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从自我知觉的理论视角构建了主动化行为在工作不安全感与组织承诺之间的中介作用,并分析了数量工作不安全感和质量工作不安全感两种类型的工作不安全感对组织承诺的差异化影响。通过调查222名制造企业的员工,对假设进行了验证。实证结果表明,质量工作不安全感与组织承诺呈负相关关系;质量工作不安全感对组织承诺的负向影响要大于数量工作不安全感的影响;员工的主动化行为能够中介质量工作不安全感与组织承诺之间的关系。
From the perspective of self-perception, this paper constructs an intermediary role of active behaviors in the sense of job insecurity and organizational commitment, and analyzes the two types of job insecurity such as job insecurity and quality insecurity. The impact of differentiation. Hypothesis was verified by investigating the employees of 222 manufacturing enterprises. The empirical results show that the quality of work insecurity is negatively correlated with the organizational commitment; the negative impact of quality work insecurity on organizational commitment is greater than the quantitative work insecurity; the employee’s proactive behavior can work unscrupulous intermediary quality The relationship between feeling and organizational commitment.