How Temporary/Permanent Employment Status and Mindfulness Redraw Employee Organizational Citizenship Responses to Person-Organization Fit

IF 2.4 3区 心理学 Q2 PSYCHOLOGY, APPLIED
Pablo Ruiz-Palomino, Pablo Zoghbi-Manrique-de-Lara, Graça Miranda Silva
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Abstract

This paper analyzes the role of temporary/permanent employment in the way employees respond to person-organization fit (P-O Fit) with organizational citizenship behaviors (OCBs), and whether mindfulness redraws this relationship. Compared to permanent employees, temporary employees may have fewer future prospects in their organization, thus leading them to engage less in this type of behavior, the potential returns of which are typically unspecified in time and are likely beyond their temporary reach. However, the self-regulatory, present-moment awareness and non-judgmental acceptance functions of mindfulness could reverse this relationship. Structural equation modeling using data from 280 employees of 10 Spanish hotels revealed that temporary (permanent) employees reacted to P-O Fit with lower (higher) OCBs, unless they were mindful, in which case their OCBs increased (decreased). The findings show that employment status and mindfulness redraw the P-O Fit - OCB relationship and that mindfulness makes temporary (permanent) employees respond to P-O Fit with increased (decreased) OCBs.
临时/永久就业状态和正念如何重新绘制员工组织公民对个人与组织契合度的反应
本文分析了临时工/临时工在员工对组织公民行为(ocb)的个人-组织契合度(P-O fit)的反应中所起的作用,以及正念是否重新描绘了这种关系。与正式员工相比,临时员工在组织中的未来前景可能更少,因此导致他们较少参与这类行为,其潜在回报通常是不确定的,并且可能超出他们的暂时范围。然而,正念的自我调节、当下意识和非判断接受功能可以逆转这种关系。结构方程模型使用来自10家西班牙酒店的280名员工的数据显示,临时(永久)员工对P-O契合度的反应是较低(较高)的ocb,除非他们是有意识的,在这种情况下,他们的ocb会增加(减少)。研究发现,就业状态和正念重新塑造了P-O契合度与组织行为的关系,正念使临时(长期)员工对P-O契合度的反应与组织行为的增加(减少)有关。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
4.90
自引率
16.10%
发文量
11
审稿时长
36 weeks
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