摘要
目的:基于资源保存理论,探讨工作不安全感对员工亲组织/私利性非伦理行为的影响机制。方法:采用工作不安全感量表、焦虑量表、私利性/亲组织非伦理行为量表和感知可雇佣性量表,对前后间隔1个月的两阶段201份有效数据进行实证检验。结果:工作不安全感正向影响员工私利性/亲组织非伦理行为,焦虑具有完全中介作用,感知可雇佣性负向调节工作不安全感对焦虑的正向影响,对于低感知可雇佣性个体,工作不安全感通过焦虑对其亲组织/私利性非伦理行为的间接作用要高于高感知可雇佣性个体。结论:工作不安全感积极影响个体私利性/亲组织非伦理行为,焦虑和感知可雇佣性分别是这一过程的中介机制和边界条件。
Objective:Based on conservation of resource theory,this paper wants to explore the relationship between job insecurity and self-interested unethical behavior and Unethical Pro-organizational Behavior(UPB).Methods:Using the longitudinal survey method,this paper made an empirical test on 201 valid data collect at two time points.Results:(1)Job insecurity had a positive effect on self-interested unethical behavior and UPB.(2)Anxiety had a full mediating effect between job insecurity and self-interested unethical behavior/UPB.(3)Perceived employability had a negative moderating effect on the relationship between job insecurity and anxiety.For employees with low perceived employability,the indirect effect of job insecurity on UPB/SUB via anxiety was high.Conclusion:Job insecurity positively affects individuals’self-interested unethical behavior and UPB.Anxiety and perceived employability are the mediating mechanism and boundary conditions of this process.
作者
张永军
孙亚笛
李永鑫
ZHANG Yong-jun;SUN Ya-di;LI Yong-xin(School of Business,Henan University,Kaifeng 475000,China;Institute of Psychology&Behavior,Henan University,Kaifeng 475004,China)
出处
《中国临床心理学杂志》
CSSCI
CSCD
北大核心
2022年第4期837-841,共5页
Chinese Journal of Clinical Psychology
基金
国家自然科学基金项目:亲组织非伦理行为的私利风险及其治理机制研究(71602050)
河南省高校科技创新人才(人文社科类)资助项目(2020-cx-028)
河南省教育厅哲学社会科学基础研究重大项目:组织中道德“灯下黑”现象的形成机制与治理策略研究(2022-JCZD-04)。
