工作不安全感对矿工安全绩效的影响:基于代际差异视角

Influence of job insecurity on miners’safety performance:based on perspective of intergenerational difference

为提升煤矿安全管理水平,改善矿工安全绩效,基于理论分析与代际差异视角,建立工作不安全感、组织承诺、安全绩效与代际差异的关系假设模型;通过问卷调查收集476名一线矿工的有效数据,利用结构方程模型(SEM)分析直接效应,并检验组织承诺的中介作用以及代际差异的调节效应。结果表明:工作丧失不安全感、工作执行不安全感与人际关系不安全感显著负向作用于安全绩效与组织承诺;组织承诺显著正向作用于安全绩效,并在工作不安全感与安全绩效关联中起完全中介作用;代际差异效应显著,相比老一代矿工,新生代矿工的组织承诺受工作执行不安全感负向影响更为显著,但安全绩效受工作丧失不安全感与人际关系不安全感的负向影响更为微弱。

In order to improve level of coal mine safety management and improve miners’safety performance,a hypothetical model of relationship between job insecurity,organizational commitment,safety performance and generational differences was established based on theoretical analysis and perspective of intergenerational difference.Valid data of 476 front-line miners were collected through questionnaire survey,direct effect was analyzed using structural equation model,and mediating effect of organizational commitment and moderating effect of intergenerational difference were detected.The results show that job loss insecurity,execution insecurity,and interpersonal insecurity negatively affect safety performance and organizational commitment.Organizational commitment has a significant positive effect on safety performance and plays an utterly mediating role between job insecurity and safety performance.Intergenerational difference effect is substantial,compared with the older generation of miners,the new generation of miners’organizational commitment is more significantly negatively affected by job execution insecurity.However,negative impact of job loss insecurity and interpersonal insecurity on safety performance is weaker.