隨著組織競爭環境快速變遷，企業逐漸由制度導向管理轉向關注員工在組織任職歷程中的整體工作體驗，好的員工體驗有助於提升工作投入度與工作表現。然而，優質的員工體驗究竟透過心理與行為歷程來提升員工之工作敬業度仍待探究。因此，本研究旨在探討員工體驗對工作敬業度之影響，進一步剖析心理安全感與學習行為在該過程中的序列中介效果。 研究結果顯示：（1）員工體驗對工作敬業度有正向影響效果；（2）員工體驗對心理安全感有正向影響效果；（3）員工體驗對學習行為有正向影響效果；（4）心理安全感對學習行為有正向影響效果；（5）學習行為對工作敬業度具有顯著正向影響；（6）學習行為對員工體驗與工作敬業度間具有中介效果；（7）心理安全感與學習行為對員工體驗與工作敬業度間具有序列中介效果。 本研究發現，員工並非僅因具備心理安全感便能直接產生高度的工作敬業表現，組織必須透過良好的員工體驗建構心理安全網，使其進一步催化、驅動員工的學習行為，方能將心理資源轉化為對工作的高度敬業與投入。;As the competitive organizational environment changes rapidly， enterprises are gradually shifting from control-oriented management to focusing on the overall employee experience throughout their tenure in the organization. A high-quality employee experience helps enhance job engagement and performance. However， the specific psychological and behavioral pathways through which an excellent employee experience elevates employee job engagement remain to be explored. Therefore， this study aims to investigate the impact of employee experience on job engagement， while further analyzing the sequential mediating effects of psychological safety and learning behavior within this process. The research results indicate that: (1) Employee experience has a positive effect on job engagement; (2) Employee experience has a positive effect on psychological safety; (3) Employee experience has a positive effect on learning behavior; (4) Psychological safety has a positive effect on learning behavior; (5) Learning behavior has a significant positive effect on job engagement; (6) Learning behavior mediates the relationship between employee experience and job engagement; and (7) Psychological safety and learning behavior sequentially mediate the relationship between employee experience and job engagement. The findings of this study reveal that employees do not demonstrate high job engagement simply by possessing psychological safety. Instead， organizations must construct a psychological safety net through a positive employee experience to further catalyze and drive employees′ learning behaviors. Only in this manner can psychological resources be effectively transformed into high levels of dedication and engagement toward their work.
