摘要
人力资本已成为全球企业竞争的重要因素,员工的创新行为对企业的生存发展至关重要。与此同时,为了灵活快速地适应不断变化的环境需求,组织不得不采取裁员、重组等变革措施,导致员工工作不安全感的产生。很多研究基于压力理论发现是工作不安全感具有负向影响,倡导消除组织中存在的工作不安全感。但在“996”工作制度越来越普及的今天,消除组织中存在的工作不安全感,为员工提供“无忧无虑”的工作环境却越来越难以实现。压力的两面性暗示了工作不安全感对于员工创新行为的提升并不一定总是坏的,取决于个体主动应对策略的实施及对自我效能感和外界收益的评估。本文基于压力认知评价理论,构建了以领导支持和自我效能感为边界条件、工作重塑为中介的工作不安全感对创新行为产生影响和作用的有中介的调节作用模型。运用Mplus和SPSS等软件,以来自北京、上海、武汉等地12家企业的492名员工为调查对象,揭示了领导支持和自我效能感在改变员工对工作不安全感认知方面所起的重要作用,以及工作重塑在“工作不安全感—领导支持”“工作不安全感—自我效能感”交互影响创新行为关系中的中介作用。本文从压力认知评价的视角探讨工作不安全感的积极效应,在丰富工作不安全感相关研究的同时为组织提高员工创新行为提供了新的思路。
As human capital has become an important factor in global enterprise competition,employees innovative behavior is crucial to the survival and development of enterprises.At the same time,China is facing a serious economic crisis with labor market.In order to flexibly and rapidly adapt the changing environmental,organizations have to adopt such reform measures as layoffs and restructuring.The stability and predictability of employment has been replaced by more and more job insecurity.Work environment of “carefree” is becoming more and more difficult to ensure.Job insecurity has become one of the common psychological problems in the workplace.Job insecurity refers to a person s perception of uncertainties in job continuity,including concerns about threats such as loss of job itself and job characteristics (such as salary,position,etc.).The core of most studies on job insecurity and innovative behavior is to recognize job insecurity (an event with highly uncertain results) as a source of obstructive stress and advocate eliminating the perceived insecurity of employees at work.Eliminating job insecurity brings about a “carefree” working environment,however,it is easy to create a “stagnant” working state. Although meta-analysis shows that job insecurity has a certain negative impact on innovation behavior,other studies have not found such a relationship,and even some studies have found that job insecurity has a positive/inverse U-shaped relationship with employee creativity.This means that a certain degree of job insecurity is conducive to the promotion of creativity.This also implies that the relationship between job insecurity and innovative behavior is complex and uncertain.Nowadays,with the increasing prevalence of job insecurity,it is not always the best way to completely eliminate job insecurity in organizations blindly.Rational use of job insecurity may also be the driving force for the promotion of organizational innovative behavior.Scholars call for more theories to explain the relationship between the two from more perspectives.According to the transactional theory of stress,job insecurity is not always bad for the promotion of employees innovative behavior,which depends on the individual s evaluation cognition and the choice of coping strategies. For employees in an organization,the attention and positive evaluation from superiors is one of the most directly perceived external organizational returns (secondary evaluation).Employees self-belief in the ability to accomplish tasks (secondary evaluation) is an important endogenous factor affecting the achievement of individual goals and grades.This also means that the combination of leadership support perception and self-efficacy perception will lead to the change of subjective cognitive evaluation process.When the individual feels the concern from the superior leadership and has a high sense of self-efficacy,the individual will tend to regard the sense of job insecurity as a challenging stress event (primary evaluation),which will urge employees to adopt active job crafting strategies such as improving job control,remodeling self-image,and actively establishing contacts to actively respond to this pressure (coping strategies).In the process of self-remodeling and positive promotion,it will also help to stimulate individual innovative behavior. Based on the transactional theory of stress,a mediated moderating model of job insecurity on innovative behavior was constructed,with job crafting as the mediator and superior support and self-efficacy as the moderators.The sample consisted of 492 employees in China.The crucial role of superior support and self-efficacy in changing employees perception of job insecurity and the important mediating role of job crafting in the interaction of job insecurity,superior support and self-efficacy affect the innovation behavior were revealed. The positive effect of job insecurity from the perspective of transactional theory of stress was explored in this paper,which enriching the relation researches of job insecurity.This study also provides a new thinking way for organizational managers to improve employees innovation behavior.The theoretical and practical implications according to this study were proposed and suggestions for future researches were provided.
作者
刘淑桢
叶龙
郭名
LIU Shu-zhen;YE Long;GUO Ming(School of Economics and Management,Beijing Jiaotong University,Beijing 100044,China)
出处
《经济管理》
CSSCI
北大核心
2019年第11期126-140,共15页
Business and Management Journal ( BMJ )
基金
国家自然科学基金青年项目“新员工资质过剩动态演化与作用机制研究:组织社会化视角”(71702115)
国家社会科学基金重点项目“新时代技能人才工匠精神研究”(18AGL012)
关键词
工作不安全感
创新行为
压力认知评价理论
job insecurity
innovative behavior
transactional theory of stress
