The psychological implications of COVID-19 on employee job insecurity and its consequences: The mitigating role of organization adaptive practices.
基于事件系统理论，研究COVID-19事件强度（新颖性、破坏性、关键性）如何通过工作不安全感影响员工情绪耗竭、组织偏差和储蓄行为，并发现组织适应性实践能缓解部分负面影响。
The current study aims to understand the detrimental effects of COVID-19 pandemic on employee job insecurity and its downstream outcomes, as well as how organizations could help alleviate such harmful effects. Drawing on event system theory and literature on job insecurity, we conceptualize COVID-19 as an event relevant to employees' work, and propose that event strength (i.e., novelty, disruption, and criticality) of COVID-19 influences employee job insecurity, which in turn affects employee work and non-work outcomes. We also identified important organization adaptive practices responding to COVID-19 based on a preliminary interview study, and examined its role in mitigating the undesired effects of COVID-19 event strength. Results from a two-wave lagged survey study indicated that employees' perceived COVID-19 event novelty and disruption (but not criticality) were positively related to their job insecurity, which in turn was positively related to their emotional exhaustion, organizational deviance, and saving behavior. Moreover, organization adaptive practices mitigated the effects of COVID-19 event novelty and criticality (but not disruption) on job insecurity. Theoretical and practical implications are discussed. (PsycInfo Database Record (c) 2021 APA, all rights reserved).