Differentiating cognitive and affective job insecurity: Antecedents and outcomes
Differentiating cognitive and affective job insecurity: Antecedents and outcomes
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区分认知和情感工作不安全感：前因和结果
DOI：
10.1002/job.1815
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发表时间：
2012-08-01
影响因子：
6.8
通讯作者：
Ashford, Susan J.
中科院分区：
文献类型：
--
作者：
Huang, Guo-Hua;Niu, Xiongying;Ashford, Susan J.
为了测试一个将认知JI和情感JI视为独立结构的工作不安全（JI）过程模型，本研究调查了影响认知JI水平的组织层面员工参与和沟通实践;认知JI水平的提高反过来可以产生情感反应（即，情感JI）。这种情感反应会影响个人的心理和行为结果。通过对中国三家大型企业的两波数据进行模型检验，结果表明，员工参与度降低了认知型JI感知。这种减少然后导致较低的情感JI。情感型JI反过来与员工的心理幸福感负相关，但与主管评定的工作绩效和六个月后的情感型JI正相关。认知JI对员工结果的影响部分是通过情感JI。认知JI对心理健康有直接影响，但对工作绩效没有影响。这些发现提供了关键的理论和实践意义。版权所有© 2012约翰威利父子有限公司.
Summary To test a proposed model of the job insecurity (JI) process that treats cognitive JI and affective JI as separate constructs, this study investigates organizational-level employee involvement and communication practices that influence the level of cognitive JI; increasing levels of cognitive JI in turn can create an affective reaction (i.e., affective JI). This affective reaction then influences individual psychological and behavioral outcomes. With two waves of data from three large Chinese organizations, the model test results show that employee involvement decreases cognitive JI perceptions. This reduction then leads to lower affective JI. Affective JI in turn relates negatively to employee psychological well-being but positively to both supervisor-rated job performance and affective JI six months later. The effect of cognitive JI on employee outcomes is partially through affective JI. Cognitive JI has a direct impact on psychological well-being but not on job performance. These findings offer key theoretical and practical implications. Copyright © 2012 John Wiley & Sons, Ltd.