Zhou Luyang, Li Shengxiao, Zhou Lianxi, Tao Hong, Bouckenooghe Dave
Department of Economics and Management, Yuanpei College, Shaoxing University, 2799 Qunxian Middle Road, Shaoxing, 312000 Zhejiang China.
School of Business, Shaoxing University, 900 Chengnan Road, Shaoxing, 312000 Zhejiang China.
Asian Bus Manag. 2023 Mar 24:1-25. doi: 10.1057/s41291-023-00219-4.
This study examines how perceived organizational support (POS) can be leveraged to provide employees with guided responses to disruptive events. Specifically, this study addresses a previously overlooked yet practically relevant aspect of POS-its communicative role in managing employees' feelings of job insecurity. Drawing on the social identity perspective and research on individuals' psychological states of uncertainty, we argue that POS can have both direct and indirect influences on the sense of job insecurity in times of external threats. With this in mind, we used COVID-19 and resulting lockdowns in China as specific context examples of a disruptive event to administer a two-wave lagged survey measuring POS, perceived control, lockdown loneliness, and job insecurity. Theoretical arguments are put forward regarding organizational support for fostering individuals' social identity and emotional well-being under deeply disruptive work situations. Overall, this study offers insights into how managers may develop risk management and organizationally adaptive practices.
本研究探讨了如何利用感知到的组织支持（POS）为员工提供应对破坏性事件的引导性反应。具体而言，本研究关注了POS一个此前被忽视但在实践中具有相关性的方面——其在管理员工工作不安全感方面的沟通作用。基于社会认同视角以及对个体不确定性心理状态的研究，我们认为在外部威胁时期，POS会对工作不安全感产生直接和间接影响。考虑到这一点，我们以中国的新冠疫情及随之而来的封锁作为破坏性事件的具体背景示例，进行了一项两阶段滞后调查，测量POS、感知控制、封锁期间的孤独感和工作不安全感。针对在极具破坏性的工作情境下组织支持对培养个体社会认同和情感幸福感的作用，我们提出了理论观点。总体而言，本研究为管理者如何制定风险管理和组织适应性实践提供了见解。
