探討工作不安全感、組織承諾、工作投入與正面情緒之關係模式

An Examination on a Model of the Relationships among Job Insecurity, Organizational Commitment, Job Involvement and Positive Emotion

本研究主要目的在探討員工的工作不安全感分別對於組織承諾與工作投入的影響，以及正面情緒是否有調節工作不安全感各自對於組織承諾與工作投入的影響的效果。透過問卷調查分析後，研究發現假設檢驗結果如下：1)工作不安全感對組織承諾並無顯著的影響。2)工作不安全感對工作投入有顯著的負向影響。3)組織承諾對工作投入有顯著的正向影響。4)正面情緒無法調節降低工作不安全感各自對組織承諾及工作投入的負向影響。後經進一步分析，發現工作不安全感中的無力感是影響組織承諾與工作投入的關鍵因素。工作不安全感中的無力感除了分別影響組織承諾與工作投入外，也會經由組織承諾影響工作投入。

The purpose of this research is to investigate the effects of job insecurity on organizational commitment and job involvement, respectively; in addition, it is to examine the moderating effect of positive emotion on the relationship between job insecurity and job involvement and between organizational commitment and job involvement respectively. This research was done with a questionnaire survey and found the results of the hypotheses testing as follows. 1)Job insecurity did not affect organizational commitment. 2)Job insecurity had a negative effect on job involvement. 3)Organizational commitment had a positive effect on job involvement. 4)Positive Emotion had no moderating effect on the relationships between job insecurity and job involvement and organizational commitment and job involvement, respectively. A further investigation found that the powerlessness of job insecurity showed significant adverse effects on organizational commitment and job involvement separately. Moreover, the powerlessness of job insecurity not only had effects on organizational commitment and job involvement in turn but also had an indirect effect on job involvement through organizational commitment.