EXPLAINING THE RELATION BETWEEN JOB INSECURITY AND EMPLOYEE OUTCOMES DURING ORGANIZATIONAL CHANGE: A MULTIPLE GROUP COMPARISON

被引：59

作者：

Schumacher, Desiree ^{[1
]}

Schreurs, Bert ^{[1
]}

Van Emmerik, Hetty ^{[2
]}

De Witte, Hans ^{[3
,4
,5
,6
]}

机构：

[1] Maastricht Univ, Sch Business & Econ, Dept Org & Strategy, Tongersestr 53, NL-6211 LM Maastricht, Netherlands

[2] Maastricht Univ, Sch Business & Econ, Org Theory & Org Behav, Maastricht, Netherlands

[3] Katholieke Univ Leuven, Work Psychol, Leuven, Belgium

[4] Katholieke Univ Leuven, Res Grp Work Org & Personnel Psychol WOPP, Leuven, Belgium

[5] North West Univ South Africa, Vanderbijlpark Campus, Pretoria, South Africa

[6] European Network Work & Org Psychologists ENOP, Zurich, Switzerland

来源：

HUMAN RESOURCE MANAGEMENT | 2016年 / 55卷 / 05期

关键词：

mergers; change-organizational; stress; commitment; research methods and design; structural equation modeling; PSYCHOLOGICAL CONTRACT; NORMATIVE COMMITMENT; CURRENT KNOWLEDGE; SOCIAL-EXCHANGE; HEALTH; JUSTICE; UNCERTAINTY; ATTITUDES; FAIRNESS; ANTECEDENTS;

D O I：

10.1002/hrm.21687

中图分类号：

B849 [应用心理学];

学科分类号：

040203 ;

摘要：

We develop and test a mediation model linking job insecurity to affective commitment and psychosomatic complaints via two distinct theoretical mechanisms: fairness and energy depletion. Analyses were based on 6,268 Belgian bank employees facing organizational change. Results from structural equation modeling showed that fairness and exhaustion partially mediated the association of job insecurity with affective commitment and psychosomatic complaints, respectively. Multiple group analysis showed that the relation between job insecurity and fairness gradually decreased across the three change stages, and that the exhaustion process was most prominent amid the change. Implications and directions for future research are discussed. (C) 2015 Wiley Periodicals, Inc.

引用

页码：809 / 827

页数：19

共 13 条

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