高等教育體系之「非典型勞工」係屬第一線之服務窗口，其工作性質、薪資與典型勞工無所差異，然而在聘期時效、教育進修與勞資權益等部份卻有一國二制之情形顯現，其「工作不安全感」係油然而生。
在綜觀文獻後發現，多數之研究重點都聚焦於一般企業或政府部門之典型勞工，與其所在組織內之工作績效、離職意圖與負向心理反應等行為，是故，本研究將研究場域鎖定於高等教育體系，並針對「非典型勞工」其聘期並非永續之工作特性，深入探究「工作不安全感」對「工作投入」之影響，其二，此影響結果係否能透過「正向心理資本」產生調節之效果，是為整體研究重點所在。
本研究以任職於高等教育體系之「非典型勞工」為研究對象，透過問卷調查之方式進行採集，共計回收367份紙本問卷，121份網路問卷，其中，因某一科技大學皆為一致性填答，故致有71份為無效問卷，網路問卷亦有20份同，共計有效問卷397份，紙本回收率為80.65%；後續依多元迴歸之分析方式進行驗證假設。經研究證實，高等教育體系之「非典型勞工」其「工作不安全感」對「工作投入」係為負向影響(β=-.279，p<.001)，且「正向心理資本」具調節「工作不安全感對工作投入」(β=.106，p<.05)影響之效果。
從整體實務意涵看來，高等教育體系之「非典型勞工」係屬校內第一線之服務人員，高等教育體系係可透過建立公平、公正且公開的轉任考核機制與落實全面式的「正向心理資本」提昇培訓方案，增加其心理能量，以調節工作不安全感對工作投入所造成的負向影響。

Atypical labor in higher education system is the first-line service window. The job nature and salary are similar to those of typical labor. However, their systems of term of employment, educational study and labor-capital rights are different in Taiwan. It thus results in job insecurity.
According to literature review, most of research focused on typical labor in general enterprises or governmental departments and their job performance, turnover intention and negative psychological reaction in the organizations. Thus, this study targets on higher education system and research scope and based on the job characteristic of atypical labor whose term of employment is not sustainable, this study explores effect of job insecurity on job engagement. Besides, will the effect be moderated by positive psychological capital? It is the key point of this study.
Research subjects are atypical labor working in higher education system. They are collected by questionnaire survey. It retrieves 367 written questionnaires and 121 online ones. Since one university of technology shows consistent responses, 71 questionnaires are considered invalid. 20 online questionnaires are also invalid. This study obtains a total of 397 valid questionnaires. Return rate of written questionnaires is 80.65%; subsequently, this study validates hypotheses by multiple regression analysis. It demonstrates that job insecurity of atypical labor in higher education system negatively influences job engagement (β=-.279, p<.001). Besides, positive psychological capital moderates effect of job insecurity on job engagement (β=.106, p<.05).
In terms of overall practical implication, atypical labor in higher education system is the first-line service personnel in schools. Higher education system can establish just and open transfer examination system and carry out all-dimensional positive psychological capital training program and enhance their psychological competence, in order to moderate negative effect of job insecurity on job engagement.

第一章　緒論......1
第一節　研究背景與動機......1
第二節　研究目的......4
第二章　文獻探討......5
第一節　高等教育體系之非典型勞工......5
第二節　工作不安全感......15
第三節　工作投入......22
第四節　正向心理資本......29
第五節　工作不安全感對工作投入的影響......37
第六節　非典型勞工之正向心理資本對工作不安全感對工作投入影響的調節效果......39
第三章　研究方法......40
第一節　研究架構與假設......40
第二節　研究對象、施測程序與樣本結構......40
第三節　研究工具......43
第四節　資料處理與分析......47
第四章　研究結果與討論......49
第一節　描述性統計與相關分析......49
第二節　迴歸分析......49
第三節　結果討論......51
第五章　結論與建議......53
第一節　研究結論......53
第二節　理論與實務意涵......53
第三節　研究限制與未來研究建議......55
參考文獻......57
附錄：......67
附錄一：工作不安全感量表項目分析摘要表......67
附錄二：工作投入量表項目分析摘要表......69
附錄三：正向心理資本量表項目分析摘要表......70
附錄四：工作不安全感量表第一次驗證性因素分析......71
附錄五：工作投入量表第一次驗證性因素分析......73
附錄六：正向心理資本量表第一次驗證性因素分析......74
附錄七：工作不安全感量表第二次驗證性因素分析......75
附錄八：工作投入量表第二次驗證性因素分析......76
附錄九：正向心理資本量表第二次驗證性因素分析......77
附錄十：問卷......78

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