Department of Psychology.
Department of Applied Psychology, Lingnan University.
J Appl Psychol. 2015 Jul;100(4):1249-58. doi: 10.1037/a0038330. Epub 2014 Nov 17.
Organizational justice has been shown to play an important role in employees' affective and performance outcomes particularly in uncertain contexts. In this study, we investigated the interaction effect of job insecurity and organizational justice on employees' performance, and examined the mediating role of work engagement from the perspective of uncertainty management theory. We used 2-wave data (Study 1) from a sample of 140 Chinese employees and 3-wave data (Study 2) from a sample of 125 Chinese employees to test our hypotheses. In Study 1, we found that when employees perceived low levels of organizational justice, job insecurity was significantly negatively related to job performance. In contrast, we found that job insecurity was not related to job performance when there were high levels of organizational justice. Study 2 again supported the interaction of job insecurity and organizational justice on job performance. Furthermore, it was found that work engagement mediated the interaction effect. The results of the mediated moderation analysis revealed that job insecurity was negatively associated with job performance through work engagement when organizational justice was low.
组织公平感对员工的情感和绩效结果起着重要作用，尤其是在不确定的环境中。在本研究中，我们从不确定性管理理论的角度出发，考察了工作不安全感和组织公平感对员工绩效的交互作用，并检验了工作投入的中介作用。我们使用了来自 140 名中国员工的两波数据（研究 1）和来自 125 名中国员工的三波数据（研究 2）来检验我们的假设。在研究 1 中，我们发现当员工感知到低水平的组织公平感时，工作不安全感与工作绩效显著负相关。相反，当组织公平感较高时，工作不安全感与工作绩效没有关系。研究 2 再次支持了工作不安全感和组织公平感对工作绩效的交互作用。此外，研究还发现工作投入在其中起中介作用。中介调节分析的结果表明，当组织公平感较低时，工作不安全感通过工作投入与工作绩效呈负相关。
