摘要
建立和证实组织应对工作不安全感及其消极后果的因果链,探究组织如何有效应对和控制工作不安全感及其消极后果。通过Lisrel和SPSS等软件对来自不同行业的219份有效问卷的实证分析表明,工作不安全感显著影响知识型员工的离职倾向和幸福感;工作不确定性会引发工作不安全感;组织发展性支持作为一项压力干预策略,能有效降低知识型员工的工作不安全感和工作不确定性;同时,工作不确定性和工作不安全感在组织发展性支持与知识型员工离职倾向和幸福感之间起连续中介作用。丰富了国内关于工作不安全感的研究,同时从组织关注和个体关注两方面分析工作不安全感的后果,为当前变化情境下的企业如何有效应对和管理知识型员工的工作不安全感提供管理借鉴。
The purpose is to explore the job insecurity and the consequences of knowledge workers by exploring the influencing factors and mechanism of job insecurity. An empirical analysis of 219 valid data was performed by software such as Lisrel and SPSS, the empirical results show that job insecurity significantly affects the turnover intention and subjective well-being of knowledge workers. Job uncertainty is a predictor of job insecurity. Organizational support for development can effectively reduce job uncertainty and job insecurity as a stress intervention strategy. Meanwhile, it confirms the chained mediation effect of job uncertainty and job insecurity between organizational support for development and turnover intention or subjective well-being of knowledge workers. It enriches the domestic research on job insecurity, and provides reference for enterprise management in the current changing situation.
作者
王雅茹
吴杲
王晓
吴尘
Wang Yaru;Wn Gao;Wang Xiao;Wu Chen(School of Economics and Management, Nanjing University of Science and Technology, Nanjing 210094, China;Jiangsu Institute of Strategic Talent, Nanjing 210094, China;Nangjing Ceewa Intelligent Technology CO.,Ltd, Nanjing 211100, China)
出处
《科技管理研究》
CSSCI
北大核心
2018年第7期186-194,共9页
Science and Technology Management Research
基金
江苏省科技厅科技计划项目"江苏产业创业人才竞争力评价研究"(BR2016055)
教育部人文社会科学研究青年基金项目"知识型员工的离职后行为及其影响因素研究"(17YJC630171)
国家自然科学基金青年基金项目"多团队成员身份的有效性:基于二元性视角的多层次实证研究"(71502082)
关键词
工作不安全感
工作不确定性
组织发展性支持
离职倾向
主观幸福感
job insecurity
job uncertainty
organizational support for development
turnover intention
subjective well-being
