A test of job security's direct and mediated effects on withdrawal cognitions
A test of job security's direct and mediated effects on withdrawal cognitions
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DOI：
10.1002/(sici)1099-1379(199707)18:4
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发表时间：
1997-07
影响因子：
6.8
通讯作者：
Jeanette A. Davy;A. Kinicki;Christine L. Scheck
中科院分区：
文献类型：
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作者：
Jeanette A. Davy;A. Kinicki;Christine L. Scheck
我们进行了两项实地研究来调查工作安全感、工作满意度、组织承诺和退缩认知之间关系的性质。研究 1 是在一个组织被另一家公司收购后立即进行的 (N=137)。研究 2 是在一个经历过多次裁员并预计未来会出现更多裁员的组织中进行的 (N=188)。协方差结构分析用于检验直接、完全中介和部分中介效应。研究 2 用于交叉验证研究 1 的结果。这两项研究的结果都有力地支持了这样的观点：工作满意度和组织承诺调节工作安全感对退缩认知的影响。这两项研究在解释工作安全感、满意度和承诺之间关系的性质时存在分歧。研究 1 表明工作满意度完全调节工作保障对承诺的影响。研究 2 表明，满意度和承诺都可以调节工作安全感和退缩认知之间的关系。讨论了可能促成这些发现的背景差异。 © 1997 John Wiley & Sons, Ltd.
Two field studies were undertaken to investigate the nature of the relationships between job security, job satisfaction, organizational commitment, and withdrawal cognitions. Study 1 was conducted in an organization immediately following its acquisition by another company (N=137). Study 2 was conducted in an organization that had experienced a number of layoffs and expected more in the future (N=188). Covariance structure analysis was used to test for direct, complete mediating, and partial mediating effects. Study 2 was used to cross-validate the findings from study 1. Results from both studies provide strong support for the proposition that job satisfaction and organizational commitment mediate the effects of job security on withdrawal cognitions. The two studies diverge when explicating the nature of the relations between job security, satisfaction, and commitment. Study 1 suggests job satisfaction completely mediates the effects of job security on commitment. Study 2 suggests that both satisfaction and commitment mediate the relationship between job security and withdrawal cognitions. Contextual differences that may have contributed to these findings are discussed. © 1997 by John Wiley & Sons, Ltd.