近年來受到 AI 發展、數位轉型、組織重整與就業型態改變等因素影響，工作者面臨的職涯不確定性逐漸提高，進而引發潛在的工作不安全感，並影響其職涯適應能力。本研究旨在探討員工的心理韌性、工作不安全感、職涯決策自我效能與職涯適應力之間的關係，以階層迴歸分析進行假設驗證。此外，透過獨立樣本t檢定與單因子變異數分析ANOVA進行補充分析，以探索不同世代與產業別之差異。 研究結果顯示，心理韌性對工作不安全感具有顯著負向關係，顯示心理韌性強者較能降低面對工作不穩定時所產生的焦慮與不安。同時，心理韌性對職涯決策自我效能與職涯適應力皆具有顯著正向關係，顯示心理韌性有助於提升個體的職涯決策信心與面對職涯變動的適應能力。此外，工作不安全感對職涯適應力具有顯著負向關係，而職涯決策自我效能則對職涯適應力具有顯著正向關係，代表威脅知覺會削弱個體的職涯適應能力，而決策信心則能促進其職涯適應表現。依據研究結果，本研究提出管理意涵與未來研究之建議。;Driven by AI and digital trends， rapidly changing work environments elevate employees’ job insecurity and hinder their career adaptability. This study examines the relationships between psychological resilience， job insecurity， career decision-making self-efficacy， and career adaptability. Data were collected from 286 individuals with work experience. Hierarchical regression was used for hypothesis testing， while t-tests and ANOVA were conducted as supplementary analyses to explore generational and industry differences. It is found that resilience is negatively related to employees’ job insecurity and positively related to career decision-making self-efficacy as well as career adaptability. Additionally， Gen Z demonstrates significantly lower level of resilience compare to the older cohorts. Drawn on the findings， managerial implications and suggestions for future research are thus discussed.
