School of Management, Shandong University.
Department of Management, Warrington College of Business, University of Florida.
J Appl Psychol. 2021 Mar;106(3):317-329. doi: 10.1037/apl0000896.
The current study aims to understand the detrimental effects of COVID-19 pandemic on employee job insecurity and its downstream outcomes, as well as how organizations could help alleviate such harmful effects. Drawing on event system theory and literature on job insecurity, we conceptualize COVID-19 as an event relevant to employees' work, and propose that event strength (i.e., novelty, disruption, and criticality) of COVID-19 influences employee job insecurity, which in turn affects employee work and non-work outcomes. We also identified important organization adaptive practices responding to COVID-19 based on a preliminary interview study, and examined its role in mitigating the undesired effects of COVID-19 event strength. Results from a two-wave lagged survey study indicated that employees' perceived COVID-19 event novelty and disruption (but not criticality) were positively related to their job insecurity, which in turn was positively related to their emotional exhaustion, organizational deviance, and saving behavior. Moreover, organization adaptive practices mitigated the effects of COVID-19 event novelty and criticality (but not disruption) on job insecurity. Theoretical and practical implications are discussed. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
本研究旨在了解 COVID-19 大流行对员工工作不安全感及其下游结果的不利影响，以及组织如何帮助减轻这种有害影响。本研究以事件系统理论和工作不安全感文献为基础，将 COVID-19 视为与员工工作相关的事件，并提出 COVID-19 的事件强度（即新颖性、混乱性和关键性）会影响员工的工作不安全感，进而影响员工的工作和非工作结果。我们还根据初步访谈研究确定了应对 COVID-19 的重要组织适应实践，并检验了其在减轻 COVID-19 事件强度的不良影响方面的作用。来自两项具有时间滞后的问卷调查研究的结果表明，员工感知到的 COVID-19 事件新颖性和混乱性（而非关键性）与他们的工作不安全感呈正相关，而工作不安全感又与他们的情绪耗竭、组织越轨和储蓄行为呈正相关。此外，组织适应实践减轻了 COVID-19 事件新颖性和关键性（而非混乱性）对工作不安全感的影响。文章讨论了理论和实践意义。（PsycInfo 数据库记录（c）2021 APA，保留所有权利）。
