The Content of the Threat Matters: the Differential Effects of Quantitative and Qualitative Job Insecurity on Different Types of Employee Motivation
The Content of the Threat Matters: the Differential Effects of Quantitative and Qualitative Job Insecurity on Different Types of Employee Motivation
复制标题
威胁的内容很重要：定量和定性的工作不安全感对不同类型员工激励的不同影响
DOI：
10.1007/s10869-021-09746-3
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发表时间：
2021-03-30
影响因子：
4.8
通讯作者：
Jiang, Lixin
中科院分区：
文献类型：
--
作者：
Long, Li-Rong;Tu, Yan;Jiang, Lixin
鉴于不同类型的工作不安全感之间的概念差异，在检查其动机后果时，区分定性工作不安全感和定量工作不安全感是很重要的。在接近与回避框架的基础上，我们预期定量工作不安全感通过心理安全影响回避绩效目标取向（回避动机形式），而定性工作不安全感通过心理意义影响学习目标取向（接近动机形式）。我们还研究了组织公正在这种影响中的调节作用。利用281名中国员工的两波数据，我们发现定量工作不安全感通过降低心理安全感对员工回避-绩效目标取向产生积极的间接影响，而定性工作不安全感通过降低心理意义性对员工学习目标取向产生消极的间接影响。此外，组织公正还缓冲了定量工作不安全感对员工心理安全的直接影响以及随后对员工回避-绩效目标导向的间接影响。然而，组织公正并没有调节定性工作不安全感对员工结果的影响。我们的发现为工作不安全感的动机含义提供了新的见解。
Given the conceptual differences between different types of job insecurity, it is important to distinguish qualitative job insecurity from quantitative job insecurity when examining their motivational consequences. Building on the approach and avoidance framework, we expect that quantitative job insecurity influences avoid-performance goal orientation (avoidance form of motivation) via psychological safety, whereas qualitative job insecurity influences learning goal orientation (approach form of motivation) via psychological meaningfulness. We also examine the moderating role of organizational justice in such effects. Using two-wave data collected from 281 employees in China, we found that quantitative job insecurity had a positive indirect effect on employee avoid-performance goal orientation via decreased psychological safety, whereas qualitative job insecurity had a negative indirect effect on employee learning goal orientation via decreased psychological meaningfulness. In addition, organizational justice buffered the direct effect of quantitative job insecurity on employee psychological safety and the subsequent indirect effect on employee avoid-performance goal orientation. However, organizational justice did not moderate the influence of qualitative job insecurity on employee outcomes. Our findings provide new insights into the motivational implications of job insecurity.