高科技組織工程專業人員工作不安全感之研究

A Study on Job Insecurity of Engineering Professionals in High-Tech Organizations

10.29723/TS.200707.0010

溫金豐(Jin-Feng Uen)；錢書華(Shu-Hwa Chien)；蘇建全(Chian-Chuan Su)

組織改變 ； 工作不安全感 ； 工作投入 ； Organization change ； Job insecurity ； Job involvement

東海科學

9卷1期（2007 / 07 / 01）

147 - 192

繁體中文

近年來工作不安全感已被證實對員工健康與組織管理都相當重要，但相關研究不但對於其與後果變項間之關係的看法莫衷一是，對可能影響其形成的前因與干擾變項之探討更是付之闕如。因此，本研究以高科技組織工程專業人員為研究對象，探討可能致使其工作不安全感產生之前因與干擾變項，以及可能受到工作不安全感影響之後果變項，以建構相關之實徵架構。本研究發現組織改變是會顯著影響高科技工程專業人員工作不安全感的前因變項，且當改變程度愈高，其所知覺到之工作不安全感愈高；其次，內外控人格特質與技能特殊性均會對組織改變與工作不安全感的關係形成干擾效應；最後，高科技工程專業人員的工作不安全感會顯著的影響其工作投入，且當整體工作喪失之工作不安感程度高，其工作投入將越低。據此，本研究認為組織進行相關改變措施前，應規劃相關說明及配套措施，以減緩工作不安全感與其對工作投入之影響。

Although many researches have considered the consequences of job insecurity, the picture that has emerged from those is not uniform. Furthermore, less research exists on the antecedents and formation of the job insecurity. For this reason, this research constructed an empirical framework about formation process and consequences of job insecurity. The target people are engineering professionals in high-tech companies to make an investigation framework and construct hypothesizes. Results indicated the following points. First, professionals perceive job insecurity more when organization change context is more drastic. Second, personality of internal-external locus of control and specific skill both moderate the relationship between job insecurity and organization change. Third, if these professionals score higher in job insecurity, they will have less job involvement. Accordingly, this research suggested that high-tech organization should explain and apply other practices to reduce job insecurity before the organization change.

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