裁员威胁和额外的努力:威胁和应对评估如何通过保护激励驱动角色之外的行为
Zhennan Wu1, Sibo Gao2, Jianwei Deng3
1School of Labor and Human Resources, Renmin University of China, People's Republic of China.
International journal of occupational safety and ergonomics : JOSE
|February 20, 2026
概括
在中国,员工面临裁员威胁.
科学领域:
- 组织行为 组织行为
- 心理学 心理学 心理学
- 人力资源管理 人力资源管理
背景情况:
- 裁员威胁会给员工带来焦虑和不确定性.
- 保护动机理论 (PMT) 解释了威胁反应.
- 了解员工在工作不安全期间的行为至关重要.
研究的目的:
- 调查员工对裁员威胁的认知和行为反应.
- 在中国互联网领域测试保护动机的调解模型.
- 检查感知到的组织支持的调节作用.
主要方法:
- 对北京互联网公司423名员工进行的横截面调查 (研究1).
- 基于场景的实验以确定因果关系 (研究2).
- 使用结构方程建模和路径分析.
主要成果:
- 感知到的严重程度,脆弱性,响应效率和自我效能会对保护动机产生积极的影响.
- 保护的动机显著促进了自适应性角色之外的行为 (ERB).
- 感知到的组织支持削弱了保护动机和ERB之间的关系.
结论:
- 除了防御反应之外,PMT可以解释适应性员工行为.
- 员工可以将就业威胁转化为积极参与.
- 促进有效性和平衡的支持是建设性的激励的关键.
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