Sogang Business School, Sogang University, Seoul 04107, Korea.
College of Business, Korea Advanced Institute of Science and Technology, Seoul 02455, Korea.
Int J Environ Res Public Health. 2019 Mar 27;16(7):1102. doi: 10.3390/ijerph16071102.
Although existing works have investigated the influence of employee's job insecurity on his or her perceptions or attitudes, those studies relatively have paid less attention to the influence of it on employee's behaviors, as well as to its intermediating mechanisms of the relationship between job insecurity and the behaviors. Considering that employee's behaviors substantially influence various organizational outcomes, I believe that studies which examine the impact of job insecurity on the behaviors as well as its underlying processes are required. Grounded on the context⁻attitude⁻behavior framework, I delved into the intermediating mechanism between job insecurity and organizational citizenship behavior with a sequential mediation model. In specific, I hypothesized that employee's organizational trust and organizational identification would sequentially mediate the job insecurity⁻organizational citizenship behavior (OCB) link. Utilizing 3-wave time-lagged data from 303 employees in South Korea, I found that organizational trust and organizational identification function as sequential mediators in the link. The finding suggests that organizational trust and organizational identification are underlying processes to elaborately explain the job insecurity⁻OCB link.
尽管现有研究已经探讨了员工工作不安全感对其认知或态度的影响，但这些研究相对较少关注其对员工行为的影响，以及工作不安全感与行为之间关系的中介机制。考虑到员工的行为对各种组织结果有实质性的影响，我认为需要研究工作不安全感对行为及其潜在过程的影响。基于情境-态度-行为框架，我深入探讨了工作不安全感与组织公民行为之间的中介机制，采用了序列中介模型。具体而言，我假设员工的组织信任和组织认同会依次中介工作不安全感与组织公民行为（OCB）的联系。利用来自韩国 303 名员工的 3 波时间滞后数据，我发现组织信任和组织认同在联系中起序列中介作用。这一发现表明，组织信任和组织认同是详细解释工作不安全感-OCB 联系的潜在过程。
