随着全球化和技术的快速发展，劳动市场的不确定性增加，工作不安全感逐渐成为了个体心理健康和职业发展的关键影响因素，“躺平学”、“侧卧式”等词汇也应运而生。企业若在这种环境下保持竞争力与活力，不仅在于内部的管理者是否拥有扎实的管理技能、企业是否拥有足够的资源，在很大程度上还与组织内部员工的工作积极主动密不可分。近年来已有企业关注到了促进员工自主产生主动行为的重要性，也逐渐引起国内外研究学者的重视。本研究将进一步探索工作不安全影响主动行为的中介机制，并从员工与组织关系及个体特质的角度探讨该影响机制中可能存在的缓解因素。

针对社会普遍现象，以工作不安全感为起点，引入情感承诺作为中介变量，基于社会交换理论，探究工作不安全感对主动行为的影响机制。本研究首先开展预研究对员工在经历了工作不安全感后对行为产生的影响情况进行访谈，进一步验证了工作不安全感对员工行为态度的影响机制，以及可能影响结果的调节因素。因在预研究中，研究模型中的生涯适应力不同维度未能全部体现，故在量化研究中，进一步细化研究模型，正式研究将样本扩大，基于不安全感通过影响员工的情感承诺从而影响其产生主动行为的中介模型，探索归属需求、生涯适应力及其不同维度对该机制的调节作用。

量化研究中，使用问卷法进行对模型进行验证，共得到390个员工的有效数据，利用SPSS 26.0对收集到的数据进行统计和分析。根据研究结果，本文得出以下结论：（1）工作不安全感可以显著负向影响主动行为；（2）在工作不安全感影响主动行为的机制中，情感承诺发挥了部分中介作用，具体来说，工作不安全感通过降低员工对组织的情感承诺从而抑制其主动行为的发生；（3）归属需求负向调节工作不安全感对情感承诺的影响；（4）生涯适应力维度中，生涯控制或生涯自信水平高时，情感承诺对主动行为的影响更弱。

这些结论拓展了工作不安全感的研究视角，对于组织合理看待和激发员工主动行为贡献了一定的理论和应用价值，为领导者改善管理方式提供了参考，并在一定程度上填补了国内在探讨生涯适应力各分维度的调节作用的空白。

With the rapid development of globalization and technology, the uncertainty of the labor market has increased, and job insecurity has gradually become a key factor affecting individual mental health and career development. Words such as "lying theory" and "horizontal posture" have emerged. If an enterprise maintains its competitiveness and vitality in this environment, it not only depends on whether the internal managers have solid management skills and whether the enterprise has enough resources, but also depends on the proactive work of the employees within the organization to a large extent. In recent years, some enterprises have paid attention to the importance of promoting employees' self-initiative behavior, which has gradually attracted the attention of domestic and foreign researchers. This study will further explore the mediating mechanism of job insecurity affecting active behavior, and explore the possible mitigating factors in the influencing mechanism from the perspective of employee-organization relationship and individual characteristics.

Taking job insecurity as a starting point and introducing affective commitment as a mediating variable, this paper explores the mechanism of influence of job insecurity on proactive behavior based on social exchange theory. Firstly, this study conducted a pre-study interview on the influence of job insecurity on employees' behavior, and further verified the influence mechanism of job insecurity on employees' behavior and attitude, as well as the moderating factors that may affect the result. In the pre-study, different dimensions of career adaptability in the research model could not be fully reflected. Therefore, in the quantitative study, the research model was further refined and the sample was expanded in the formal study. Based on the intermediary model in which insecurity affects employees' affective commitment and thus affects their proactive behaviors, need to belong, career adaptability and the regulating effects of different dimensions on this mechanism were explored.

In the quantitative research, questionnaire method was used to verify the model, and a total of 390 employees' valid data were obtained. SPSS 26.0 was used for statistics and analysis of the collected data. According to the research results, the following conclusions are drawn: (1) Job insecurity can significantly negatively affect proactive behavior; (2) Affective commitment partially mediates the mechanism by which job insecurity affects proactive behavior. Specifically, job insecurity inhibits employees' proactive behavior by reducing their affective commitment to the organization; (3) Need to belong negatively moderates the impact of job insecurity on affective commitment; (4) In the dimension of career adaptability, when the level of career control or career confidence is high, the impact of affective commitment on proactive behavior is weaker.

These conclusions expand the research perspective of job insecurity, contribute certain theoretical and applied values for organizations to rationally view and motivate employees' proactive behaviors, provide references for leaders to improve management styles, and to a certain extent fill the gaps in domestic research on the moderating effects of sub-dimensions of career adaptability.