十年過去，全世界景氣從谷底爬升至今，整體工作環境一變再變，手機也從實體按鍵轉變成無實體按鍵的智慧型手機，無時無刻使用手機收發信件、網路購物、交辦公事、視訊會議或做決策，用手機處理事情已成為現代人的必備且為常態。從經濟學角度解釋經濟衰退，會使GDP、就業率、投資支出、企業利潤下降，導致組織破產，員工被迫解僱，最終失業率上升。工作不保障與主管部屬交換關係為本研究探討主軸，並以242位有主管的部屬為問卷調查對象。適當加入組織認同與工作投入為中介變數，進行相關實證分析。各變數題項皆參考前人所發展出相關量表進行調查，信度與效度完全達表準值。為避免研究結果可能受到共方法變異（Common Method Variance, CMV）之影響，我們採取以下方法：受訪資訊隱私法、反向題項設計、題項文字組織與問題簡單明瞭為原則。研究驗證採取SPSS PROCESS macro（Hayes, 2013）與AMOS軟體進行統計分析。研究結果，員工工作不保障對主管部屬交換關係為負向相關，而組織認同與工作投入同時為中介變數時，將減少對主管部屬交換關係之影響。

In the past ten years, the world economy has climbed from the bottom to the present and the overall working environment has changed constantly. The cellphone has physical buttons transformed into the smartphone without physical buttons. The smartphone is used to receive and send letters, do online shopping, handle the public business, meeting or make decisions all the time. Using the smartphone to handle things is essential and becomes normality. Explaining the economic recession from the view of economics will diminish GDP, employment rate, investment expenditure, business profits and lead to organization bankruptcy, employees were forced to dismiss and the unemployment rate rise eventually. The exploration of this study focused on job insecurity and leader-member exchange and the questionnaire survey targeted on 242 subordinates with supervisors. Appropriately add organization identification and job involvement into mediator to conduct relevant empirical analysis. Every variable took related flow statements as references to investigate the former who have developed and reliability and validity completely met the standard. To avoid the result may be affected by Common Method Variance, we adopt the following approaches: the information privacy law of interviewees, the design of the reverse item, the organization and problem of the item are simple and clear. The validation of study used SPSS PROCESS and AMOS software to conduct statistical analysis. The results revealed that job insecurity of employees and leader-member exchange presented negative correlation. If the organization identification and job involvement are mediators simultaneously, it will reduce the influence of job insecurity and leader-member exchange.