How do organizational responses to environmental disruptions affect employees' job-related well-being? As the COVID-19 pandemic has led to new ways of working, increased health concerns, and added responsibilities, employees are facing important challenges in doing their work that can affect their job-related well-being. This study aims to understand how different types of work support (i.e., perceived organizational support and supervisor accessibility) in response to environmental disruption interact with personality traits (i.e., core self-evaluations and future focus) to influence changes in employees' affective commitment to their organization and in their job-related well-being. We develop a moderated mediation model and test it on data collected from 295 individuals working in the United Kingdom. We find that work support for the COVID-19 pandemic, both perceived organizational support and supervisor accessibility, is associated with more positive changes in employees' job-related well-being and that this effect is mediated by changes in employees' affective commitment to their organization. Furthermore, we find that personality traits moderate the relationships between these two types of support and changes in affective commitment to the organization, with those relationships being more positive for employees with low core self-evaluations and for those with a high future focus.

中文翻译：

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工作场所对 COVID-19 大流行和人格特征的支持如何影响员工对组织的情感承诺和与工作相关的幸福感的变化

组织对环境破坏的反应如何影响员工与工作相关的幸福感？由于 COVID-19 大流行导致了新的工作方式、健康问题的增加和责任的增加，员工在工作中面临着可能影响其与工作相关的幸福感的重要挑战。本研究旨在了解不同类型的工作支持（即感知的组织支持和主管可及性）如何与人格特质（即核心自我评价和未来关注）相互作用，从而影响员工对工作的情感承诺的变化。他们的组织和与工作相关的幸福感。我们开发了一个适度的调解模型，并根据从在英国工作的 295 名个人收集的数据对其进行测试。我们发现，对 COVID-19 大流行的工作支持，包括感知到的组织支持和主管可及性，与员工与工作相关的幸福感的更积极变化相关，并且这种影响是由员工对他们的情感承诺的变化所调节的。组织。此外，我们发现人格特质调节这两种类型的支持和对组织的情感承诺变化之间的关系，这些关系对于核心自我评价较低的员工和对未来关注度高的员工更为积极。对他们的组织的情感承诺。此外，我们发现人格特质调节这两种类型的支持和对组织的情感承诺变化之间的关系，这些关系对于核心自我评价较低的员工和对未来关注度高的员工更为积极。对他们的组织的情感承诺。此外，我们发现人格特质调节这两种类型的支持和对组织的情感承诺变化之间的关系，这些关系对于核心自我评价较低的员工和对未来关注度高的员工更为积极。