Organizational and Job Resources on Employees’ Job Insecurity During the First Wave of COVID-19: The Mediating Effect of Work Engagement

Frontiers in Psychology

Psychology

Isabel S. Silva¹  Ana Veloso¹  Sónia P. Gonçalves²  Joana Vieira dos Santos³  Catarina Brandão⁴  Rita Moura⁵ 

[1] CICS.NOVA.UMinho, Escola de Psicologia, Universidade do Minho, Braga, Portugal;Centro de Administração e Políticas Públicas, Instituto Superior de Ciências Sociais e Políticas, Universidade de Lisboa, Lisbon, Portugal;Centro de Investigação em Psicologia, Faculdade de Ciências Humanas e Sociais, Universidade do Algarve, Faro, Portugal;Centro de Psicologia da Universidade do Porto, Faculdade de Psicologia e de Ciências da Educação da Universidade do Porto, Porto, Portugal;Faculdade de Psicologia e de Ciências da Educação da Universidade do Porto, Porto, Portugal;

关键词: COVID-19;    organizational support;    performance feedback;    job autonomy;    job insecurity;    work engagement;    well-being in the workplace;   

DOI  :  10.3389/fpsyg.2021.733050

 received in 2021-06-29, accepted in 2021-12-08,  发布年份 2022

来源: Frontiers

【 摘 要 】

The world of work has been severely affected by the COVID-19 pandemic due to the high instability observed in the labor market, bringing several new challenges for leaders and employees. The present study aims to analyze the role of organizational and job resources in predicting employees’ job insecurity during the first wave of the COVID-19 outbreak, through the mediating role of work engagement. A sample of 207 Portuguese employees participated (Mean age = 45 years old, SD = 9.92), of which 64.7% were women. Data was collected using an online survey, including self-report measures of organizational resources (perceived organizational support), job resources (performance feedback and job autonomy), job insecurity, and work engagement. Data showed that job and organizational resources negatively influenced job insecurity. Moreover, work engagement was a significant mediator of the relation between performance feedback (facet of job resources) and job insecurity. Findings suggest that investing in job and organizational resources can act as protective factors to minimize feelings of job insecurity. Likewise, leaders should foster work engagement among employees to help them balance the relation between these resources and job insecurity, especially in crisis situations. Overall, this study takes a new, underexplored perspective, theoretically bridging organizational and job resources with job insecurity and work engagement during a time of great uncertainty, such as the COVID-19 pandemic.

【 授权许可】

Unknown   
Copyright © 2022 Vieira dos Santos, Gonçalves, Silva, Veloso, Moura and Brandão.