| 摘要: | 全球貿易競爭激烈，工作環境結構改變與，導致公司廣泛裁員，現今工作條件與環境，與過去幾十年相比截然不同。2020年疫情(COVID-19)疫情重創全球經濟之際，各大企業裁員之消息亦不斷躍上新聞媒體。為了取得經營效率，並維持組織彈性的勞動力，組織結構之變革與再造，並以裁員為主要手段，毫不手軟。
工作不安全感在職場裡，已經變為一個常態名詞。較於其他的工作壓力源，工作不安全感更是一個相對重要的工作壓力源，對於個人的感覺、態度與行為(工作與非工作領域的情感會有交叉的負面影響)有著更直接廣泛的影響因此，員工會透過負面工作反應(negative job related reactions)來表示工作不安全感的發生，如離職意願提高、降低個人績效進而影響團隊；但是，基於評估理論(appraisal theory)，個人認知不同，是否會藉由此壓力轉化為動力，提升個人工作效率，而達到團隊效能，以續留組織。
本研究透過問卷調查法，使用unmeasured latent method construct (ULMC)來進行模型的檢測，共同方法變異(common method variance, CMV)並未造成影響，且並未發生共線性。
Global trade competition and structural changes in the working environment have led to widespread layoffs in companies, and so far working conditions and environment are radically different from those of past decades. As the 2020 pandemic (COVID-19) has devastated the global economy, news of major corporate layoffs has continued to hit the news media. In order to achieve operational efficiency and maintain a flexible workforce, the organizational structure is reformed and re-engineered, and layoffs are use as the main means without mercy.
Job insecurity has become a norm in the workplace. Compared with other work stressors, job insecurity is a relatively important work stressor, and has a more direct and extensive impact on personal feelings, attitudes and behaviors (emotions in the work and non-work areas have crossed negative effects). Therefore, employees will express the occurrence of job insecurity through negative job related reactions, such as increased willingness to leave, lower personal performance and then affect the team; however, based on the appraisal theory, individual perceptions are different, Will this pressure be turned into motivation to improve personal work efficiency, achieve team effectiveness, and continue to stay in the organization.
Through the questionnaire survey method, this study uses the uunmeasured latent method construct (ULMC) to test the model through a questionnaire, with no effect of common method variance (CMV) and no diagnosis of collinearity. |
