ABSTRACT

This study aimed at investigating the association between employee-rated job insecurity and supervisor-rated adaptive performance. We hypothesized a nonlinear association between job insecurity and adaptive performance, expecting negative affect and negative work reflections to mediate this relationship. Using a sample of 131 employee–supervisor dyads, path analysis revealed a curvilinear relation between job insecurity and supervisor-rated adaptive performance, indicating medium job insecurity being linked to the lowest adaptive performance. Bootstrapping confirmed that negative affect and negative work reflection both mediated the nonlinear association between job insecurity and adaptive performance. After a time lag of 16 weeks, 71 supervisors again rated their employees’ adaptive performance. Path analysis confirmed a nonlinear association between employees’ job insecurity (T1) and supervisor-rated adaptive performance (T2). Theoretical and practical implications are discussed.

摘要

这项研究旨在调查员工评价的工作不安全感与主管评价的适应性绩效之间的关联。我们假设工作不安全感与适应性绩效之间存在非线性关联，并期望负面影响和负面工作反思会介导这种关系。通过对131个员工-主管二元样本进行抽样，路径分析揭示了工作不安全感与主管评定的适应性绩效之间的曲线关系，表明中等的工作不安全感与最低的适应性绩效相关。自举证实，负面影响和负面工作反思都介导了工作不安全感和适应性绩效之间的非线性关联。经过16周的时间间隔后，71名主管再次对员工的适应能力进行了评估。路径分析证实了员工的工作不安全感（T1）和主管评定的适应性绩效（T2）之间存在非线性关联。讨论了理论和实践意义。