A model for the effects of job insecurity on performance, turnover intention, and absenteeism
A model for the effects of job insecurity on performance, turnover intention, and absenteeism
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DOI：
10.1348/096317908x401912
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发表时间：
2010-03
影响因子：
6.2
通讯作者：
T. Staufenbiel;Cornelius J. König
中科院分区：
文献类型：
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作者：
T. Staufenbiel;Cornelius J. König
本研究探讨了工作不安全感对四个组织重要结果的影响：角色内行为、组织公民行为、离职倾向和缺勤。一个模型进行测试，其中工作不安全感是同时的障碍和挑战的压力。特别是，工作的不安全感，提出了一个主要的有害影响的性能，营业额的意图，和缺勤，有人认为，这些影响是介导的（减少）工作态度。此外，工作不安全感也被认为会以相反的方式影响这些行为（即抑制效应），因为工作不安全感可能会激励员工通过更加努力地工作和减少缺勤来使自己对组织更有价值。该模型进行了测试，136名德国非管理人员的样本。数据来自主管（即角色行为和组织公民行为），公司的人事档案（即缺勤），和自我报告（即工作不安全感，工作态度，离职意向，角色行为和组织公民行为）。结构方程模型表明，包括消极和积极影响的模型最适合数据。负面影响大于正面影响。结果表明，工作不安全感的影响比以前假设的更复杂。此外，研究结果还扩展了以前的研究障碍和挑战的压力，因为他们表明，压力不应该被归类为障碍或挑战。相反，将障碍和挑战概念化为两个方面可能更为恰当。
This study investigates the effects of job insecurity on four organizationally important outcomes: in-role behaviour, organizational citizenship behaviour, turnover intention, and absenteeism. A model is tested in which job insecurity is simultaneously a hindrance and a challenge stressor. In particular, job insecurity is proposed to have a predominantly harmful effect on performance, turnover intention, and absenteeism, and it is argued that these effects are mediated by (reduced) work attitudes. In addition, job insecurity is also assumed to affect these behaviours in the opposite way (i.e. a suppressor effect) because job insecurity might motivate employees to make themselves more valuable to the organization by working harder and being less absent. The model is tested with a sample of 136 German non-managerial employees. Data from supervisors (i.e. in-role behaviour and organizational citizenship behaviour), the company's personnel files (i.e. absenteeism), and self-reports (i.e. job insecurity, work attitudes, turnover intention, in-role behaviour, and organizational citizenship behaviour) were used. Structural equation modelling showed that a model that included both negative and positive effects fitted the data best. The negative effect was stronger than the positive effect. The results show that the effects of job insecurity are more complex than previously assumed. In addition, the results also extend previous research into hindrance and challenge stressors because they show that stressors should not be categorized as either hindrance or challenge. Instead, it might be more appropriate to conceptualize hindrance and challenge as two dimensions.