Rethinking job insecurity research: Challenging the homogeneous, linear, and negative effects of job insecurity
本文批判性地审视了工作不安全感研究中关于其同质性、线性消极效应的传统假设，提出区分认知与情感维度、探索曲线效应及多层面结果，并呼吁开展干预研究，对学者和从业者均有启发。
Abstract The rise of artificial intelligence is reshaping the future of work, making a discussion on job insecurity both timely and imperative. In this commentary, I critically examine several assumptions presented in Klug et al.'s lead article and propose alternative avenues to advance the field. First, I argue for a nuanced understanding of job insecurity by distinguishing between cognitive and affective dimensions, as well as between quantitative and qualitative aspects. By avoiding oversimplification, we can better capture the complex experiences of job insecurity. Second, I challenge the prevailing notion of job insecurity as solely a hindrance stressor with uniformly negative consequences. Instead, I emphasize its potentially motivating effects under certain conditions and advocate for exploring its curvilinear effects on outcomes. Third, I advocate for the adoption of competing theoretical frameworks to enrich our understanding of job insecurity's implications across multiple levels, especially focusing on outcomes at the team, unit, and organizational levels. Finally, I call for more intervention studies aimed at mitigating job insecurity at its sources and improving the well‐being outcomes of job‐insecure employees. To sum, I highlight the importance of challenging conventional assumptions and fostering innovative approaches in job insecurity research.