雇佣不安全影响员工绩效与留任的作用机制及对策的纵向研究

Employment insecurity is becoming more serious in the current workplace. It has been proven to negatively impact individuals' well-being, work attitudes and organizational performance, especially for Chinese people,because they highly value security and stability. However, employment insecurity seems inevitable in the Chinese transactional society. Thus, how to motivate employees maintain the high level of job performance as well as intention to retain is becoming a challenge issue for employers. By use of a longitudinal design, the present study is to explore the mechanisms through which perceived employment insecurity impacts on employees' job performance and intention to retain, with a focus on the buffering effect of employability enhancement. .From the perspective of social exchange theory, the existence of perceived employment insecurity would push employees to have experiences of psychology contract breach, which has negative effects on employee's work attitudes and performance. It is imperative for employers to take action to pull them, and do trust repair. In fact, we believe employability enhancement is an important way for employers to mend the broken exchange relationship. Employability enhancement could make employees engage into work and trust in their employers, consequently improve their performance and intention to retain. Therefore, work engagement and organizational trust acts a dual process of mediation. However, in view of uncertain management theory (UMT), justice and trust play a critical role of uncertain environment because trust could deepen the quality of social exchange, and reduce the uncertainty. Only by trust building, is employability enhancement supposed to lead to a win-win situation for both individuals and their employers..We intend to combine UMT with social exchange theory into our study, which will shed light on the complicated process of social exchange under the unstable environment.Therefore,it has a potential theoretical implications. For practical implications, the study would provide some suggestions for staff management under the context of employment insecurity.

雇佣不安全严重影响员工对工作、组织的态度与行为，但在现实中又无法规避。在这样的情境下，如何让员工维持高绩效，并愿意留任是组织不得不面对的管理难题，也是需要探讨的研究问题。本研究拟采用纵向追踪的方法，以社会交换关系为切入点，一方面从交换关系失衡或"破"的视角，探讨雇佣不安全如何通过影响工作投入、组织信任来降低员工绩效与留任意向，另一方面从交换关系"立"的角度，探讨员工"可雇佣性"提升在其中的调节作用，及二者的相互作用。同时结合不确定性管理理论，探讨组织信任在不确定性情境下社会交换过程中的重要作用。员工"可雇佣性"提升是组织修补失衡的交换关系的重要手段，也是员工看重的交换条件。这样，就从交换关系"破"与"立"互动的角度，综合考虑雇佣不安全影响员工绩效与留任的中介机制与调节机制，具有理论上的创新。在实践上，为组织如何在雇佣不安全情境下进行员工管理提供合理化的建议，以激励员工维持高绩效并愿意留任。

组织内外环境的变化加剧了员工的雇佣不安全感（或称工作不安全感），也打破了员工与组织之间交换关系的平衡，但工作不安全感在现实情境中又难以规避，那么，个体与组织如何进行有效的应对？这是需要深入探讨的一个管理难题。以往有关工作不安全感与员工绩效、留任之间关系的研究结果也存在着分歧。本项目组以此作为研究的切入点，采用纵向追踪设计、情境设计等多种研究范式，深入而系统地探讨工作不安全感与员工绩效、留任之间的关系，重点探讨它们之间关系的边界条件和中介机制，获得的主要研究结果包括：(1)工作不安全感与员工绩效、留任之间关系存在着边界条件，其中，组织公平可以显著降低工作不安全感对员工绩效与留任的负面作用；(2)员工的工作投入水平、对组织的信任及归属感在其中起到显著的中介作用，即工作不安全感降低了工作投入水平，以及对组织的信任及归属感，进而对员工绩效与留任产生间接影响；(3)“可雇佣性”和“可雇佣性”提升策略可以有效缓解工作不安全感的负面作用。这些策略可以提高员工的工作投入水平，提升对组织的归属感，改善员工－组织关系等，从而减缓工作不安全感对员工绩效与留任的负面作用；(4)雇佣类型可以作为衡量员工工作不安全感高低的一个指标。到目前为止，项目组已发表８篇SSCI论文,其中１篇发表在Journal of Applied Psychology；17篇会议论文，并在国际心理学大会上成功举办“工作不安全感研究进展”专题研讨会；培养10余名研究生。这些研究发现为解释以往有关工作不安全感与员工绩效、留任之间关系的研究分歧提供了新的证据，丰富了工作不安全感研究，尤其是从公平的视角来探讨组织公平在不确定性工作情境中的调节作用及作用机制，对公平领域中的不确定性管理理论进行了有益的补充与完善，具有理论上的创新性。这一发现得到审稿人的积极评价，被认为是未来的一个研究方向。研究结果也为员工个体有效应对工作不安全感的威胁，以及企业在不确定性情境下如何提升员工绩效与留任意愿提供有价值的实践指导。