多數研究皆聚焦在一般企業或政府部門之典型勞工，與組織績效、負向心理反應等行為，鮮少探究高教體系與「非典型勞工」；其工作特性所引發之工作不安全感，正為促使個體與組織產生不良影響之來源。是故，本研究以高等教育體系之非典型勞工為主要研究對象，並針對聘期並非永續之工作特性，深入探究工作不安全感對工作投入的影響；其二，此影響是否能透過正向心理資本產生調節效果。整體資料採集以問卷調查方式進行，共計有效問卷397分，並以多元迴歸分析進行假設驗證；研究結果顯示：一、工作不安全感對工作投入為負向影響，二、正向心理資本具調節效果。從整體實務意涵看來，組織透過公平、公正且公開之轉任考核機制與落實正向心理資本培訓，係可增加正向心理能量。

Most of the studies focus on the typical labor of general enterprises or government departments, and the behaviors of organizational performance and negative psychological reactions, rarely exploring the higher education system and “atypical labor”; the job insecurity caused by their work characteristics is precisely a source of adverse effects on individuals and organizations. Therefore, this study focuses on the atypical labor of the higher education system, and explores the impact of job insecurity on job involvement in terms of the job characteristics that are not sustainable; secondly, whether this effect can produce a adjusting effect through psychological capital. The overall data collection was conducted by questionnaire survey. The study adopted a total of 397 effective questionnaires, and conducted multiple regression analysis to validate the hypothesis. The results showed that: 1. Work insecurity has a negative impact on work involvement. 2. Positive psychological capital has the effect of adjusting. From the perspective of overall practice, organizations can increase positive psychological energy through fair, just and open transfer assessment mechanisms and implementation of positive psychological capital training.