{"title":"从人力资源管理、领导和同事三重视角研究工作场所的工作不安全感与幸福感","authors":"Xiufeng Li, Congcong Lin, Yiting Dong","doi":"10.1111/1744-7941.12328","DOIUrl":null,"url":null,"abstract":"<p>This research aims to investigate how organizational high-commitment HRM, leader's trust, and coworker support influence well-being in the workplace. Based on signaling theory and conservation of resources theory, we first posit that high-commitment HRM is positively related to work well-being through reducing job insecurity. We also assume that leader’s trust in subordinates and coworker support serve as important moderators in this relationship. We adopt a multilevel, multisource field survey with 1369 supervisors and 6975 employees from 128 firms in China. Results support our hypotheses, indicating that job insecurity mediates the relationship between high-commitment HRM and work well-being. Leader’s trust in subordinates and coworker support moderate the mediating effect of job insecurity; specifically, the effect of job insecurity is stronger when leader’s trust is high rather than low, and when coworker support is low rather than high. These findings provide a finer-grained understanding of how organizational HRM, leaders, and coworkers interact to affect employee job insecurity and, finally, work well-being.</p>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":null,"pages":null},"PeriodicalIF":3.9000,"publicationDate":"2022-06-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"1","resultStr":"{\"title\":\"Research on job insecurity and well-being in the workplace from triple perspectives of HRM, leader and coworker\",\"authors\":\"Xiufeng Li, Congcong Lin, Yiting Dong\",\"doi\":\"10.1111/1744-7941.12328\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<p>This research aims to investigate how organizational high-commitment HRM, leader's trust, and coworker support influence well-being in the workplace. Based on signaling theory and conservation of resources theory, we first posit that high-commitment HRM is positively related to work well-being through reducing job insecurity. We also assume that leader’s trust in subordinates and coworker support serve as important moderators in this relationship. We adopt a multilevel, multisource field survey with 1369 supervisors and 6975 employees from 128 firms in China. Results support our hypotheses, indicating that job insecurity mediates the relationship between high-commitment HRM and work well-being. Leader’s trust in subordinates and coworker support moderate the mediating effect of job insecurity; specifically, the effect of job insecurity is stronger when leader’s trust is high rather than low, and when coworker support is low rather than high. These findings provide a finer-grained understanding of how organizational HRM, leaders, and coworkers interact to affect employee job insecurity and, finally, work well-being.</p>\",\"PeriodicalId\":51582,\"journal\":{\"name\":\"Asia Pacific Journal of Human Resources\",\"volume\":null,\"pages\":null},\"PeriodicalIF\":3.9000,\"publicationDate\":\"2022-06-02\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"1\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Asia Pacific Journal of Human Resources\",\"FirstCategoryId\":\"91\",\"ListUrlMain\":\"https://onlinelibrary.wiley.com/doi/10.1111/1744-7941.12328\",\"RegionNum\":3,\"RegionCategory\":\"管理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"INDUSTRIAL RELATIONS & LABOR\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Asia Pacific Journal of Human Resources","FirstCategoryId":"91","ListUrlMain":"https://onlinelibrary.wiley.com/doi/10.1111/1744-7941.12328","RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"INDUSTRIAL RELATIONS & LABOR","Score":null,"Total":0}
Research on job insecurity and well-being in the workplace from triple perspectives of HRM, leader and coworker
This research aims to investigate how organizational high-commitment HRM, leader's trust, and coworker support influence well-being in the workplace. Based on signaling theory and conservation of resources theory, we first posit that high-commitment HRM is positively related to work well-being through reducing job insecurity. We also assume that leader’s trust in subordinates and coworker support serve as important moderators in this relationship. We adopt a multilevel, multisource field survey with 1369 supervisors and 6975 employees from 128 firms in China. Results support our hypotheses, indicating that job insecurity mediates the relationship between high-commitment HRM and work well-being. Leader’s trust in subordinates and coworker support moderate the mediating effect of job insecurity; specifically, the effect of job insecurity is stronger when leader’s trust is high rather than low, and when coworker support is low rather than high. These findings provide a finer-grained understanding of how organizational HRM, leaders, and coworkers interact to affect employee job insecurity and, finally, work well-being.
期刊介绍:
The Asia Pacific Journal of Human Resources adheres to a rigorous double-blind reviewing policy in which the identity of both the reviewer and author are always concealed from both parties. Asia Pacific Journal of Human Resources is an applied, peer-reviewed journal which aims to communicate the development and practice of the field of human resources within the Asia Pacific region. The journal publishes the results of research, theoretical and conceptual developments, and examples of current practice. The overall aim is to increase the understanding of the management of human resource in an organisational setting.