臺灣博碩士論文加值系統

就業力一詞逐漸成為國內外學者討論的重點，更是各國政策所關切的議題，其廣泛的影響到個人不同面向，包含個人的認知情緒，甚至具體的行為表現。由就業力觀點而言，就業力指個人在經過學習過程後，能夠具備獲得工作、保有工作、以及做好工作的能力；而工作者本身之工作績效為工作者在工作上綜合能力的展現。然而，個人的能力（就業力）會影響到個人工作任務上的表現（工作績效），除了個人能力以外，個人主觀認知也會影響到工作者工作任務上的表現，例如主觀幸福感與工作不安全感；而個人能力 (就業力)會影響到認知 (主觀幸福感與工作不安全感)，且認知也會影響到工作表現（工作績效）。是故，鑑於就業力、工作不安全感、主觀幸福感與工作績效對於個人職涯與組織發展的重要性與日俱增，故本研究目的為探討就業力、工作不安全感、主觀幸福感與工作績效間的關係，以及探討工作不安全感與主觀幸福感對就業力與工作績效間關係的中介效果。
本研究以企業單位及公務機關之員工為研究對象，透過問卷調查法總共發出450份問卷，有效問卷252份，問卷回收率約為68.44％。本研究以SPSS12.0與LISREL8.70等統計軟體，採用描述性統計、信效度分析、相關分析、驗證性因素分析、迴歸分析、階層迴歸等分析方法，其實證結果如下：
1. 工作者的就業力對其工作績效有顯著的正向影響
2. 工作者的就業力對其工作不安全感有顯著的負向影響
3. 工作者的就業力對其主觀幸福感有顯著的正向影響。
4. 工作者的工作不安全感對其工作績效有顯著的負向影響。
5. 工作者的主觀幸福感對其工作績效有顯著的正向影響。
6. 工作者的工作不安全感會對就業力與工作績效之關係具有中介效果。
7. 工作者的主觀幸福感會對就業力與工作績效之關係具有中介效果。

Employability becomes the main point that the domestic and international scholar discusses gradually, and also a topic of policies of various countries deeply concerned even more, it will effects various dimensions of individual broadly, including personal cognitive emotion, even if concrete performance. Beside the view of employability, it refers to a person's capability of gaining initial employment, maintaining employment, and obtaining new employment if required; job performance is a presentation of integration capability at work. However, personal ability(employability) will effects personal presentations under the job task(Job performance).Out of personal ability, individual’s subjective cognitions also will effect worker's presentations of job task, for instance, subjective well-being and job insecurity; personal ability(employability) will effect cognitions(subjective well-being and job insecurity) and cognitions also will effect job presentations(job performance). Therefore, because of employability, job insecurity, subjective well-being and job performance are more important to career and organization development, hence, this study investigated the relationship of employability, job insecurity, subjective well-being and job performance, and explored the mediate effects of job insecurity and subjective well-being on the relationship between employability and job performance.
The present research is based on questionnaire survey from company employees’ and government employees’. 450 questionnaires were sent out and 252 valid ones were returned. The effective returned rate is 68.44%. This study utilized SPSS 12.0 and LISREL 8.70 to proceed the necessary analyses, including descriptive statistics, reliability and validity, confirmatory factor analysis, correlation, and regression. The empirical results of this study are:
1. Employability has a significant positive Job Performance.
2. Employability has a significant positive Job Insecurity.
3. Employability has a significant positive Subjective Well-Being
4. Job Insecurity has a significant positive Job Performance.
5. Subjective Well-Being has a significant positive Job Performance.
6. Job Insecurity has a mediating effect on the relationship between Employability and Job Performance.
7. Subjective Well-Being has a mediating effect on the relationship between Employability and Job Performance.

摘要 I
Abstract II
目錄 IV
表目錄 V
圖目錄 VI
圖目錄 VI
第壹章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究流程 4
第貳章 文獻探討 6
第一節 就業力 6
第二節 工作不安全感 14
第三節 主觀幸福感 21
第四節 工作績效 30
第五節 就業力、工作不安全感、主觀幸福感與工作績效之關係 39
第參章 研究方法 42
第一節 研究架構 42
第二節 研究假設 42
第三節 研究工具與變項之操作性定義 43
第四節 研究對象與資料收集過程 49
第五節 資料分析方法 50
第肆章 資料分析 52
第一節 樣本結構敘述分析 52
第二節 量表之信效度分析 55
第三節 相關分析 61
第四節 迴歸分析 62
第五節 中介分析 67
第六節 研究假設驗證結果彙整 70
第伍章 結論與建議 71
第一節 研究結論 71
第二節 研究建議 74
第三節 研究限制與後續研究建議 76
參考文獻 78
中文部分 78
英文部分 81

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