中文摘要：

工作不安全感作为组织变革过程中产生的重要压力源，不仅引发了员工对工作持续性和稳定性的担忧，同时导致了诸多心理健康问题。本研究构建了以社会支持为调节变量的工作不安全感对情绪耗竭的影响模型，分别从认知评价和情感体验角度探讨不同类型的社会支持对情绪耗竭的缓解作用。以10家企业的197位员工的数据为样本，运用层次回归等统计方法检验假设模型。结果表明：认知性和情感性工作不安全感对情绪耗竭均有正向影响作用。工具支持有利于降低认知性工作不安全感对情绪耗竭的影响，情感支持则会缓解情感性工作不安全感对情绪耗竭的影响。因此，企业可以采用针对性的社会支持组合策略，从认知和情感两方面帮助员工进行压力管理，缓解工作不安全感对情绪耗竭的影响。

英文摘要：

Job insecurity, defined as a critical stressor during organizational change, not only leads employees to concern the job continuity and stability, but also triggers many psychological health problems. This study builds a moderation model to examine the moderating roles of different types of social support between job insecurity and emotional exhaustion from the cognitive and e- motional perspectives. Using a sample of 197 employees from ten enterprises, this study conducted hierarchical regression analy- ses to verify the hypothesized model. The results indicated that cognitive and affective job insecurity were both significantly and positively related to emotional exhaustion. Instrumental support negatively moderated the relationship between cognitive job inse- curity and emotional exhaustion. Emotional support attenuated the positive impact of affective job insecurity on emotional exhaus- tion. Thus, organizations can take specific support strategies to help employees manage job stress from cognitive and emotional perspectives in order to lower the impact of job insecurity on emotional exhaustion.