Keim Alaina C, Landis Ronald S, Pierce Charles A, Earnest David R
Department of Psychology, Bellarmine University.
Department of Psychology, Illinois Institute of Technology.
J Occup Health Psychol. 2014 Jul;19(3):269-90. doi: 10.1037/a0036743. Epub 2014 May 5.
We used psychological contract theory as a framework to meta-analytically review subjective and objective predictors of employees' perceived job insecurity. Seventy-six samples from 68 studies were included in our review. Results revealed that lower levels of job insecurity are associated with having an internal locus of control, lower amounts of role ambiguity and role conflict, greater amounts of organizational communication, less organizational change, younger employees, and white-collar and permanent work. Moderator analyses further revealed that relations between job insecurity and age, gender, education, and formal contracts are moderated by unemployment rates, countries of origin, and type of job insecurity measure. We discuss theoretical and practical implications for psychological contract theory and occupational health, and offer directions for future research.
我们以心理契约理论为框架，对员工感知到的工作不安全感的主观和客观预测因素进行元分析综述。我们的综述纳入了68项研究中的76个样本。结果显示，较低水平的工作不安全感与内控点、较少的角色模糊和角色冲突、较多的组织沟通、较少的组织变革、年轻员工以及白领和长期工作相关。调节效应分析进一步表明，工作不安全感与年龄、性别、教育程度和正式合同之间的关系受到失业率、原籍国和工作不安全感测量类型的调节。我们讨论了心理契约理论和职业健康的理论及实践意义，并为未来研究提供了方向。
