本研究透過資源保存理論的角度，探討階層停滯與工作內容停滯分別和工作塑造行為之間的關係，並檢驗工作不安全感在此段關係的中介效果，最後加入主動性人格驗證其對工作不安全感與工作塑造行為之間的調節效果。本研究以全職工作者做為研究樣本，以兩階段問卷收集資料，共計回收217 份有效樣本。利用Mplus進行結構方程模式分析，結果顯示：（1）階層停滯與工作不安全感有正向關係；（2）工作不安全感與工作塑造之減少阻礙性工作需求行為有負向關係；（3）工作不安全感會完全中介階層停滯與工作塑造之減少阻礙性工作需求行為之間的負向關係；（4）當員工主動性人格越高則會弱化階層停滯透過工作不安全感與減少阻礙性工
作需求行為之間的完全中介效果，當主動性人格越低時，前述之間接關係會比主動性人格高時更被強化。本研究將依照上述之研究發現，提出實務管理意涵以及未來研究建議。

Based on Conservation of Resources theory, this study examined the mechanism between two types of career plateau and job crafting behavior, along with the mediating effect of job insecurity and the moderating effect of proactive personality. This study was designed as a two-time survey which collected 217 valid questionnaires from full-time employees. The results indicated that: (1) Hierarchical plateau positively predicted job insecurity. (2) Job insecurity negatively influenced the job crafting type of decreasing hindering job demands behavior. (3) Hierarchical plateau and the job crafting type of decreasing hindering job demands is full mediated by job insecurity. (4) Proactive personality moderates the relationship between job insecurity and the job crafting type of decreasing hindering job demands and thus weakens of hierarchical plateau’s fully indirect effect on job crafting types of decreasing hindering job demands. According to the study results, the practical implications and future research suggestions were discussed.

論文審定書................................................................................................. i
中文摘要 .................................................................................................... ii
Abstract ...................................................................................................... iii
目 錄 ........................................................................................................... iv
圖 次 ........................................................................................................... vi
表 次 ........................................................................................................... vi
第一章 緒論................................................................................................ 1
第二章 理論與研究假設............................................................................ 5
第一節 職涯停滯........................................................................................ 5
第二節 資源保存理論................................................................................ 8
第三節 職涯停滯與工作不安全感的關係................................................ 10
第四節 工作塑造........................................................................................ 14
第五節 工作不安全感與工作塑造的關係................................................ 17
第六節 工作不安全感對職涯停滯與工作塑造的中介效果.................... 20
第七節 主動性人格的調節效果................................................................ 25
第八節 主動性人格的調節式中介效果.................................................... 28
第三章 研究方法........................................................................................ 32
第一節 研究對象及問卷施測程序............................................................ 32
第二節 研究工具........................................................................................ 36
第三節 資料分析方法................................................................................ 43
第四章 研究結果........................................................................................ 44
第一節 驗證性因素分析............................................................................ 44
第二節 相關分析........................................................................................ 46
第三節 假設檢定........................................................................................ 49
第四節 補充分析........................................................................................ 60
第五章 研究結論與建議 ........................................................................... 61
第一節 研究結論........................................................................................ 61
第二節 管理實務意涵................................................................................ 66
第三節 研究限制與未來研究建議............................................................ 69
參考文獻..................................................................................................... 72
附錄............................................................................................................. 82

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李立心（民110年10月）。組織扁平化效率更好？少了中階主管，恐怕要付出更高代價。天下雜誌，733。取自https://www.cw.com.tw/article/5118391