质量型工作不安全感对员工组织公民行为的影响:组织认同的中介效应与互动公平的调节效应

The Impact of Qualitative Job Insecurity on Organizational Citizenship Behavior: The Mediating Role of Organizational Identification and the Moderating Role of Interactional Justice

工作不安全是组织行为与人力资源管理领域的研究热点之一。与传统的工作不安全感定义不同,质量型工作不安全感是指员工知觉到的雇佣关系质量的下降,而并不涉及工作岗位的丧失。本研究旨在探讨质量型工作不安全感对员工组织公民行为的影响及其作用机制。基于226对上下级匹配数据的调查结果表明:(1)质量型工作不安全感对组织公民行为有显著的负向影响;(2)组织认同在质量型工作不安全感和组织公民行为之间起中介作用;(3)互动公平通过弱化质量型工作不安全感与组织认同的关系进而弱化了其对组织公民行为的负面效应。研究发现为以往有关两种工作不安全感对员工结果变量具有差异化影响效果的研究结论提供了新证据,对工作不安全感与组织公民行为之间关系的相关文献进行了丰富和拓展,同时也为企业人力资源管理提供了重要的实践启示。

The effect of job insecurity on individuals＇ attitudinal and behavioral outcomes is always a hot topic in the field of organizational behavior and human resource management. Different from the traditional definition of job insecurity, qualitative job insecurity is defined as the perceived decrease of the employment quality. This paper aims to explore the effect of qualitative job insecurity on organizational citizenship behavior and the underlying mechanism. The survey results based on 226 supervisor-subordinate dyads show that： （1） Qualitative job insecurity has a significant negative effect on organizational citizenship behavior（OCB）; （2） Organizational identification plays a mediating role between qualitative job insecurity and organizational citizenship behavior; （3） Interactional justice weakens the negative effect of qualitative job insecurity on OCB by weakening the negative effect of qualitative job insecurity on organizational identification. The findings provide new evidence for prior conclusions regarding the differential effect of quantitative job insecurity and qualitative job insecurity on the employee outcome variables. In addition, this study extends the extant literatures relating to the relationship between job insecurity and OCB. Moreover, the results of this study provide significant practical implications for human resource management as well.