Department of Police Science, University of Ulsan, Ulsan, Republic of Korea.
College of Business, University of Ulsan, Ulsan, Republic of Korea.
Front Public Health. 2023 Mar 16;11:1068293. doi: 10.3389/fpubh.2023.1068293. eCollection 2023.
Swift social and economic environmental changes such as COVID-19 pandemic have led to increased job insecurity. The current study examines the intermediating mechanism (i.e., mediator) and its contingent factor (i.e., moderator) in the association between job insecurity and employee's turnover intention, especially from the perspective of positive psychology. By establishing a moderated mediation model, this research hypothesizes that the degree of employee meaningfulness in work may mediate the relationship between job insecurity and turnover intention. In addition, coaching leadership may play a buffering role to positively moderate the harmful impact of job insecurity on meaningfulness of work. With three-wave time-lagged data that was collected from 372 employees in South Korean organizations, the current study not only demonstrated that meaningfulness of work mediates the job insecurity-turnover intention relationship, but also that coaching leadership functions as a buffering factor in reducing the harmful influence of job insecurity on meaningfulness of work. The results of this research suggest that the level of meaningfulness of work (as a mediator) as well as coaching leadership (as a moderator) are the underlying processes and the contingent factor in the job insecurity-turnover intention link.
新冠疫情等快速的社会和经济环境变化导致工作不安全感增加。本研究从积极心理学的角度出发，检验了工作不安全感与员工离职意向之间关系的中介机制（即中介变量）及其调节因素（即调节变量）。通过建立调节中介模型，本研究假设员工工作意义感的程度可能在工作不安全感与离职意向之间起中介作用。此外，教练型领导可能起到缓冲作用，积极调节工作不安全感对工作意义感的负面影响。本研究使用了来自韩国组织的 372 名员工的三波时间滞后数据，不仅证明了工作意义感在工作不安全感-离职意向关系中起中介作用，还证明了教练型领导作为缓冲因素，可以减轻工作不安全感对工作意义感的负面影响。本研究结果表明，工作意义感（作为中介变量）和教练型领导（作为调节变量）是工作不安全感-离职意向关系中的潜在过程和调节因素。
