative and qualitative job insecurity and work engagement as well as the meaning of work. Furthermore, there was a stronger correlation between qualitative job insecurity and both work engagement and the meaning of work.

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、 工作敬業 5
第三節 、工作意義 7
第四節 、各變項之間的關係 8
第參章 研究方法 13
第一節 、研究架構 13
第二節 、研究樣本與施測程序 13
第三節 、研究工具 14
第四節 、資料分析方法 15
第肆章 研究結果 17
第一節 、敘述性統計 17
第二節 、驗證性因素分析 19
第三節 、相關分析 21
第四節 、假設驗證 22
第伍章 結論 25
第一節 理論意涵 25
第二節 管理實務意涵 26
第三節 研究限制與未來建議 28
參考文獻 30

Allan, B. A., Batz-Barbarich, C., Sterling, H. M., & Tay, L. (2019). Outcomes of meaningful work: A meta‐analysis. Journal of Management Studies, 56(3), 500-528.https://doi.org/10.1111/joms.12406
Arnold, K. A., Turner, N., Barling, J., Kelloway, E. K., & McKee, M. C. (2007). Transformational leadership and psychological well-being: The mediating role of meaningful work. Journal of Occupational Health Psychology, 12(3), 193–203. https://doi.org/10.1037/1076-8998.12.3.193
Ashford, S.J., Lee, C. and Bobko, P. (1989) Content, Cause, and Consequences of Job Insecurity: A Theory-Based Measure and Substantive Test. Academy of Management Journal, 32, 803-829. http://dx.doi.org/10.2307/256569
Bakker, A. B., & Demerouti, E. (2017). Job demands–resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273–285. https://doi.org/10.1037/ocp0000056
Bakker, A. B., & Oerlemans, W. G. M. (2011). Subjective well-being in organizations. The Oxford Handbook of Positive Organizational Scholarship. 178-189. New York: Oxford University Press.
Bakker, A. B., Van Emmerik, H., & Van Riet, P. (2008). How job demands, resources, and burnout predict objective performance: A constructive replication. Anxiety, Stress, & Coping, 21(3), 309-324. https://doi.org/10.1080/10615800801958637
Bowling, N. A., Eschleman, K. J., Wang, Q., Kirkendall, C., & Alarcon, G. (2010). A meta-analysis of the predictors and consequences of organization- based self-esteem. Journal of Occupational and Organizational Psychology, 83(3), 601–626. https://doi.org/10.1348/096317909X454382
Brown, S. P., & Leigh, T. W. (1996). A new look at psychological climate and its relationship to job involvement, effort, and performance. Journal of Applied Psychology, 81, 358–368. https://doi.org/ 10.1037/0021-9010.81.4.358.
Buckingham, M. & Coffman, C. (1999). First Break All the Rules: What the World’s Greatest Managers Do Differently. New York：Simon & Schuster.
Cannon, W.B.（1932）The wisdom of the body. New York：Norton.
Cavanaugh, M. A., Boswell, W. R., Roehling, M. V., & Boudreau, J. W. (1998). “Challenge” and “hindrance” related stress among U.S. managers. Center for Advanced Human Resource Studies Working Paper. Ithaca, NY: Cornell University.
Callea, A., Lo Presti, A., Mauno, S., & Urbini, F. (2019). The associations of quantitative/qualitative job insecurity and well-being: The role of self-esteem. International Journal of Stress Management, 26(1), 46–56. https://doi.org/10.1037/str0000091
De Cuyper, N., De Witte, H., Kinnunen, U., & Nätti, J. (2010). The relation- ship between job insecurity and employability and well-being among Finnish temporary and permanent employees. International Studies of Management and Organization, 40(1), 57–73. https://doi.org/10.2753/IMO0020-8825400104
Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86(3), 499–512. https://doi.org/10.1037/0021-9010.86.3.499
De Witte, H. (1999). Job insecurity and psychological well-being: Review of the literature and exploration of some unresolved issues. European Journal of Work and Organizational Psychology, 8(2), 155–177. https://doi.org/10.1080/135943299398302
Dik, B. J., & Duffy, R. D. (2009). Calling and vocation at work: Defini- tions and prospects for research and practice. The Counseling Psychol- ogist, 37(3), 424–450. http://doi.org/10.1177/0011000008316430
Diener, E., Wirtz, D., Tov, W., Kim-Prieto, C., Choi, D. W., Oishi, S., & Biswas-Diener, R. (2010). New well-being measures: Short scales to assess flourishing and positive and negative feelings. Social Indicators Research, 97, 143–156. http://doi.org/10.1007/s11205-009-9493-y
Duffy, R. D., & Sedlacek, W. E. (2007). The presence of and search for a calling: Connections to career development. Journal of Vocational Behavior, 70(3), 590–601. http://doi.org/10.1016/j.jvb.2007.03.007
Duffy, R. D., England, J. W., Douglass, R. P., Autin, K. L., & Allan, B. A. (2017). Perceiving a calling and well-being: Motivation and access to opportunity as moderators. Journal of Vocational Behavior, 98, 127–137. http://doi.org/10.1016/j.jvb.2016.11.003
Erdogan, B., Bauer, T. N., Truxillo, D. M., & Mansfield, L. R. (2012). Whistle while you work: A review of the life satisfaction literature. Journal of Management, 38(4), 1038–1083. http://doi.org/10.1177/014 9206311429379
Greenhalgh, L., & Rosenblatt, Z. (1984). Job insecurity: Toward conceptual clarity. Academy of Management review, 9(3), 438–448. https://doi.org/10.2307/258284
Günalan, M., & Ceylan, A. (2015). The mediating effect of organizational support between job insecurity and turnover intention in private hospitals. International Journal of Business and Management, 10(10), 74–86. http://doi.org/10.5539/ijbm.v10n10p74
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational behavior and human performance, 16(2), 250-279. https://doi.org/10.1016/0030-5073(76)90016-7
Halbesleben, J. R. B., & Buckley, M. R. (2004). Burnout in organizational life. Journal of Management, 30(6), 859–879. https://doi.org/10.1016/j.jm.2004.06.004
Hall, D. T., & Chandler, D. E. (2005). Psychological success: When the career is a calling.Journal of Organizational Behavior, 26, 155–176. http://dx.doi.org/10.1002/job.301
Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268–279. https://doi.org/10.1037/0021-9010.87.2.268
Harpaz, I., & Fu, X. (2002). The structure of the meaning of work: A relative stability amidst change. Human Relations, 55(6), 639–667. https://doi.org/10.1177/0018726702556002
Hellgren, J., Sverke, M., & Isaksson, K. (1999). A two-dimensional approach to job insecurity: Consequences for employee attitudes and well-being. European Journal of Work and Organizational Psychology, 8(2), 179–195. https://doi.org/10.1080/135943299398311
Hobfoll, S. E. (1989). Conservation of resources a new attempt at conceptualizing stress. American Psychologist, 44(3), 513–524. https://doi.org/10.1037/0003‐066X.44.3.513
Hobfoll, S. E., & Lilly, R. S. (1993). Resource conservation as a strategy for community psychology. Journal of Community Psychology, 21(2), 128–148. https://doi.org/10.1002/1520-6629(199304)21:2<128::AID-JCOP2290210206>3.0.CO;2-5
Hobfoll, S. E. (2001). The influence of culture, community, and the nested-self in the stress process: Advancing Conservation of Resources theory. Applied Psychology: An International Review, 50(3), 337–370. https://doi.org/10.1111/1464-0597.00062
Hobfoll, S. E., Halbesleben, J., Neveu, J.-P., & Westman, M. (2018). Conservation of resources in the organizational context: The reality of resources and their consequences. Annual Review of Organizational Psychology and Organizational Behavior, 5, 103–128. https://doi.org/10.1146/annurev-orgpsych-032117-104640
Hollon, J. (2010). Worker “deal” is off. Workforce Management, 89, 42.
Jordan, P. J., Ashkanasy, N. M., Härtel, C. E. J., & Hooper, G. S. (2002). Workgroup emotional intelligence: Scale development and relationship to team process effectiveness and goal focus. Human Resource Management Review, 12(2), 195–214. https://doi.org/10.1016/S1053-4822(02)00046-3
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692–724. https://doi.org/10.2307/256287
Kamdron, T. (2005). Work Motivation and Job Satisfaction of Estonian Higher Officials. International Journal of Public Administration, 28, 13-14. https://doi.org/10.1080/01900690500241085
Kim, M., & Terry A. B. (2020) Thriving on demand: Challenging work results in employee flourishing through appraisals and resources. International Journal of Stress Management, 27(2), 111-125. https://doi.org/10.1037/str0000135
Lazarus, R. S. (1966). Psychological stress and the coping process. McGraw-Hill.
Lazarus, R. S., & Folkman, S. (1984). Coping and adaptation. In W. D. Gentry (Ed.), The handbook of behavioral medicine (pp. 282–325). New York: Guilford.
Lazarus, R. S., & Folkman, S. (1984). Stress, appraisal and coping. New York: Springer.
Lee, C., Huang, G.-H., & Ashford, S. J. (2018). Job insecurity and the changing workplace: Recent developments and the future trends in job insecurity research. Annual Review of Organizational Psychology and Organizational Behavior, 5, 335–359. https://doi.org/10.1146/annurev-orgpsych-032117-104651
Maslach, C., & Leiter. M. P. (1997). The truth about burnout: How organizations cause personal stress and what to do about it. San Francisco, CA: Jossey-Bass
May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77, 11-37. https://doi.org/10. 1348/096317904322915892
Ndlovu, N., & Parumasur S. B. (2005). The perceived impact of downsizing and organisational transformation on survivors, SA Journal of Industrial Psychology,31(2), 14-21. http://doi.org/10.4102/sajip.v31i2.198
Nord, W. R., Brief, A. P., Atieh, J. M., & Doherty, E. M. (1990). Studying meanings of work: The case of work values. In A. P. Brief & W. R. Nord (Eds.), Meanings of occupational work: A collection of essays (pp. 21-64). Lexington Books/D. C. Heath and Com.
Ouwerkerk, J. W., Bartels, J. (2022). Is Anyone Else Feeling Completely Nonessential? Meaningful Work, Identification, Job Insecurity and Online Organizational Behavior during a Lockdown in The Netherlands. International Journal of Environmental Research and Public Health, 19(3), 1514. https://doi.org/10.3390/ijerph19031514
Pierce, J. L., Gardner, D. G., & Crowley, C. (2016). Organization-based self-esteem and well-being: Empirical examination of a spillover effect. European Journal of Work and Organizational Psychology, 25(2), 181-199. http://doi.org/10.1080/1359432X.2015.1028377
Reisel, W. D., & Banai, M. (2002). Comparison of a multidimensional and a global measure of job insecurity: Predicting job attitudes and work behaviors. Psychological Reports, 90(3), 913-922. https://doi.org/10.2466/PR0.90.3.913-922
Reisel, W. D., Chia, S.-L., & Maloles, C. M. III. (2005). Job Insecurity Spillover to Key Account Management: Negative Effects on Performance, Effectiveness, Adaptiveness, and Esprit De Corps. Journal of Business and Psychology, 19(4), 483-503. https://doi.org/10.1007/s10869-005-4521-7
Richter, A., Näswall, K., Bernhard-Oettel, C., & Sverke, M. (2014). Job inse- curity and well-being: The moderating role of job dependence. European Journal of Work and Organizational Psychology, 23(6), 816-829. https://doi.org/10.1080/1359432X.2013.805881
Rothbard, N. P. (2001). Enriching or depleting? The dynamics of engagement in work and family roles. Administrative Science Quarterly, 46(4), 655-684. https://doi.org/10.2307/3094827
Salanova, M., Agut, S., & Peiró, J. M. (2005). Linking Organizational Resources and Work Engagement to Employee Performance and Customer Loyalty: The Mediation of Service Climate. Journal of Applied Psychology, 90(6), 1217-1227. https://doi.org/10.1037/0021-9010.90.6.1217
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25(3), 293-315. https://doi.org/10.1002/job.248
Shoss, M. K. (2017). Job insecurity: An integrative review and agenda for future research. Journal of Management, 43(6), 1911-1939.
https://doi.org/10.1177/0149206317691574
Steger, M. F., Dik, B. J., & Duffy, R. D. (2012). Measuring meaningful work: The Work and Meaning Inventory (WAMI). Journal of Career Assessment, 20(3), 322-337. https://doi.org/10.1177/1069072711436160
Sverke, M., Hellgren, J., & Näswall, K. (2002). No security: a meta-analysis and review of job insecurity and its consequences. Journal of occupational health psychology, 7(3), 242. https://doi.org/10.1037/1076-8998.7.3.242
Tu, Y., Long, L., Wang, H.-J., & Jiang, L. (2020). To prevent or to promote: How regulatory focus moderates the differentiated effects of quantitative versus qualitative job insecurity on employee stress and motivation. International Journal of Stress Management, 27(2), 135-145. https://doi.org/10.1037/str0000139
Urbanavičiūtė, I., Bagdžiūnienė, D., Lazauskaitė-Zabielskė, J., Vander Elst, T., & De Witte, H. (2015). The role of career factors in qualitative and quantitative job insecurity: A study in different organizational contexts. International Journal of Psychology: A Biopsychosocial Approach, 16, 23-45. https://doi.org/10.7220/2345-024X.16.2
Urbanavičiūtė, I., Lazauskaitė-Zabielskė, J., Vander Elst, T., Bagdžiūnienė, D., & De Witte, H. (2015). Qualitative job insecurity, job satisfaction, and organizational commitment: The mediating role of control perceptions. Psihologia Resurselor Umane, 13(2), 217-231. https://doi.org/10.1037/t01491-000
Vander Elst, T., Richter, A., Sverke, M., Näswall, K., De Cuyper, N., & De Witte, H. (2014). Threat of losing valued job features: The role of perceived control in mediating the effect of qualitative job insecurity on job strain and psychological withdrawal. Work & Stress, 28(2), 143-164.
https://doi.org/10.1080/02678373.2014.899651
Dik, B.J., Sargent, A.M. and Steger, M.F. (2008) Career Development Strivings: Assessing Goals and Motivation in Career Decision-Making and Planning. Journal of Career Development, 35, 23-41. https://doi.org/10.1177/0894845308317934
Steger M.F., Kashdan T.B., Oishi S. (2008). Being good by doing good: Daily eudaimonic activity and well-being. J. Res. Personal.;42(1), 22-42. https://doi.org/10.1016/j.jrp.2007.03.004