知识型员工的工作不安全感：影响及控制手段

Job Insecurity of Knowledge Workers: Influence and Control Means

摘要:

工作不安全感会给组织和员工带来严重后果，是组织行为学和职业心理健康发展关注的重要课题。学术界对工作不安全感的研究多集中于后果和影响机制，关于工作不安全感的前因变量的研究较为匮乏。本研究意图建立和证实组织应对工作不安全感及其消极后果的因果链，探究组织如何有效的应对和控制工作不安全感及其消极后果。通过Lisrel和SPSS等软件对来自不同行业的219份有效问卷的实证分析表明，工作不安全感显著影响知识型员工的离职倾向和幸福感；工作不确定性会引发工作不安全感；组织发展性支持作为一项压力干预策略，能有效降低知识型员工的工作不安全感和工作不确定性。同时，工作不确定性和工作不安全感在组织发展性支持与知识型员工离职倾向和幸福感之间起连续中介作用。本研究丰富了国内关于工作不安全感的研究，同时从组织关注和个体关注两个方面分析了工作不安全感的后果，为当前变化情境下的企业如何有效应对和管理知识型员工的工作不安全感提供了管理借鉴。

Abstract:

Job insecurity will bring serious impact to the organization and employees both. Academic researches on job insecurity mostly focus on the study of outcome variables, while ignoring the antecedent variables. The purpose is to explore the job insecurity and the consequences of knowledge workers by exploring the influencing factors and mechanism of job insecurity. An empirical analysis of 219 valid data was performed by software such as Lisrel and SPSS, the empirical results show that job insecurity significantly affects the turnover intention and subjective well-being of knowledge workers. Job uncertainty is a predictor of job insecurity. Organizational support for development can effectively reduce job uncertainty and job insecurity as a stress intervention strategy. Meanwhile, it confirms the chained mediation effect of job uncertainty and job insecurity between organizational support for development and turnover intention or subjective well-being of knowledge workers. It enriches the domestic research on job insecurity, and provides reference for enterprise management in the current changing situation.