| Summary: | 碩士 === 國立中山大學 === 人力資源管理研究所 === 101 === 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.
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