公務部門在進用員額與人事經費的限制，為求人力精簡而以總量管制方式達員額精簡政策，於是藉由派遣勞工的進用補充不足的人力。臨時人員因為任期的限制，因此與雇主間無法產生長期的依附關係，不易有一份子的感覺（Allan & Sienko, 1998），本研究的主要目的在於以員工的角度來探討工作不安全感與主動性行為間之影響，以及可能影響派遣勞工的主動性行為之因素。
本研究以派遣勞工之自我效能為自變項，以主動性行為為依變項，其中工作不安全感為中介變項，並檢驗知覺組織支持是否在工作不安全感與主動性行為間具調節效果。
本研究採問卷調查法，以行政院勞工委員會職業訓練局所轄就業服務中心之非典型工作者（派遣勞工）為研究對象，共發出400份問卷，有效回收問卷202份，回收率為50.5%。所得資料以驗證性因素分析（CFA）、信度分析、描述性統計、獨立樣本t檢定、單因子變異數分析（One-way ANOVA）、相關分析及複迴歸等統計方法進行分析，本研究獲得結論如下：
1.自我效能對工作不安全感有部份顯著的正向影響
2.員工的工作不安全感對主動性行為有部份顯著的正向影響
3.員工的自我效能對主動性行為具有顯著的正向影響
4.員工的工作不安全感在自我效能與主動性行為具有顯著的部份中介效果
5.員工的知覺組織支持對工作不安全與主動性行為具有部份顯著調節效果。
最後，依據研究結果，本研究提出結論與建議供後續研究參考。

Limited by the quota of civil servant and the personnel expenses, the public sectors recently tend to use more flexible and less cost dispatched workers to solve the shortage of manpower. Because of the unstable employment status, the temporary employees have low organizational commitment and job involvement (Allan & Sienko, 1998). The purpose of this study is to discuss the effects between job insecurity and proactive behaviors in terms of dispatched workers, as well as other factors which may influence dispatched worker.
This study adopted the self-efficacy of dispatched labor as the independent variable, proactive behavior as dependent variables, job insecurity as mediator variables. The dispatch labor’s perceived organization support was a moderator between the mediator and dependent variable to examine the moderating effect.
The questionnaire was used to collect data. The data was collected from Employment Service Center, Bureau of Employment and Vocational Training. Four hundred copies of the questionnaire were distributed to dispatched labors, and 202 copies were valid. The study adopts the following statistical analysis techniques: The confirmatory factor analysis (CFA), the reliability analysis, the descriptive statistics, the independent t-test, the one-way ANOVA, the correlation analysis, and the multiple regression analysis. The results are summarized as follows.
1. Self-efficacy has partially significant positive effects on Job Insecurity.
2. Job Insecurity has partially significant positive effects on Proactive Behavior.
3. Self-efficacy has significant positive effects on Proactive Behavior.
4. Job Insecurity has partially significantly mediated effect between Self-efficacy and Proactive Behavior.
5. Perceived Organization Support has partially significant moderating effects between Job Insecurity and Proactive Behavior.
According the research results, the conclusions and suggestions of the study will be provided as a reference for further study.

論文審定書 i
誌謝 ii
中文摘要iii
英文摘要iv
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 5
第三節 研究流程與步驟 6
第二章 文獻探討 7
第一節 自我效能 7
第二節 工作不安全感 13
第三節 主動性行為 17
第四節 知覺組織支持 21
第五節 各研究變項之關係 25
第三章 研究方法 28
第一節 研究對象與資料蒐集 28
第二節 研究變項之操作性定義與衡量工具 31
第三節 測量模式 44
第四節 資料分析方法 48
第四章 研究結果與討論 52
第一節 個人屬性在各研究變項上之差異性分析 52
第二節 各研究變項間之關係 64
第三節 相關研究變項之迴歸分析 68
第四節 工作不安全感之中介效果分析 75
第五節 知覺組織支持之調節效果分析 79
第六節 研究假設驗證結果 88
第五章 結論 90
第一節 研究結論 90
第二節 研究建議 94
第三節 研究限制與未來研究建議 96
參考文獻 98
附錄 105

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