本研究欲探討不同人力精簡方法對員工工作不安全感及組織承諾之影響，並以員工工作不安全感做為調節變項。以薪資剝奪程度作為人力精簡方法的程度差異指標，除了驗證人力精簡策略程度不同對組織承諾的影響顯著性外，著重在員工工作不安全感與組織承諾的關連探討，更加入員工政策認知的變項，希望透過本研究結果進而發展相關輔助辦法降低企業進行人力精簡時對員工與企業形象所造成的傷害。 本研究針對2010年7月到2012年2月曾經進行人力精簡(裁員、減薪、無薪假、遇缺不補)的企業，以進行精簡後的留任員工作為主要填答對象，取得有效樣本197份。經統計分析顯示本研究主要發現如下：1.不同程度的精簡方法對組織承諾具負向影響，成立。2.人力精簡方法對員工工作不安全感之影響，會因不同的精簡方法而有所差異，不成立。3.員工工作不安全感對組織承諾具有負向影響，成立。4.員工工作不安全感在人力精簡方法對組織承諾的影響上具有調節效果，成立。This research discussed the effects of downsizing methods on job insecurity and organizational commitment of employees, which used job insecurity of employees as the moderator. And the salary deprivation was conducted as the differential indicator in the current study. In addition to test and verify the significance of organizational commitment by the difference of the strategy of downsizing, the perception of employee policies was also included. The results of the research could be applied to decrease the damage to corporate image when downsizing.The data was collected from that the corporate undergoing downsizing from July 2010 to February 2012, including downsizing, pay reduction, unpaid leave and hiring freeze. We asked the staying employees to fill the questionnaires, and gained 197 respondents totally. The main findings were listed as followed:1.Different methods of downsizing exert negative effects on organizational commitment.2.The relation between downsizing and job insecurity was not moderated by the method of downsizing.3.Job insecurity had a negative effect on organizational commitment.4.The relation between downsizing methods and organizational commitment was moderated by the sense of insecurity.
