受到科技蓬勃發展及疫情肆虐的影響，今日組織及員工面臨快速變動且充斥著不確
定性的環境。為了保有持續性的競爭優勢，組織會不斷採取許多回應外部環境的應對措施，而這些變動會導致員工產生工作不安全感。同時，如何留住人才如今成為組織的重要議題，例如：透過建立良好的主管與部屬關係或同事關係增加員工留在組織的意願。態度性工作結果包含工作滿意度、離職傾向，便成為協助組織留住人才的領先指標。故本研究以工作不安全感為自變項，態度性工作結果為依變項，關係為調節變項，進行統計檢驗分析探討工作不安全感、態度性工作結果、華人關係間的關係。

本研究以台灣地區服務產業正職員工為研究對象，並透過網路蒐集資料，共回收336
份有效樣本。研究結果發現（1）工作不安全感對工作滿意度有負向影響（2）工作不安全感對離職傾向有正向影響（3）同事關係對工作不安全感與離職傾向間的關係具調節效果。

In today's world, organizations and employees are dealing with a constantly changing and uncertain environment caused by technological progress and the pandemic. It is imperative for organizations to adjust to the external environment to maintain their competitiveness. However, such changes may cause employees to experience uncertainty regarding their job security. Furthermore, organizations are now recognizing the significance of employee retention by focusing on attitudinal work outcomes such as job satisfaction (JS) and turnover intention (TI). Utilizing social exchange theory (SET), this study examined the relationship between job insecurity (JI) and attitudinal work outcomes. Additionally, the moderating effect of Guanxi was explored. Data from 336 employees in Taiwan’s service sector were analyzed using hierarchical regression. The findings revealed that JI has a negative effect on JS but a positive effect on TI. Furthermore, CG was found to moderate the relationship between JI and TI. Theoretical contributions and managerial implications were
then discussed.

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