CAJ | 학술논문

基于6家国有控股银行的221名员工问卷调查所得的数据,研究工作不安全感、心理授权和组织承诺的不同维度之间的关系。结果显示,不同性质的不安全感对组织承诺和心理授权的不同维度的作用路径和作用方式不同,对工作本身威胁知觉的不安全感通过心理授权对组织承诺既有正向也有负向的影响,既有直接也有间接的影响,对重要工作特征的威胁知觉的不安全感通过心理授权对组织承诺仅有负向的影响;不安全感通过心理授权包括工作意义和影响力两个维度的中介作用对组织承诺产生显著影响。
기우6가국유공고은행적221명원공문권조사소득적수거,연구공작불안전감、심리수권화조직승낙적불동유도지간적관계。결과현시,불동성질적불안전감대조직승낙화심리수권적불동유도적작용로경화작용방식불동,대공작본신위협지각적불안전감통과심리수권대조직승낙기유정향야유부향적영향,기유직접야유간접적영향,대중요공작특정적위협지각적불안전감통과심리수권대조직승낙부유부향적영향;불안전감통과심리수권포괄공작의의화영향력량개유도적중개작용대조직승낙산생현저영향。
The questionnaire survey was used and the data were collected among the 221 employees in 6 state-controlled banks. To examine the relations among different dimensions of job insecurity, organizational commitment and psychological empowerment. The results show that job insecurity of cognation for the losing job and cognation for the damaging important job character have different effect on different dimensions of organizational commitment and psychological empowerment. The first has not only positive and negative effect, but also direct and indirect effect on organizational commitment. The second has only negative effect on organizational commitment mediated by psychological empowerment. Job insecurity has significant effect on organization commitment of psychological empowerment include work meaning and impact.