本文站在跨國比較分析的立場,探討(1)員工工作不安全感及其工作態度之關聯,以及(2)文化與社會福利體制差異對員工工作不安全感與工作態度關聯的調節效果為何。本研究採用ISSP大型資料庫,2005年的調查資料,共8,175份有效問卷,調查對象為北美、歐洲及亞洲等12個國家之各類組織的全職工作者。研究結果發現:對北美、歐洲及亞洲地區的員工而言,工作不安全感與工作滿意及組織承諾等變項間皆存在顯著的負向關聯。再者,當我們進一步將次文化與社會福利體制差異納為考量,則發現集體主義文化、規避不確定性高或福利體制為東亞發展型之國家,其員工的組織承諾與工作滿意較容易隨著工作不安全感的增加而快速降低。是此,本文建議未來組織必須留意文化與社會制度差異對員工壓力反應所產生的可能影響。
From the perspective of Cross-national comparisons, the current study explored: (1) the associations among job insecurity, work attitudes (job satisfaction and organizational commitment); and (2) the possible moderating effect of culture and social welfare on the above relationships among employees in the North America, Europe, and Asia regions. Using the national data based of ISSP, a diverse sample of 8,175 full-time employees drawn from a variety of organizations in the twelve countries were surveyed, belonged to North America, Europe, and Asia regions. We found that job insecurity was negatively associated with work attitudes among employees from the twelve countries. Furthermore, while taking cultural and social welfare differences into account, we found that collectivism culture, higher uncertainty avoidance, or Asia development welfare exacerbated the negative impact of job insecurity on work attitudes. It is thus recommended that organizations need to take care of the impact of job insecurity to employees, with special attention to possible cultural and social institutional differences which may play a crucial role in the work stress process.