Although job insecurity has been shown to predict numerous adverse outcomes, more is yet to be known about the mechanisms that explain when and why these effects will occur. Using social exchange as our theoretical foundation and three-wave lagged survey data collected from N = 300 employees within the United States, the current study found support for the contention that individuals with greater job insecurity pursue fewer idiosyncratic deals (I-Deals) with their employers. Fewer I-Deals in turn were associated with lower affective commitment, and higher turnover intentions, perceived psychological contract breach, and psychological contract violation. However, these indirect effects were conditional upon employee levels of grit (specifically, perseverance of effort), such that higher grit attenuated the negative relationship between job insecurity and the pursuit of I-Deals. Given that employees often have little control over the source of their experienced job insecurity (e.g., impending layoffs, a poor economy, announced merger or acquisition), these findings hold promise in potentially alleviating the well-documented negative outcomes of job insecurity through interventions designed to increase employee levels of grit and facilitate the creation of I-Deals. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

中文翻译：

---

应对工作不安全感：有毅力的员工会创造 I-deals。

虽然工作不安全已被证明可以预测许多不利结果，但关于解释何时以及为何会发生这些影响的机制尚待了解。使用社会交换作为我们的理论基础和从美国境内 N = 300 名员工收集的三波滞后调查数据，当前的研究发现支持以下论点，即工作不安全感较高的人追求较少的特殊交易（I-Deals）与他们的雇主。反过来，较少的 I-Deals 与较低的情感承诺、较高的离职意图、感知的心理契约违反和心理契约违反相关。然而，这些间接影响取决于员工的勇气水平（特别是努力的毅力），因此，更高的毅力减弱了工作不安全感与追求 I-Deals 之间的负面关系。鉴于员工通常无法控制他们经历过的工作不安全感的来源（例如即将裁员、经济不景气、宣布合并或收购），这些发现有望通过设计的干预措施来缓解有据可查的工作不安全感的负面结果。提高员工的勇气水平并促进 I-Deals 的创建。（PsycInfo 数据库记录 (c) 2021 APA，保留所有权利）。这些发现有望通过旨在提高员工毅力和促进 I-Deals 创建的干预措施，潜在地减轻有据可查的工作不安全感的负面结果。（PsycInfo 数据库记录 (c) 2021 APA，保留所有权利）。这些发现有望通过旨在提高员工毅力和促进 I-Deals 创建的干预措施，潜在地减轻有据可查的工作不安全感的负面结果。（PsycInfo 数据库记录 (c) 2021 APA，保留所有权利）。