Data_Sheet_1_The effect of unstable job on employee's turnover intention: The importance of coaching leadership.pdf

Swift social and economic environmental changes such as COVID-19 pandemic have led to increased job insecurity. The current study examines the intermediating mechanism (i.e., mediator) and its contingent factor (i.e., moderator) in the association between job insecurity and employee's turnover intention, especially from the perspective of positive psychology. By establishing a moderated mediation model, this research hypothesizes that the degree of employee meaningfulness in work may mediate the relationship between job insecurity and turnover intention. In addition, coaching leadership may play a buffering role to positively moderate the harmful impact of job insecurity on meaningfulness of work. With three-wave time-lagged data that was collected from 372 employees in South Korean organizations, the current study not only demonstrated that meaningfulness of work mediates the job insecurity–turnover intention relationship, but also that coaching leadership functions as a buffering factor in reducing the harmful influence of job insecurity on meaningfulness of work. The results of this research suggest that the level of meaningfulness of work (as a mediator) as well as coaching leadership (as a moderator) are the underlying processes and the contingent factor in the job insecurity–turnover intention link.

诸如新型冠状病毒肺炎（COVID-19）疫情这类快速演变的社会经济环境变化，已导致职场不安全感（job insecurity）显著加剧。本研究从积极心理学视角出发，探讨职场不安全感与员工离职意向（turnover intention）之间的关联关系，重点剖析其中的中介机制（即中介变量（mediator））及其权变因素（即调节变量（moderator））。本研究通过构建有调节的中介模型，提出假设：员工的工作意义感（work meaningfulness）可在职场不安全感与离职意向的关联中发挥中介作用；此外，指导型领导（coaching leadership）可发挥缓冲效应，对职场不安全感对工作意义感的负面影响产生正向调节。本研究采集了韩国企业372名员工的三波追踪调查数据（three-wave time-lagged data），研究结果不仅证实了工作意义感在职场不安全感与离职意向的关联中起到中介作用，同时验证了指导型领导可作为缓冲因素，削弱职场不安全感对工作意义感的负面影响。本研究结果表明，作为中介变量的工作意义感水平与作为调节变量的指导型领导，是职场不安全感与离职意向关联中的内在作用机制与权变因素。