隨著全球競爭日趨激烈，許多企業、組織為了因應競爭壓力或技術進步，不得不以組織精簡(downsizing)、重組、合併等方式來降低成本或提升效率，然而這些組織改變的結果，迫使員工在工作上發生非自願性的改變，違反了與員工之間的心理契約( psychological contracts) 而使得員工缺乏安全感。
近年來，海軍後勤船廠因應新型船艦陸續成軍，配合「精進案」及國防工業釋商政策，持續推動後勤能量轉型，實施編組架構及人力調整，以適應日益繁重的任務要求，然而在組織變動、人心浮動之際，卻面臨資深員工屆齡屆退人數將於未來三年內達到高峰，對於身處組織轉型階段，普遍存有工作不安全感知覺的員工來說，更將造成莫大的衝擊，因此，釐清工作不安全感對工作壓力、組織承諾及員工因應行為間的影響機制，並研究採取何種領導方式，能夠降低工作不安感的負面影響、有效解決工作的壓力、提高員工對組織的向心，並能引導員工發展正面的因應行為，是件刻不容緩的工作。
基於以上因素與研究目的，針對海軍後勤船廠的修護員工進行抽樣問卷調查，共發出500份問卷，回收482份，有效問卷計有371份，有效樣本率為74.2%，並採採用多變量研究分析方法，並以SPSS10.0版統計軟體，作為資料分析之工具，研究結果顯示：
ㄧ、工作不安全感會因為工作壓力的中介效果，降低原先工作不安全感對員工情緒取向之因應行為的影響力。
二、高關係高任務、高關係低任務及低關係低任務導向的領導風格，對工作不安全感在員工問題取向因應行為間會產生顯著之干擾效果。
三、高關係高任務及低關係低任務導向的領導風格，對工作壓力在員工問題取向因應行為會產生顯著之干擾效果。

As global competition becomes more fierce each day, in order for many corporations and organizations to respond to competitive pressures or technological advancements, they are forced to reduce costs or promote efficiency through downsizing, restructuring or merger. These organization changes result in involuntary modification of employee’s jobs, which violates the psychological contracts between organization and the employee, causing employees to loose their sense of security.

In recent years, new battleships have joined service in the navy. The Policy of Abridgement together with the policy of national defense procuring from the private sectors are also being enforced. These movements required the logistic capabilities of the defense logistics shipyard unit to implement restructuring and adjustment of human resources so as to meet the new mission requirements. Yet, being part of an organizations undergoing change, lack of job security becomes the atmosphere among employees, which is exacerbated by retirements reaching its peak in the next 3 years. This has been a great impact on the logistics organization of the navy. Therefore, it is imperative that the mechanisms by which job insecurity affects occupational stress, organizational commitment and employee responsive behavior be identified. Moreover, there is need to establish what leadership styles will effectively reduce the negative impacts of job insecurity, occupational stress and promote employee commitments to the organization, so as to lead a positive course of response from employees.

Based on the above motivation and research objectives, in this study, maintenance staff of the defense logistics shipyard unit was investigated through a questionnaire survey. 482 questionnaires were returned from the 500 questionnaires distributed, from which 371 responses are valid, representing a 74.2% response rate. The survey data was analyzed by multivariate analysis using SPSS v.10 statistical software. The major results are as follows:
1. Job insecurity, as moderated by occupational stress, reduces the effect of emotions on employee responsive behavior.
2. Leadership styles with high relationship and high task, high relationship and low task, and, low relationship and low task, bear significant interfering effects on the relationship between job insecurity and employee responsive behavior toward problems.
3. Leadership styles with high relationship and high task, and, low relationship and low task, bear significant interfering effects on the relationship between occupational stress and employee responsive behavior toward problems.

論文提要 1
摘要 2
Abstract 3
目錄 4
目錄 5
表 目 錄 6
表 目 錄 7
圖 目 錄 9
第一章 緒論 10
第一節 研究背景與動機 10
第二節 研究目的 12
第三節 研究範圍 12
第二章 文獻探討 13
第一節 工作不安全感 13
第二節 工作壓力 20
第三節 組織承諾 29
第四節 領導風格 34
第五節 員工因應行為 43
第六節 工作不安全感、組織承諾、工作壓力、領導風格及員工因應行為關係的探討 46
第三章 研究方法 52
第一節 研究架構 52
第二節 研究設計 53
第三節 研究變數之操作性定義 56
第四節 研究工具 58
第五節 統計分析 64
第四章 實證分析 65
第一節 樣本之描述性統計分析 65
第二節 因素與分析信度分析 78
第三節 檢定 84
第五章 結論及建議 93
第一節 研究結論 93
第三節 後續研究建議 98
參考文獻 99
附錄一 問卷 112

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