Purpose

Drawing on conservation of resources theory, this study aims to investigate the processes underlying the linkages between job insecurity (JI) and work–family conflict (WFC) from a stress perspective, focusing on the mediating role of subordinates' work withdrawal (WW) and emotional exhaustion (EE). Specifically, the authors tested two distinct mediating mechanisms, namely, WW and EE that have received less attention in testing the JI and WFC linkage. The authors also tested the variable of perceived organizational justice (POJ) to moderate these relationships.

Design/methodology/approach

Survey data collected at Time 1 and Time 2 included 206 professionals from different occupational sectors. The authors study independent variable (i.e. JI), moderator (POJ) and mediator (WW) were measured at Time-1, whereas the other mediator (EE) and outcome (WFC) were tapped by the same respondent at Time-2 with a time interval of one month between them.

Findings

The findings suggest that subordinates’ EE and WW mediate the relationship between JI and WFC. Further, the authors found that EE is a relatively more effective mechanism than WW in explaining how and why JI translates into WFC. The results of the moderated mediation analysis revealed that the indirect effect of JI on WFC is strengthened when POJ is low.

Practical implications

JI has adverse consequences on the employees’ well-being and a cost to the organization in terms of WW. HR and top management should anticipate the negative influence of WW and EE and should focus on nurturing positive work–family climates to help reduce WFCs. Managers should give employees opportunities for participation and foster a climate of fairness in the organization to mitigate the harmful consequences of JI.

Originality/value

This study contributes to the employees’ burnout, counter work behavior and the WFC literature. By introducing EE and WW as underlying mechanisms and identifying POJ as a work contextual variable to explain the JI – WFC relationship, the authors extend the nomological network of JI. The authors respond to the calls by prior researchers as little research has examined how perceived fairness (unfairness) can induce WFC.

中文翻译：

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工作上的不安全感和工作与家庭的冲突：一种可调节的调解模型，可感知组织公正，情绪疲惫和工作退缩

目的

基于资源保护理论，本研究旨在从压力的角度研究工作不安全感（JI）与工作与家庭冲突（WFC）之间联系的潜在过程，重点是下属的工作撤离（WW）和情绪疲惫（EE）。具体来说，作者测试了两种不同的中介机制，即WW和EE，它们在测试JI和WFC链接方面受到的关注较少。作者还测试了感知组织正义（POJ）的变量以调节这些关系。

设计/方法/方法

在时间1和时间2收集的调查数据包括来自不同职业领域的206名专业人员。作者研究了在时间1时对自变量（即JI），主持人（POJ）和中介者（WW）进行了测量，而在时间2时，相同的受访者使用了其他受访者（EE）和结果（WFC）并使用了它们之间间隔一个月的时间。

发现

调查结果表明，下属的EE和WW调解了JI和WFC之间的关系。此外，作者发现，在解释JI如何以及为什么将JI转换为WFC方面，EE比WW相对有效。适度调解分析的结果表明，当POJ较低时，JI对WFC的间接作用会增强。

实际影响

JI对员工的福祉产生不利影响，并给公司带来WW成本。人力资源和高层管理人员应预见到WW和EE的负面影响，并应着重于培养积极的工作家庭氛围，以帮助减少WFC。管理人员应为员工提供参与的机会，并在组织中营造公平的氛围，以减轻JI的有害后果。

创意/价值

这项研究有助于员工的倦怠，应对工作行为和WFC文献。通过引入EE和WW作为潜在机制，并将POJ识别为解释JI – WFC关系的工作上下文变量，作者扩展了JI的法理网络。作者回应了先前研究人员的呼吁，因为很少有研究检查感知的公平（不公平）如何导致WFC。