Zhu Jing, Yang Mingfa
Teaching Quality Assessment Center, Chengdu Sport University, Chengdu, China.
School of Physical Education, Chengdu Sport University, Chengdu, China.
PLoS One. 2025 Sep 8;20(9):e0329976. doi: 10.1371/journal.pone.0329976. eCollection 2025.
This study aimed to explore the influence mechanism of job insecurity on organizational citizenship behavior (OCB). Specifically, it sought to examine the chained mediating role of emotional exhaustion and organizational identification in this relationship.
A longitudinal time-lagged survey was conducted on 330 employees at two time points. The data were collected using established scales for job insecurity, emotional exhaustion, organizational identification, and OCB. Structural equation modeling (SEM) was used to test the hypothesized chained mediation model.
The results confirmed that emotional exhaustion and organizational identification are crucial mediators. Three significant indirect pathways were identified: (1) a simple mediation path through emotional exhaustion; (2) a simple mediation path through organizational identification; and (3) a chained mediation path where job insecurity increased emotional exhaustion, which in turn decreased organizational identification, ultimately leading to lower OCB. Notably, emotional exhaustion emerged as the most dominant mediating mechanism.
This study reveals a complex mechanism through which job insecurity impacts OCB, highlighting a sequential process from emotional strain to cognitive detachment. These findings offer important theoretical insights for job stress models and provide practical guidance for organizations to mitigate the negative effects of job insecurity by addressing both employee well-being and their sense of belonging.
本研究旨在探讨工作不安全感对组织公民行为（OCB）的影响机制。具体而言，它试图检验情绪耗竭和组织认同在这种关系中的链式中介作用。
对330名员工在两个时间点进行了纵向时滞调查。使用已建立的工作不安全感、情绪耗竭、组织认同和OCB量表收集数据。采用结构方程模型（SEM）来检验假设的链式中介模型。
结果证实情绪耗竭和组织认同是关键中介变量。确定了三条显著的间接路径：（1）通过情绪耗竭的简单中介路径；（2）通过组织认同的简单中介路径；（3）一条链式中介路径，即工作不安全感增加情绪耗竭，进而降低组织认同，最终导致OCB降低。值得注意的是，情绪耗竭是最主要的中介机制。
本研究揭示了工作不安全感影响OCB的复杂机制，突出了从情绪紧张到认知脱离的连续过程。这些发现为工作压力模型提供了重要的理论见解，并为组织通过关注员工福祉和归属感来减轻工作不安全感的负面影响提供了实践指导。
