本研究探討工作不安全感與員工參與正式在職訓練意願之間的關係，並以內部與外部就業力感知作為調節變項。研究依據資源保存理論（Conservation of Resources, COR theory）提出，當員工面臨工作不安全感時，可能會將參與訓練視為一種策略性投資，用以補充或保護自身資源。研究以量化問卷方式，針對台灣269位全職工作者進行資料蒐集，並透過驗證性因素分析與多元迴歸分析進行統計檢驗。研究結果顯示，工作不安全感與參與在職訓練的意願呈現正向關係。此外，內部就業力感知對此關係具有負向調節效果，即當員工的內部就業力感知較低時，工作不安全感對訓練意願的正向影響更為顯著。與研究假設相反的是，外部就業力感知則呈現正向調節效果，亦即外部就業力感知較高的員工，在面臨工作不安全時，同樣展現出更高的訓練意願。此研究結果指出，不同類型的就業力感知會影響員工面對職涯不確定性時的行為反應，並對企業訓練策略與人力資源發展提供實務啟示。最後，本研究亦延伸了資源保存理論的應用，釐清了就業力感知在資源投資決策中的角色。

The connection between job insecurity and employees’ willingness to partake in formal on-job training, with internal and external perceived employability serving as moderating variables, is investigated in the research. Referring to the Conservation of Resources (COR) theory, the study posits that employees experiencing job insecurity may view training as a strategic investment to replenish or protect personal resources. A quantitative survey was conducted among 269 full-time employees in Taiwan, and data were analyzed using confirmatory factor analysis and multiple regression models. Results indicate that job insecurity is positively associated with training willingness. Moreover, internal perceived employability negatively moderates this relationship, such that employees with lower internal employability show stronger willingness to engage in training when job insecurity is high. Contrary to expectations, external perceived employability positively moderates the relationship with highly employable individuals in the external labor market, also showing increased training willingness under job insecurity. These findings suggest that both types of employability shape how employees respond to career uncertainty, offering practical implications for organizational training strategies and human resource development. The study extends COR theory by clarifying how perceived employability influences resource investment decisions under conditions of job insecurity.

Table of Contents
論文審定書………………………………………………………………………………i
誌謝………………………………………………………………………………………ii
中文摘要………………………………………………………………………………iii
英文摘要………………………………………………………………………………iv
Chapter 1 Introduction1
Chapter 2 Literature Review3
Section 2.1 Job Insecurity3
Section 2.2 Conservation of Resources Theory6
Section 2.3 Comparing COR Theory with Alternative Theories7
Subsection2.3.1 Self-Determination Theory7
Subsection2.3.2 The Theory of Planned Behavior10
Subsection2.3.3 Cognitive Appraisal Theory12
Section 2.4 On-Job Training13
Section 2.5 Link COR Theory to Job Insecurity15
Section 2.6 Perceived Employability17
Chapter 3 Research Method20
Section 3.1 Research Framework20
Section 3.2 Participants and Data Collection20
Section 3.3 Measurement26
Section 3.4 Independent Variable26
Section 3.5 Dependent Variable26
Section 3.6 Moderator27
Section 3.7 Control Variables27
Section 3.8 Data Analysis27
Chapter 4 Results28
Section 4.1 Regression Analysis28
Section 4.2 Reliability Test28
Section 4.3 Correlation Test28
Section 4.4 Confirmatory Factor Analysis and Comparison of Alternative Models29
Section 4.5 Hypothesis Testing30
Section 4.6 Regression Analysis31
Section 4.7 Post-Hoc Analysis33
Chapter 5 Discussion34
Section 5.1 Findings34
Section 5.2 Limitations and Future Research38
Section 5.3 Conclusion39
Chapter 6 Reference39
Chapter 7 Appendix51

List of Figures
Figure 3.1.1 Framework of Direct Regression20
Figure 3.1.2 Framework of the Moderation Effect of Internal Perceived Employability20
Figure 3.1.3 Framework of the Moderation Effect of External Perceived Employability20
Figure 4.5.1 Interaction Between Dependent and Independent Variables with Internal Perceived Employability as a Moderator30
Figure 4.5.2 Interaction Between Dependent and Independent Variables With External Perceived Employability as a Moderator31

List of Tables
Table 3.2.1 Descriptive Statistics21
Table 3.2.2 Measurement of Independent Variable21
Table 3.2.3 Measurement of Dependent Variable22
Table 3.2.4 Measurement of Moderators23
Table 4.2.1 Reliability Test28
Table 4.3.1 Descriptive Results and Correlational Analysis29
Table 4.4.1 Results of Confirmatory Factor Analyses29
Table 4.6.1 Regression Results32

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