工作不安全感和组织公民行为:组织公平的作用
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- 英文论文题名：Job insecurity and OCB:the effect of organizational justice
- 论文作者：段妍 ; 陆昌勤
- 英文论文作者：Duan Yan ; Lu Changqin ; Department of psychology ; Peking university
- 年：2015
- 作者机构：北京大学心理学系;
- 论文关键词：组织公平 ; 工作不安全感 ; 组织公民行为
- 英文论文关键词：organizational justice ; job insecurity ; intention to stay ; OCB
- 会议召开时间：2015-10-16
- 会议录名称：第十八届全国心理学学术会议摘要集——心理学与社会发展
- 英文会议录名称：Proceedings of the 18th National Academic Congress of Psychology
- 语种：中文
- 分类号：F272.92;B842
- 学会代码：ZGXG
- 会议名称：第十八届全国心理学学术会议
- 会议地点：中国天津
- 主办单位：中国心理学会
- 学会名称：中国心理学会
- 页数：1
- 文件大小：718k
- 原文格式：D
- 会议级别：全国
摘要
公平是影响员工态度和行为的重要因素,尤其是在不确定的情境下。本研究以不确定管理理论(UMT)为理论基础,探究组织公平对工作不安全感与员工组织公民行为之间关系的调节作用,以及留任意愿在其中的中介作用。我们在北京一家正在进行流程再造的制药工厂进行现场调研,并采用问卷调查的方式收集两轮数据,时间间隔为2个月,并收集了上司对员工组织公民行为的评价数据,获得有效匹配样本289份。数据分析结果发现:(1)组织公平可以有效缓解工作不安全感对员工组织公民行为的负性作用,呈现出显著的调节作用。也就是说,当员工在组织变革的环境中感受到较低的组织公平时,工作不安全感与员工组织公民行为呈显著的负相关关系,而当员工感受到较高水平的组织公平时,工作不安全感与员工组织公民行为之间的关系不显著;(2)留任意愿在上述关系中起到中介作用,即工作不安全感与组织公平的交互作用是通过留任意愿起作用的,表现出带中介的调节作用(mediated moderation)。上述研究结果表明,在组织变革的不确定环境下,重视并提升组织公平水平很重要,因为组织公平可以有效缓解不安全感的负性影响,并能激励员工保持积极的工作态度和行为。这对处在变革中的组织的实际运营与管理具有启发意义。
Organizational justice has been shown to impact employees' attitudes and behaviors, especially in uncertain contexts. In this study, based on uncertainty management theory, we investigated the interaction effect of job insecurity and organizational justice on employee's organizational citizenship behavior, and examined the mediating role of employee's intention to stay. We collected 2-wave matched data from a sample of employees in a changing pharmaceutical factory, and finally got 289 matched data with 2 months interval. The result showed that(1) organizational justice buffered the negative relationship between job insecurity and OCB, specifically when employees perceived low levels of organizational justice, job insecurity was significantly negatively related to employees' OCB. In contrast, job insecurity was not related to employees' OCB behaviors when they perceived high levels of organizational justice.(2)Intention to stay mediated the above interaction effect, such that job insecurity was negatively associated with OCB through intention to stay, demonstrated a mediated moderation. The finding of our study suggests the importance of improving organizational justice in a changing context because the justice can help employees deal with job insecurity. Our finding also has practical implications for changing organizations.
Organizational justice has been shown to impact employees' attitudes and behaviors, especially in uncertain contexts. In this study, based on uncertainty management theory, we investigated the interaction effect of job insecurity and organizational justice on employee's organizational citizenship behavior, and examined the mediating role of employee's intention to stay. We collected 2-wave matched data from a sample of employees in a changing pharmaceutical factory, and finally got 289 matched data with 2 months interval. The result showed that(1) organizational justice buffered the negative relationship between job insecurity and OCB, specifically when employees perceived low levels of organizational justice, job insecurity was significantly negatively related to employees' OCB. In contrast, job insecurity was not related to employees' OCB behaviors when they perceived high levels of organizational justice.(2)Intention to stay mediated the above interaction effect, such that job insecurity was negatively associated with OCB through intention to stay, demonstrated a mediated moderation. The finding of our study suggests the importance of improving organizational justice in a changing context because the justice can help employees deal with job insecurity. Our finding also has practical implications for changing organizations.
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