本研究從資源保存的觀點，在探討職涯適應力和工作不確定性的交互作用對於個人資源與職業發展的影響。以自陳式問卷收集數據，採用Preacher，Rucker和Hayes（2007）提出的中介模型架構分析。在研究1中 (N=234)，驗證個人與工作適配在職涯適應力與職涯滿意關係間的中介效果，並檢驗了工作不確定性對此中介關係的調節效果。結果表明，工作不確定性對此中介關係具有顯著的調解作用。研究2 (N=178)，追蹤研究1樣本收集數據資料，進一步探索工作不確定性如何透過職業滿意引起離職意圖，以及職涯適應力對此中介關係的調節效果；結果表明，職涯適應力會加劇工作不確定性通過職業滿意引起的離職意圖。這些發現為組織管理者在規劃和實施員工發展策略提供了實用的見解。

This research examined the relationship between career resources and career development, focusing on the moderating roles of career adaptability and job uncertainty. A self-reported questionnaire was used to collect data. The descriptive statistical methods, factor- analysis, reliability analysis, structural equation model analysis, mediation analysis, and Preacher, Rucker, and Hayes’ (2007) moderated mediation framework were used to analyze data. In Study 1, draw on conservation of resources-based study was conducted among employees to test whether job uncertainty moderated the effect of career adaptability, mediate by the person-job fit, on career satisfaction. Results showed that this moderated mediation effect was significant (N=234). Study 2 explores the result based on data collected from this sample using a different time (N=178). Unexpectedly and surprisingly, opposite with our hypothesis, the result showing the relationship between job uncertainty and turnover intention via career satisfaction was stronger when employees reported a high level of career adaptability. These findings have provided useful insights for organizational managers to plan and implement employee development strategies, and for career counselors to design psychological interventions, taking into account the conditions that will make career adaptability most effective to deal with job-related experiences (e.g., the job uncertainty).

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