近年全球化競爭的趨勢下，企業為保有競爭力，組織變革(重組、併購、縮編等)情況越趨普遍，加上非典型就業人數不斷上升，工作不安全感廣泛地影響許多的工作者。Cooper, Dewe, & O’Driscoll (2001)與De Witte (2005)將工作不安全感視為造成員工的工作壓力主要來源之一，員工對工作不安全感的知覺會影響其工作的態度與行為。
    因此，本研究欲探討工作不安全感所帶來之壓力，是否會於員工之幸福感及工作投入上造成負面的影響。並以正向心理資本為中介變項，進一步探討透過增強員工的正向心理資本是否能降低工作不安全感對幸福感及工作投入之負面影響，進而讓員工提升其幸福感與工作投入程度。本研究以台灣之在職工作者為調查對象，採滾雪球與便利抽樣方式，共回收207個有效樣本。經由迴歸分析、層級迴歸分析、T檢定及變異數分析來
驗證各研究假設，研究結果顯示如下：
1.工作者之工作不安全感對其正向心理資本有顯著負向影響。
2.工作者之正向心理資本對其幸福感有顯著正向影響。
3.工作者之正向心理資本對其工作投入有顯著正向影響。
4.工作者之工作不安全感對其幸福感有顯著負向影響。
5.工作者之工作不安全感對其工作投入有顯著負向影響。
6.正向心理資本在工作者之工作不安全感對其幸福感之影響上，有部份中介作用。
7.正向心理資本在工作者之工作不安全感對其工作投入之影響上，有完全中介作用。
8.工作者之部分人口統計變項在工作不安全感、正向心理資本、幸福感及工作投入上，有顯著差異。

    最後，綜合本研究結果提出討論，並對學術及企業未來提供參考建議。企業可透過培訓課程增強員工之正向心理資本，來降低工作不安全感對幸福感及工作投入之負面影響，尤其在工作投入的方面更為顯著。

Organizational change (restructuring, mergers and acquisitions, downsizing, etc.) is more common in order to maintain competitiveness on the tend of globalization competition in recent years. Besides, the number of atypical employment is continuous raising result in job insecurity and getting broadly influence on many workers. Job insecurity were viewed as one of the main source of work stress (Cooper, Dewe, & O’Driscoll, 2001; De Witte, 2005). Employees' perceptions of job insecurity will affect their work attitudes and behaviors.
    Therefore, this study explores whether the stress of job insecurity will result in a negative impact on well-being and job involvement of employees. And using the positive psychological capital as a mediate variable to explore whether it can reduce the negative impact of job insecurity on well-being and job involvement by enhancing the positive psychological capital. And if that is true, thereby it would allow employees to increase their degree of well-being and job involvement. This study was conducted with Taiwanese workers, and through snowball sampling and convenience sampling. A total of 207 effective subjects questionnaires had been collected. By implementing the regression analysis, hierarchical regression analysis, T-test and ANOVA to verify each hypothesis. The results of this study can be concluded as the following:
1.There is a significantly negative influence on positive psychological capital by job insecurity.
2.There is a significantly positive influence on well-being by positive psychological capital.
3.There is a significantly positive influence on job involvement by positive psychological capital.
4.There is a significantly negative influence on well-being by job insecurity.
5.There is a significantly negative influence on job involvement by job insecurity.
6.There is a partial mediating effect of positive psychological capital between the relationship of job insecurity and well-being.
7.There is a complete mediating effect of positive psychological capital between the relationship of job insecurity and job involvement.
8.Some demographic variables have significant differences on job insecurity, positive psychological capital, well-being and job involvement.
    Finally, we summarizes the result of this study to propose a discussion, and provide the suggestions for academic research and enterprise’s future plan. Enterprise can enhance their employees’ positive psychological capital through training courses to reduce the negative impact of job insecurity on well-being and job involvement, especially on job involvement because of it is more significant.

目錄
目錄	I
圖目錄	II
表目錄	III
第一章 緒論	1
第一節 研究背景與動機	1
第二節 研究目的	11
第三節 研究流程	12
第二章 文獻探討	13
第一節 工作不安全感	13
第二節 正向心理資本	18
第三節 幸福感	23
第四節 工作投入	27
第五節 各變項間之關聯性研究	30
第三章 研究方法	38
第一節 研究架構	38
第二節 研究假設	39
第三節 問卷設計	41
第四節 研究對象與範圍	49
第五節 資料分析與方法	49
第四章 研究結果	52
第一節 問卷發放與回收資料分析	52
第二節 項目分析	55
第三節 信度與因素分析	57
第四節 研究假設驗證	65
第五節 不同人口統計變項在各變項之差異分析	88
第六節 假設驗證結果驗證	102
第五章 結論、討論及建議	104
第一節 研究結論與討論	104
第二節 管理意涵	113
第三節 研究限制與未來研究之建議	121
參考文獻	123
附錄 問卷	140

表目錄
表3-1工作不安全感之量表	42
表3-2正向心理資本之量表	44
表3-3幸福感之量表	46
表3-4工作投入之量表	47
表4-1各構面之 Cronbach’s α 值	52
表4-2樣本基本資料之次數分配表	54
表4-3各構面之項目分析表	56
表4-4各構面之 Cronbach’s α值	58
表4-5各構面之 KMO值與 Bartlett球形檢定	60
表4-6工作不安全感之因素分析與信度分析	61
表4-7正向心理資本之因素分析與信度分析	62
表4-8幸福感之因素分析與信度分析	63
表4-9工作投入之因素分析與信度分析	64
表4-10各變項之相關係數表	65
表4-11工作不安全感對正向心理資本之迴歸分析	66
表4-12正向心理資本對幸福感之迴歸分析	67
表4-13正向心理資本對工作投入之迴歸分析	68
表4-14工作不安全對幸福感之迴歸分析	69
表4-15工作不安全感對工作投入之迴歸分析	70
表4-16正向心理資本在工作不安全感對幸福感之影響的中介效果	71
表4-17正向心理資本在工作不安全感(子構面：工作發展性)對幸福感之影響的中介效果	72
表4-18正向心理資本在工作不安全感(子構面：工作延續性)對幸福感之影響的中介效果	73
表4-19正向心理資本(子構面：希望)在工作不安全感對幸福感之影響的中介效果	74
表4-20正向心理資本(子構面：樂觀)在工作不安全感對幸福感之影響的中介效果	75
表4-21正向心理資本(子構面：復原力)在工作不安全感對幸福感之影響的中介效果	76
表4-22正向心理資本(子構面：自我效能)在工作不安全感對幸福感之影響的中介效果	77
表4-23正向心理資本在工作不安全感對幸福感(子構面：工作奮鬥與滿足性)之影響的中介效果	78
表4-24正向心理資本在工作不安全感對幸福感(子構面：工作勝任感)之影響的中介效果	79
表4-25正向心理資本在工作不安全感對幸福感(子構面：人際適應性)之影響的中介效果	80
表4-26正向心理資本在工作不安全感對工作投入之影響的中介效果	81
表4-27正向心理資本在工作不安全感(子構面：工作發展性)對工作投入之影響的中介效果	82
表4-28正向心理資本在工作不安全感(子構面：工作延續性)對工作投入之影響的中介效果	83
表4-29正向心理資本(子構面：希望)在工作不安全感對工作投入之影響的中介效果	84
表4-30正向心理資本(子構面：樂觀)在工作不安全感對工作投入之影響的中介效果	85
表4-31正向心理資本(子構面：復原力)在工作不安全感對工作投入之影響的中介效果	86
表4-32正向心理資本(子構面：自我效能)在工作不安全感對工作投入之影響的中介效果	87
表4-33性別在各構面之差異分析	89
表4-34年齡在各構面之差異分析	90
表4-35婚姻狀況在各構面之差異分析	92
表4-36教育程度在各構面之差異分析	93
表4-37產業別在各構面之差異分析	95
表4-38工作年資在各構面之差異分析	97
表4-39平均月薪在各構面之差異分析	99
表4-40宗教信仰在各構面之差異分析	100
表4-41假設驗證結果彙整表	102
表5-1人口統計變項在各構面之顯著差異彙整表	110

圖目錄
圖1-1 本研究流程圖	12
圖2-1競爭優勢的資本展開圖	19
圖3-1 研究架構	38

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