Chirumbolo Antonio, Urbini Flavio, Callea Antonino, Lo Presti Alessandro, Talamo Alessandra
Department of Social and Developmental Psychology, Sapienza University, Rome, Italy.
Department of Human Science, Libera Università Maria SS. Assunta, Rome, Italy.
Front Psychol. 2017 Nov 29;8:2084. doi: 10.3389/fpsyg.2017.02084. eCollection 2017.
One of the more visible effects of the societal changes is the increased feelings of uncertainty in the workforce. In fact, job insecurity represents a crucial occupational risk factor and a major job stressor that has negative consequences on both organizational well-being and individual health. Many studies have focused on the consequences about the fear and the perception of losing the job as a whole (called quantitative job insecurity), while more recently research has begun to examine more extensively the worries and the perceptions of losing valued job features (called qualitative job insecurity). The vast majority of the studies, however, have investigated the effects of quantitative and qualitative job insecurity separately. In this paper, we proposed the Job Insecurity Integrated Model aimed to examine the effects of quantitative job insecurity and qualitative job insecurity on their short-term and long-term outcomes. This model was empirically tested in two independent studies, hypothesizing that qualitative job insecurity mediated the effects of quantitative job insecurity on different outcomes, such as work engagement and organizational identification (Study 1), and job satisfaction, commitment, psychological stress and turnover intention (Study 2). Study 1 was conducted on 329 employees in private firms, while Study 2 on 278 employees in both public sector and private firms. Results robustly showed that qualitative job insecurity totally mediated the effects of quantitative on all the considered outcomes. By showing that the effects of quantitative job insecurity on its outcomes passed through qualitative job insecurity, the Job Insecurity Integrated Model contributes to clarifying previous findings in job insecurity research and puts forward a framework that could profitably produce new investigations with important theoretical and practical implications.
社会变革较为明显的影响之一是劳动力中不确定性的增加。事实上，工作不安全感是一个关键的职业风险因素和主要的工作压力源，对组织福祉和个人健康都有负面影响。许多研究聚焦于对失去整个工作的恐惧和认知所产生的后果（称为定量工作不安全感），而最近研究开始更广泛地审视对失去有价值工作特征的担忧和认知（称为定性工作不安全感）。然而，绝大多数研究分别考察了定量和定性工作不安全感的影响。在本文中，我们提出了工作不安全感整合模型，旨在检验定量工作不安全感和定性工作不安全感对其短期和长期结果的影响。该模型在两项独立研究中得到实证检验，假设定性工作不安全感在定量工作不安全感对不同结果（如工作投入和组织认同，研究1）以及工作满意度、承诺、心理压力和离职意向（研究2）的影响中起中介作用。研究1对329名私营企业员工进行，研究2对278名公共部门和私营企业员工进行。结果有力地表明，定性工作不安全感完全中介了定量工作不安全感对所有考虑结果的影响。通过表明定量工作不安全感对其结果的影响是通过定性工作不安全感实现的，工作不安全感整合模型有助于澄清工作不安全感研究中的先前发现，并提出一个能够有益地开展具有重要理论和实践意义的新调查的框架。
