ABSTRACT

This study investigates the influence of Post-Traumatic Stress Disorder (PTSD) due to prolonged exposure to terrorism, on job satisfaction and turnover intentions. With our focus on organisational life, which is not without job stressors, the present study looks to understand how job stressors interact with PTSD and influence employees’ job satisfaction and turnover intentions. We draw on Conservation of Resources (CoR) theory to understand how these stressors drain employee resources, leading to poorer job outcomes. Building on CoR, we argue that employee Psychological Capital (PsyCap) might provide some respite for employees and reduce the detrimental influences of PTSD on job satisfaction and turnover intentions. We conducted a moderated-moderated-mediated analysis, looking at the role of stressors and PsyCap on PTSD and employee outcome relationships, by exploring job stressors moderating the influence of PTSD on the mediator (PsyCap) through to outcomes. The study was conducted in Pakistan, providing the context of prolonged exposure to terrorism. Using data from 416 Pakistan employees, we find consistent effects supporting our hypotheses. While the stressors typically drain resources, PsyCap does mediate these effects and significant moderated-moderated-mediation effects aid our understanding of how these relationships ultimately influence job outcomes.

摘要

本研究调查了因长期接触恐怖主义而导致的创伤后应激障碍 (PTSD) 对工作满意度和离职意向的影响。我们关注的组织生活并非没有工作压力源，因此本研究旨在了解工作压力源如何与 PTSD 相互作用并影响员工的工作满意度和离职意向。我们利用资源保护 (CoR) 理论来了解这些压力源如何消耗员工资源，从而导致较差的工作成果。基于 CoR，我们认为员工心理资本 (PsyCap) 可能会为员工提供一些喘息的机会，并减少 PTSD 对工作满意度和离职意向的不利影响。我们进行了适度的中介分析，通过探索工作压力源调节 PTSD 对中介 (PsyCap) 到结果的影响，研究压力源和 PsyCap 在 PTSD 和员工结果关系中的作用。该研究在巴基斯坦进行，提供了长期接触恐怖主义的背景。使用来自 416 名巴基斯坦员工的数据，我们发现一致的影响支持我们的假设。虽然压力源通常会消耗资源，但 PsyCap 确实会调节这些影响，而显着的适度调节的调节作用有助于我们理解这些关系最终如何影响工作成果。我们发现一致的效果支持我们的假设。虽然压力源通常会消耗资源，但 PsyCap 确实会调节这些影响，而显着的适度调节的调节作用有助于我们理解这些关系最终如何影响工作成果。我们发现一致的效果支持我们的假设。虽然压力源通常会消耗资源，但 PsyCap 确实会调节这些影响，而显着的适度调节的调节作用有助于我们理解这些关系最终如何影响工作成果。