PDF(Pubmed)
Abstract：
Past work has extensively documented that job insecurity predicts various work- and health-related outcomes. However, limited research has focused on the potential consequences of perceived job insecurity climate. Our objective was to investigate how the psychological climate about losing a job and valuable job features (quantitative and qualitative job insecurity climate, respectively) relate to employees\' exit, voice, loyalty, and neglect behaviors, and whether such climate perceptions explain additional variance in these behaviors over individual job insecurity. Data were collected through an online survey using a convenience sample of employees working in different organizations in Türkiye (N = 245). Hierarchical multiple regression analyses showed that quantitative job insecurity climate was associated with higher levels of loyalty and neglect, while qualitative job insecurity climate was related to higher levels of exit and lower levels of loyalty. Importantly, job insecurity climate explained additional variance over individual job insecurity in exit and loyalty. Our findings underscore the importance of addressing job insecurity in a broader context regarding one\'s situation and the psychological collective climate. This study contributes to addressing the knowledge gap concerning job insecurity climate, an emerging construct in the organizational behavior literature, and its incremental impact beyond individual job insecurity. The foremost implication is that organizations need to pay attention to the evolving climate perceptions about the future of jobs in the work environment, because such perceptions are related to critical employee behaviors.
摘要：
过去的工作已广泛记录，工作不安全感可以预测各种与工作和健康相关的结果。然而,有限的研究集中在感知工作不安全气氛的潜在后果上。我们的目标是调查失去工作的心理气候和有价值的工作特征(定量和定性的工作不安全气候，分别)与员工退出有关，声音,忠诚,和忽视行为，以及这种气候观念是否可以解释这些行为相对于个人工作不安全感的额外差异。数据是通过在线调查收集的，该调查使用了在Türkiye不同组织中工作的员工的便利样本（N=245）。分层多元回归分析表明，定量的工作不安全气氛与较高的忠诚度和忽视程度相关，而定性的工作不安全气氛与较高的离职水平和较低的忠诚度水平有关。重要的是,工作不安全感气氛解释了离职和忠诚度方面个人工作不安全感的额外差异。我们的发现强调了在更广泛的背景下解决工作不安全感的重要性，包括个人的处境和心理集体氛围。这项研究有助于解决有关工作不安全环境的知识差距，组织行为学文献中的一种新兴结构，及其超越个人工作不安全感的增量影响。最重要的含义是，组织需要关注关于工作环境中未来工作的不断变化的气候观念，因为这种看法与关键的员工行为有关。
