在當今快速變動與充滿不確定性的勞動市場環境中，工作不安全感已成為在職員工最常面臨的職場壓力源之一。相較於傳統的數量型工作不安全感（知覺失去目前工作的威脅），愈來愈多員工在快速變動的勞動市場環境中逐漸感受到質量型工作的不安全感（知覺失去重要工作特徵的威脅）而知覺僱傭關係品質下降。過往研究指出，質量型工作不安全感會導致員工情緒耗竭，但對於其中的影響歷程卻知之甚少，本研究基於持續性認知理論（perseverative cognition theory），建構一個研究模型以探討質量型工作不安全感如何以及在何時影響員工情緒耗竭。本研究以全職員工為研究對象進行兩階段的問卷調查，回收324筆資料。結果顯示：一、質量型工作不安全感正向影響情緒耗竭；二、反芻思考會中介質量型工作不安全感與情緒耗竭之關係；三、生涯調適力會強化反芻思考在質量型工作不安全感與情緒耗竭關係間的中介效果。最後，本研究討論相關理論與實務意涵，並提出後續研究建議。

In today’s dynamic and highly uncertain labor market conditions, job insecurity has become one of the common work stressors that employees often experience in the workplace. Compared to quantitative job insecurity (perceived threat of job loss), a growing number of employees are subject to qualitative job insecurity (perceived threat of losing valued job features) which results in poor quality of employment relationships. Although previous research has found a positive relationship between qualitative job insecurity and employee emotional exhaustion, little is known about the psychological mechanisms and boundary conditions associated with the effects of qualitative job insecurity on emotional exhaustion. Drawing upon perseverative cognition theory, the current study proposed and tested a moderated mediation model wherein qualitative job insecurity influenced emotional exhaustion through rumination, with career adaptability acting as a moderator. Two-wave time-lagged data were collected from a sample of 324 full-time employees in Taiwan. Using a moderated mediation analysis with latent variables to test our hypotheses, the results showed that: (1) qualitative job insecurity was positively related to emotional exhaustion; (2) rumination mediated the relationship between qualitative job insecurity and emotional exhaustion; (3) career adaptability aggravated the mediated relationship between qualitative job insecurity and emotional exhaustion via rumination. Theoretical and practical implications are discussed.