本研究主要是以員工的壓力評估觀點去探討工作不安全感對於離職傾向之影響，並進一步探討壓力評估的中介效果，以及心態對於工作不安全感與壓力評估之間的調節作用。本研究採用問卷調查法，採取紙本跟網路問卷，針對台灣與澳門地區工作者並以兩階段性的問卷蒐集，第一階段有效問卷為407份；第二階段為301份。透過未回應偏差、合併偏差、迴歸分析與線性模式分析等。研究顯示，工作不安全感對於離職傾向具有顯著正向影響；工作不安全感對於阻礙型工作壓力源具有顯著正向影響；阻礙型工作壓力源對於離職傾向具有顯著正向影響；挑戰型工作壓力源對於離職傾向具有顯著負向影響；阻礙型工作壓力源在工作不安全感與離職傾向之間具有中介效果。基於本研究結果，提出管理意涵實務與未來研究建議。

The purpose of this study was to explore the Employee's Job Insecurity on Turnover intention mainly from The Perspective of Stress Appraisal, and further explore the meditation effect within Stress Appraisal, as well as the moderating effects of Mindset between Job Insecurity and Stress Appraisal.
This study uses questionnaires survey, both web-based and paper-based, to collect the questionnaires from employees in Taiwan and Macau at 2 stages. There were 407 valid questionnaires collected at Stage 1, and 301 valid questionnaires collected at Stage 2. After cutting out the invalid questionnaires, there were 301 valid sample for this study.
Analysing the data by using SPSS and Mplus for non-response bias, pooled variance, regression analysis and linear modelling, etc. From this research, it shows that Job Insecurity has significant positive impact on Turnover intention; Job Insecurity has significant positive impact on Hindrance job stressors; Hindrance job stressors has significant positive impact on Turnover intention; Challenge job stressors has significant negative impact on Turnover intention; Hindrance job stressors has the mediation effect between Job Insecurity and Turnover intention. Based on the results of this research, proposing the management implications and future research suggestions for reference.

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