陳怡靜Chen, Yi-Ching張巧柔Chang, Chiao-Jou2024-12-172024-07-222024https://etds.lib.ntnu.edu.tw/thesis/detail/d9baf9579b59c304d95c60b92afa0992/http://rportal.lib.ntnu.edu.tw/handle/20.500.12235/123045本研究旨在探討質型工作不安全感分別與工作敬業、工作脫離之關聯性，以及個人－工作適配度在質型工作不安全感與結果變項間之中介效果。本研究以在職工作者作為研究對象，透過便利抽樣法分兩個時點進行Survey Cake電子問卷的發放，共計回收547份有效問卷，並採用迴歸分析與中介拔靴法進行後續的假設驗證。結果顯示：（1）質型工作不安全感與工作敬業具有負向顯著關聯性。（2）質型工作不安全感與工作脫離具有正向顯著關聯性。（3）個人－工作適配度在質型工作不安全感與工作敬業間具有中介效果。（4）個人－工作適配度在質型工作不安全感與工作脫離間具有中介效果。最後，本研究將根據分析結果進一步討論並提供企業相關實務建議、研究限制以及未來研究建議。The purpose of this study is to investigate the relationship between qualitative job insecurity, work engagement and work disengagement, as well as the mediating effect of person-job fit on the relationship between qualitative job insecurity and these outcome variables. Using a convenience sampling method and a two-wave survey design, data were collected through an online questionnaire distributed to full-time employees by Survey Cake. A total of 547 valid and matched questionnaires were obtained for analysis. Hypotheses were tested using regression analysis and the bootstrapping method. The results revealed that: (1) qualitative job insecurity is significantly and negatively related to job engagement; (2) qualitative job insecurity is significantly and positively related to job disengagement; (3) person-job fit significant mediates the relationship between qualitative job insecurity and job engagement; (4) person-job fit significant mediates the relationship between qualitative job insecurity and job disengagement. Based on these findings, the study discusses practical implications and provides recommendations for future research.質型工作不安全感個人－工作適配度工作敬業工作脫離個人－環境適配理論Qualitative Job InsecurityWork EngagementWork DisengagementPerson-Job FitPerson-Environment Fit Theory學術論文