The role of job insecurity in emotional exhaustion and work engagement during the COVID-19 pandemic: the moderating effect of organizational reward and care policies

• Autores: Hung- Yu Tsai
• Localización: International Journal of Social Psychology, Revista de Psicología Social, ISSN-e 1579-3680, ISSN 0213-4748, Vol. 37, Nº 1, 2022, págs. 1-32
• Idioma: inglés
• DOI: 10.1080/02134748.2021.1992887
• Títulos paralelos:
  • El papel de la inseguridad laboral en el agotamiento emocional y el compromiso laboral durante la pandemia de la COVID-19: el efecto moderador de la recompensa organizacional y las políticas de cuidado
• Enlaces
  • Texto completo
• Resumen
  • español

    Este estudio desarrolló y comprobó un modelo de moderación para investigar los efectos de la inseguridad laboral debida a la enfermedad del coronavirus de 2019 (COVID-19). Nuestra hipótesis es que las políticas de recompensa y de cuidado pueden moderar la relación existente entre la inseguridad laboral debida a la COVID-19 y sus consecuencias en los trabajadores (a saber, agotamiento emocional y compromiso laboral). Se recogieron los datos de un grupo de 344 pares trabajador-jefe en China en dos oleadas (two-wave data), demostrando que la inseguridad laboral afecta negativamente al compromiso laboral. Y a la inversa, la inseguridad laboral tuvo un efecto positivo significativo sobre el agotamiento emocional. También encontramos que la política de recompensa se relacionó menos negativamente con la inseguridad laboral derivada de la COVID-19 que con el compromiso laboral de los trabajadores. Además, la política de cuidado se relacionó menos positivamente con la inseguridad laboral debida a la COVID-19 que con el agotamiento emocional.

  • English

    This study developed and tested a moderation model to investigate the effects of job insecurity due to the coronavirus disease of 2019 (COVID-19). We hypothesized that reward and care policies can moderate the relationship between job insecurity due to COVID-19 and employee outcomes (i.e., emotional exhaustion and work engagement). Two-wave data were collected from 344 worker–manager pairs in China, demonstrating that job insecurity negatively affects work engagement. Conversely, job insecurity had a significant positive effect on emotional exhaustion. Another finding was that the reward policy was less negatively related to job insecurity due to COVID-19 than employees’ work engagement. Moreover, care policy was related less positively to job insecurity due to COVID-19 than to employees’ emotional exhaustion.

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