Vieira Dos Santos Joana, Gonçalves Sónia P, Silva Isabel S, Veloso Ana, Moura Rita, Brandão Catarina
Centro de Investigação em Psicologia, Faculdade de Ciências Humanas e Sociais, Universidade do Algarve, Faro, Portugal.
Centro de Administração e Políticas Públicas, Instituto Superior de Ciências Sociais e Políticas, Universidade de Lisboa, Lisbon, Portugal.
Front Psychol. 2022 Jan 24;12:733050. doi: 10.3389/fpsyg.2021.733050. eCollection 2021.
The world of work has been severely affected by the COVID-19 pandemic due to the high instability observed in the labor market, bringing several new challenges for leaders and employees. The present study aims to analyze the role of organizational and job resources in predicting employees' job insecurity during the first wave of the COVID-19 outbreak, through the mediating role of work engagement. A sample of 207 Portuguese employees participated (Mean age = 45 years old, SD = 9.92), of which 64.7% were women. Data was collected using an online survey, including self-report measures of organizational resources (perceived organizational support), job resources (performance feedback and job autonomy), job insecurity, and work engagement. Data showed that job and organizational resources negatively influenced job insecurity. Moreover, work engagement was a significant mediator of the relation between performance feedback (facet of job resources) and job insecurity. Findings suggest that investing in job and organizational resources can act as protective factors to minimize feelings of job insecurity. Likewise, leaders should foster work engagement among employees to help them balance the relation between these resources and job insecurity, especially in crisis situations. Overall, this study takes a new, underexplored perspective, theoretically bridging organizational and job resources with job insecurity and work engagement during a time of great uncertainty, such as the COVID-19 pandemic.
由于劳动力市场出现高度不稳定，工作领域受到了新冠疫情的严重影响，给领导者和员工带来了诸多新挑战。本研究旨在通过工作投入的中介作用，分析组织资源和工作资源在预测新冠疫情第一波爆发期间员工工作不安全感方面的作用。207名葡萄牙员工参与了此次抽样调查（平均年龄 = 45岁，标准差 = 9.92），其中64.7%为女性。数据通过在线调查收集，包括组织资源（感知到的组织支持）、工作资源（绩效反馈和工作自主性）、工作不安全感以及工作投入的自我报告测量。数据显示，工作资源和组织资源对工作不安全感有负面影响。此外，工作投入在绩效反馈（工作资源的一个方面）与工作不安全感之间的关系中起到了显著的中介作用。研究结果表明，投资于工作资源和组织资源可以作为保护因素，以尽量减少工作不安全感。同样，领导者应促进员工的工作投入，以帮助他们平衡这些资源与工作不安全感之间的关系，尤其是在危机情况下。总体而言，本研究从一个新的、未被充分探索的视角出发，在高度不确定的时期，如新冠疫情期间，从理论上搭建了组织资源和工作资源与工作不安全感及工作投入之间的桥梁。
