Mahmoud Ali B, Reisel William D, Fuxman Leonora, Mohr Iris
University of Wales Trinity Saint David, London, UK.
St. John's University, Queens, NY, USA.
Scand J Psychol. 2021 Apr;62(2):267-275. doi: 10.1111/sjop.12689. Epub 2020 Nov 6.
Our research reports an empirical analysis of a path model linking job insecurity to organizational citizenship behavior (OCB) via two mediators, that is, intrinsic motivation and job satisfaction. The aim is to evaluate the path model invariance across three generational cohorts, that is, generation X, generation Y, and generation Z. A sample of employees in service companies based in Canada was surveyed. We utilized a partial least square structural equation modeling (PLS-SEM) approach, which included path analysis and multi-group analysis (MGA) to test proposed hypotheses. We found that job insecurity negatively predicted intrinsic motivation which positively related to job satisfaction. Job satisfaction influenced OCBs positively. Both intrinsic motivation and job satisfaction mediated the indirect effects of job insecurity onto OCBs. Generation X was more pronounced in their reaction to job insecurity than later generations given the strong negative effects on intrinsic motivation and hence on their job. However, generation Z employees followed their parents from generation X regarding engaging more in OCBs when they are satisfied with their job than generation Y. In general, therefore, it should come as no surprise that generation X employees' OCBs can be expected to plummet due to the elevated levels of job insecurity during pandemic times (e.g., COVID-19) more intensely than Generation Y. Clearly, with COVID-19 having led many organizations around the world to adopt virtual workplace environments, generational differences amongst employees have to be considered as a matter of crucial concern for these organizations.
我们的研究报告了一个路径模型的实证分析，该模型通过两个中介变量，即内在动机和工作满意度，将工作不安全感与组织公民行为（OCB）联系起来。目的是评估该路径模型在三个代际群体，即X世代、Y世代和Z世代中的不变性。对加拿大服务公司的员工样本进行了调查。我们采用了偏最小二乘结构方程建模（PLS-SEM）方法，其中包括路径分析和多组分析（MGA）来检验提出的假设。我们发现，工作不安全感对内在动机有负面预测作用，而内在动机与工作满意度呈正相关。工作满意度对组织公民行为有积极影响。内在动机和工作满意度都介导了工作不安全感对组织公民行为的间接影响。鉴于对内在动机以及因此对其工作有强烈的负面影响，X世代对工作不安全感的反应比后代更为明显。然而，Z世代员工在对工作满意时比Y世代员工更像他们X世代的父母那样更多地参与组织公民行为。因此，总的来说，毫不奇怪，在疫情时期（如新冠疫情），由于工作不安全感的加剧，X世代员工的组织公民行为预计会比Y世代更急剧地下降。显然，由于新冠疫情导致世界各地许多组织采用虚拟工作环境，员工之间的代际差异必须被视为这些组织至关重要的关切事项。
