Universitat Rovira i Virgili.
Psicothema. 2021 Feb;33(1):86-94. doi: 10.7334/psicothema2020.205.
Job insecurity has been widely researched. However, there have been inconsistent results about the association between job insecurity and job performance. This study proposed a multi-group mediation model to explain the underlying mechanisms of this relationship according to psychological contract and social exchange theory.
Data were collected through a survey. The sample was composed of 1,435 employees in 138 organizations from two European countries (i.e. Spain and Austria).
Results showed that job insecurity was indirectly related to OCB and self-rated performance through the three types of organizational justice (distributive, procedural, and interactional justice); and these relationships varied depending on the type of contract.
This study contributes to a better understanding of the relationship between job insecurity and performance by clarifying underlying mechanisms according to the type of contract.
工作不安全感已经被广泛研究。然而，关于工作不安全感与工作绩效之间的关系，研究结果并不一致。本研究根据心理契约和社会交换理论，提出了一个多群组中介模型来解释这种关系的潜在机制。
通过调查收集数据。样本由来自两个欧洲国家（西班牙和奥地利）的 138 个组织的 1435 名员工组成。
结果表明，工作不安全感通过三种组织公正（分配公正、程序公正和互动公正）与 OCB 和自我评估绩效呈间接相关；并且这些关系因合同类型而异。
本研究根据合同类型阐明了潜在机制，从而更好地理解了工作不安全感与绩效之间的关系。
