隨著商業環境快速的變遷，如何有效降低員工工作不安全感已成為近期研究中重要的議題之一。工作不安全感意旨員工對於目前工作是否能持續擁有和未來雇用關係是否會受到影響的擔憂。但在過去降低工作不安全感的研究中，多聚焦於組織層面和管理層面，少以人際關係的面向來探究與工作不安全感的關聯，因此本研究以社會認定理論的觀點為基礎，探討職場友誼機會性和普遍性與量化工作不安全感和質化工作不安全感之間的關係，並檢視組織自尊的中介效果與組織年資的調節效果。本研究透過兩個時間點的資料收集方式，收集155份有效配對問卷。經由階層迴歸分析的檢驗步驟，研究結果顯示組織自尊會中介職場友誼兩構面與工作不安全感兩構面之間的負向關係，而組織年資對職場友誼普遍性與組織自尊之間有顯著的調節效果。此外，調節式中介效果的分析結果亦顯示，組織年資會調節職場友誼普遍性經由組織自尊，進而影響量化與質化工作不安全感的間接效果。本研究基於研究結果的學術貢獻加以討論，並提出管理意涵與未來研究建議，提供給實務管理者與後續研究者參考。

Along with the rapid change of the business environment in times, how to effectively reduce employee job insecurity becomes an important research topic recently. Job insecurity is that people concern about current work continuity and worry about the damage of employment relationship in the future. However, previous research related to how to reduce job insecurity almost focused on organizational and management variables, less of them explored the relationship between interpersonal relationship and job insecurity. Therefore, this study based on social identity theory to explore the relationship between friendship opportunity, friendship prevalence, quantitative job insecurity, and qualitative job insecurity as well as investigate the mediating role of Organization-Based Self-Esteem (OBSE) and the moderating role of tenure. This study tested this model using a sample of 155 full-time employees via questionnaire at two-time points. The results of hierarchical regression analyses showed that OBSE mediates the negative relationship between two dimensions of workplace friendship and two dimensions of job insecurity, and tenure moderates the relationship between friendship prevalence and OBSE. Moreover, the moderated mediation results show that tenure strengthens the indirect relationship between friendship prevalence, OBSE, quantitative job insecurity, and qualitative job insecurity. The theoretical and practical implications are provided for future research.

國立中山大學研究生學位論文審定書…………………………………………..……..i
謝誌 …………………………………………………………………………………….ii
摘要 …………………………………………………………………………………....iii
Abstract ……………………………………………………………...…………….......iv
目錄 …………………………………………………………………………………….v
表目錄 ………………………………………………………………………………...vii
圖目錄 ……………………………………………………………………………...…vii
第一章 緒論 …………………………………………………………………………...1
第二章 文獻探討 …………………………………………………………….……..…6
第一節 工作不安全感 ……………………………………………….................6
第二節 社會認定理論 ………………………………………………..………...9
第三節 職場友誼 ……………………………………………………………...11
第四節 組織自尊對職場友誼與工作不安全感之間的中介效果 ………..….14
第五節 組織年資在職場友誼與組織自尊間的調節效果 …..…………….....16
第六節 年資在職場友誼與組織自尊以及工作不安全感的關係 ………..….17
第三章 研究方法 …………………………………………………………………….19
第一節 研究樣本與研究程序 ………………………………………………...19
第二節 研究變項與研究工具 ….……………………………………………..20
第三節 資料分析方法 ………………………………………………………...23
第四章 研究結果 ……………………………………………..……………………...25
第一節 描述性統計資料與相關係數 …..…………………………………….25
第二節 驗證性因素分析 ..…………………………………………………….25
第三節 假設檢定 …..………………………………………………………….28
第五章 討論與建議 ……..……………………………………………...……………35
第一節 研究結果討論 …………….…………………………………………..35
第二節 管理意涵 ……………………………….……………………………..37
第三節 研究限制與未來研究方向 ………………..………………………….38
參考文獻 …..………………………………………………………………………….39
附錄 …………...………………………………………………………………………44
附件一 問卷調查表-第一次問卷 ……………………………………………………44
附件二 問卷調查表-第二次問卷 ……………………………………………………47

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