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,不仅引发员工对工作持续性和稳定性的担忧,同时导致员工诸多心理健康问题。研究工作不安全感对员工工作态度和行为的作用机制,基于资源保存理论和压力源-压力框架,构建情绪劳动为中介的工作不安全感对情绪耗竭影响和作用机制模型,从资源角度阐述认知性工作不安全感和情感性工作不安全感如何通过情绪劳动引发情绪耗竭,运用层次回归分析、相关分析等统计方法对10家企业的197份样本数据进行模型检验。研究结果表明,认知性工作不安全感和情感性工作不安全感对情绪耗竭均有正向影响,工作不安全感通过表层扮演和深层扮演两种情绪劳动的方式消耗心理努力以导致情绪耗竭。因此,组织不仅可以通过调岗等人事管理方法增加个人组织匹配,还可以通过心理辅导等培训活动改变员工的工作态度,采取积极的方式缓解工作不安全感对情绪耗竭的负面影响。

英文摘要：

Job insecurity is a major source of stress in the process of organizational change, which not only triggers employees＇ concerns on work continuity and stability, but also leads to their mental distress. To explore the impact of job insecurity on em- ployees＇ job attitudes and behaviors, this study builds a mediating model to examine the mediating effects of emotional labor be- tween job insecurity and emotional exhaustion based on the conservation of resources theory and the stressors-strain framework. By using resource perspectives, this study illustrates how the cognitive and affective job insecurity affects the emotional exhaus- tion through the emotional labor and statistically tests the data from 197 employees in 10 enterprises with hierarchical regression, correlation analysis and other statistical methods. The results show that cognitive and affective job insecurity has a positive impact on the emotional exhaustion. The surface and deep act mediates the relationship between the job insecurity and the emotional ex- haustion by depleting psychological effort. Thus, organizations can employ personnel managerial approaches including transferring job positions to enhance individual-organization fit as well as taking educational approaches including teaching people how to build positive job attitudes and applying positive coping strategies to decrease the negative impact of job insecurity on emotional exhaustion.