Van Egdom Drake, Spitzmueller Christiane, Wen Xueqi, Kazmi Maryam A, Baranski Erica, Flin Rhona, Krishnamoorti Ramanan
Department of Psychology, University of Houston, Houston, TX USA.
The Advanced Institute of Business, Tongji University, Shanghai, China.
Occup Health Sci. 2022;6(1):1-25. doi: 10.1007/s41542-021-00102-8. Epub 2021 Oct 6.
Economic crises, such as the one induced by the COVID-19 pandemic, and resulting widespread corporate cost-cutting, drastically alter the nature of work. Job insecurity represents a critical intermediate between the economic ramifications of an economic crisis and work and stress outcomes, however, the underlying cognitive consequences of job insecurity and how to buffer those effects are not well understood. We examine how corporate cost-cutting announcements indirectly relate to employees' attention through their relationship with employee job insecurity and investigate supervisor support as a potential buffer of these relationships. We used multi-source data to test our research model, combining data on cost-cutting announcements (budget cuts, layoffs, and furloughs) in news articles for 165 organizations with survey data from 421 full-time employees from these organizations between March 26, 2020 and April 8, 2020. Cost-cutting announcements are positively related to job insecurity, which is related to employee's attention with supervisor support mitigating the effects of job insecurity on attention. Grounded in self-regulation theories, we contribute to and extend the theoretical understanding of the organizational context for job insecurity and cognitive outcomes. We discuss the implications for organizations to manage and prepare for future economic crises, specifically on organizational communication and supervisor interventions.
经济危机，如由新冠疫情引发的危机，以及随之而来的广泛企业成本削减，极大地改变了工作的性质。工作不安全感是经济危机的经济影响与工作及压力结果之间的关键中间因素，然而，工作不安全感潜在的认知后果以及如何缓冲这些影响尚未得到充分理解。我们研究企业成本削减公告如何通过与员工工作不安全感的关系间接影响员工的注意力，并调查主管支持作为这些关系的潜在缓冲因素。我们使用多源数据来测试我们的研究模型，将165个组织新闻文章中有关成本削减公告（预算削减、裁员和休假）的数据与2020年3月26日至2020年4月8日期间来自这些组织的421名全职员工的调查数据相结合。成本削减公告与工作不安全感呈正相关，而工作不安全感与员工注意力相关，主管支持可减轻工作不安全感对注意力的影响。基于自我调节理论，我们为工作不安全感和认知结果的组织背景的理论理解做出贡献并加以扩展。我们讨论了对组织管理和应对未来经济危机的启示，特别是在组织沟通和主管干预方面。
