工作不安全感与绩效：以合同类型为中介的组织公平感的作用。
Job Insecurity and Performance: The Mediating Role of Organizational Justice in terms of Type of Contract.
机构信息
Universitat Rovira i Virgili.
出版信息
Psicothema. 2021 Feb;33(1):86-94. doi: 10.7334/psicothema2020.205.
BACKGROUND
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.
METHOD
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
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.
CONCLUSIONS
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.
背景
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。
方法
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
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。
结论
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。
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