The coronavirus disease 2019 (COVID-19) pandemic continues to create tremendous uncertainty in workplaces. Building on a social identity perspective, this study develops and tests a model of how and why COVID-19-associated uncertainty affects employee work outcomes. The model differentiates uncertainty as either internal (job insecurity) or external (perceived environmental uncertainty) to the organization and reveals their different effects on employee organizational identification, which positively affects employee work outcomes (work effort, organizational citizenship behavior, and performance). With a latent change score to model intraindividual changes, we found that increases (or decreases) in job insecurity before versus during the pandemic related to subsequent decreases (or increases) in organizational identification, whereas increases (or decreases) in perceived environmental uncertainty before versus during the pandemic related to subsequent increases (or decreases) in organizational identification; increases (or decreases) in organizational identification then related to increases (or decreases) in positive work outcomes. These findings complement existing theoretical views that uncertainty typically leads to poor performance by inducing anxiety, and that organizational identification suffers during a crisis such as COVID-19. In turn, this research offers practical implications to help organizations avoid discouraging and even encourage greater organizational identification and performance during crises. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

中文翻译：

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灾难还是机遇？与 COVID-19 相关的环境不确定性和工作不安全性变化如何与组织识别和绩效相关。


2019 年冠状病毒病 (COVID-19) 大流行继续给工作场所带来巨大的不确定性。本研究以社会身份视角为基础，开发并测试了一个模型，用于了解与 COVID-19 相关的不确定性如何以及为何影响员工的工作成果。该模型将不确定性区分为组织内部（工作不安全感）或外部（感知的环境不确定性），并揭示它们对员工组织认同的不同影响，从而积极影响员工的工作成果（工作努力、组织公民行为和绩效）。通过潜在变化分数来模拟个人内部变化，我们发现，与大流行期间相比，工作不安全感的增加（或减少）与随后组织认同的减少（或增加）有关，而在大流行之前与大流行期间相比，感知环境不确定性的增加（或减少）在大流行期间与随后组织认同的增加（或减少）相关；组织认同的增加（或减少）则与积极工作成果的增加（或减少）相关。这些发现补充了现有的理论观点，即不确定性通常会引发焦虑，从而导致绩效不佳，并且组织认同感在 COVID-19 等危机期间会受到影响。反过来，这项研究提供了实际意义，可以帮助组织避免灰心丧气，甚至鼓励在危机期间提高组织认同度和绩效。 （PsycInfo 数据库记录 (c) 2022 APA，保留所有权利）。