程序公平与主管支持在工作不安全感与组织公民行为关系中的作用

IF 0.7 4区 管理学 Q4 BUSINESS
S. L. Bohle, A. M. Alonso
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引用次数: 6

摘要

目的:本研究旨在探讨工作不安全感是否会对程序公平产生负面影响,而程序公平可能与组织公民行为(OCB)有关。最后,我们检验了知觉主管支持是否在程序公平与组织公民行为的关系中具有调节作用。设计/方法/方法-数据收集自智利一家金属机械公司的707名员工样本。采用回归分析分析其中介和调节效应。研究发现——程序公平充分中介了工作不安全感与公民组织行为之间的关系,即工作不安全感与程序公平负相关,程序公平与公民组织行为正相关。知觉上司支持调节程序公平与组织公民行为之间的关系。原创性/价值——本文对工作不安全感对组织公民行为的影响提供了新的理论见解,对中介效应和调节效应进行了实证研究,有助于理解这一关系。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
The effect of procedural fairness and supervisor support in the relationship between job insecurity and organizational citizenship behavior
Purpose – The aim of this paper is to examine whether the perception of job insecurity negatively affects procedural fairness, which may relate to the Organizational Citizenship Behavior (OCB). Finally, we have tested whether perceived supervisor support has a moderating effect in the relationship between procedural fairness and OCB. Design/methodology/approach – Data were collected from a sample of 707 employees in a metal-mechanic company in Chile. Regression analysis was used to analyze the mediating and moderating effects. Findings – It was found that procedural fairness fully mediates the relationship between Job Insecurity and OCB, such that Job Insecurity is negatively related to procedural fairness, which in turn is positively related to OCB. Also, perceived supervisor support moderates the relationship between procedural fairness and OCB. Originality/value – The paper provides new theoretical insights on the effects that perceived job insecurity has on OCB, giving an empirical insight of the mediator and moderator effects that aid in the comprehension of this relationship.
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来源期刊
CiteScore
2.10
自引率
9.10%
发文量
16
审稿时长
50 weeks
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