Vander Elst Tinne, De Cuyper Nele, Baillien Elfi, Niesen Wendy, De Witte Hans
Research Group on Work, Organizational and Personnel Psychology, University of Leuven, Belgium.
Human Relations Research Group, University of Leuven, Belgium.
Stress Health. 2016 Apr;32(2):100-16. doi: 10.1002/smi.2584. Epub 2014 Jun 11.
This study aims to further knowledge on the mechanisms through which job insecurity is related to negative outcomes. Based on appraisal theory, two explanations-perceived control and psychological contract breach-were theoretically integrated in a comprehensive model and simultaneously examined as mediators of the job insecurity-outcome relationship. Different categories of outcomes were considered, namely work-related (i.e. vigour and need for recovery) and general strain (i.e. mental and physical health complaints), as well as psychological (i.e. job satisfaction and organizational commitment) and behavioural coping reactions (i.e. self-rated performance and innovative work behaviour). The hypotheses were tested using data of a heterogeneous sample of 2413 Flemish employees by means of both single and multiple mediator structural equation modelling analyses (bootstrapping method). Particularly, psychological contract breach accounted for the relationship between job insecurity and strain. Both perceived control and psychological contract breach mediated the relationships between job insecurity and psychological coping reactions, although the indirect effects were larger for psychological contract breach. Finally, perceived control was more important than psychological contract breach in mediating the relationships between job insecurity and behavioural coping reactions. This study meets previous calls for a theoretical integration regarding mediators of the job insecurity-outcome relationship.
本研究旨在进一步了解工作不安全感与负面结果相关的机制。基于评价理论，将两种解释——感知控制和心理契约违背——在理论上整合到一个综合模型中，并同时作为工作不安全感与结果关系的中介进行检验。考虑了不同类别的结果，即与工作相关的（即活力和恢复需求）和一般压力（即身心健康问题），以及心理方面的（即工作满意度和组织承诺）和行为应对反应（即自我评估绩效和创新工作行为）。通过单中介和多中介结构方程建模分析（自抽样法），使用来自2413名佛兰芒员工的异质样本数据对假设进行了检验。具体而言，心理契约违背解释了工作不安全感与压力之间的关系。感知控制和心理契约违背都介导了工作不安全感与心理应对反应之间的关系，尽管心理契约违背的间接效应更大。最后，在介导工作不安全感与行为应对反应之间的关系方面，感知控制比心理契约违背更重要。本研究回应了先前关于工作不安全感与结果关系中介的理论整合的呼吁。
