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Affective Job Insecurity: A Mediator of Cognitive Job Insecurity and Employee Outcomes Relationships

机译:情感工作不安全感:认知工作不安全感与员工成果关系的中介

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摘要

Researchers who work on job insecurity (JI) have largely ignored the differences between cognitive job insecurity and affective job insecurity. In this study, we argue that it is conceptually important to study affective JI and cognitive JI as distinct constructs. Based on the conceptualization of stress and affective event theory, we propose that affective JI is an outcome of cognitive JI and that affective JI partially mediates the relationship between cognitive JI and employee outcomes. In two samples of working people, we found that affective JI partially explains the effect of cognitive JI on employees' jobrnsatisfaction, organizational commitment, and somatic well-being. Implications and recommendations for future research are discussed.
机译:研究工作不安全感(JI)的研究人员在很大程度上忽略了认知工作不安全感和情感性工作不安全感之间的差异。在这项研究中,我们认为将情感JI和认知JI作为不同的结构进行研究在概念上很重要。基于压力和情感事件理论的概念化,我们提出情感JI是认知JI的结果,而情感JI部分地调节了认知JI与员工绩效之间的关系。在两个工作人员样本中,我们发现情感JI可以部分解释认知JI对员工的工作满意度,组织承诺和身体健康的影响。讨论了对未来研究的启示和建议。

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    Department of Management, Hong Kong Baptist University, Kowloon, Hong Kong;

    Hong Kong Polytechnic University Development, College of Business Administration, Northeastern University, Boston, MA 02115;

    Management and Organizations, Ross School of Business. University of Michigan, Ann Arbor, MI 48109-1234;

    School of Management, Marketing, and International Business, Australian National University, Canberra, ACT0200, Australia;

    Center for Social and Economic Behavior, Institute of Psychology. Chinese Academy of Sciences, Beijing, China;

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