The impact of job insecurity and contract type on attitudes, well-being and behavioural reports: A psychological contract perspective
The impact of job insecurity and contract type on attitudes, well-being and behavioural reports: A psychological contract perspective
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DOI：
10.1348/096317905x53660
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发表时间：
2006-09-01
影响因子：
6.2
通讯作者：
De Witte, Hans
中科院分区：
文献类型：
--
作者：
De Cuyper, Nele;De Witte, Hans
关于临时雇员工作不安全感的影响的研究在很大程度上是探索性的和非理论性的。本文探讨了这一问题，考虑的作用，工作不安全感的工作满意度，组织承诺，生活满意度和自我评价的性能之间的永久雇员（N = 396）相比，临时的（N = 148）。假设是制定使用传统的交易与关系的心理契约类型。心理契约理论假设：（1）工作不安全感的影响是由于关系心理契约的违反，（2）与临时工相比，永久工更多地参与关系心理契约。因此，工作不稳定预计会对长期雇员的结果造成问题，但对临时雇员则不会。结果验证了心理契约理论的假设。此外，工作不安全证明是有问题的永久性的，但不是临时的工作满意度和组织承诺的关注。生活满意度和自我评价的表现没有观察到这种差异效应。对未来研究的意义进行了讨论。
Research on the impact of job insecurity for temporary employees has been largely exploratory and atheoretical in nature. This paper addresses this issue by considering the role of job insecurity on job satisfaction, organizational commitment, life satisfaction, and self-rated performance among permanent employees (N = 396) as compared with temporary ones (N = 148). Hypotheses are formulated using the tradition of transactional versus relational psychological contract types. Psychological contract theory assumes (1) that job insecurity effects are due to a violation of the relational psychological contract, and (2) that permanents as compared with temporaries engage more in relational psychological contracting. As a result, job insecurity is expected to be problematic in terms of outcomes for permanents, but not for temporaries. Results validate the assumptions made in psychological contract theory. Furthermore, job insecurity proved problematic for permanents but not for temporaries when job satisfaction and organizational commitment are concerned. No such differential effects are observed for life satisfaction and self-rated performance. Implications for future research are discussed.