促进与防御的权衡：如何重塑更能缓解工作不安全感？

苗仁涛　杜 慧

（首都经济贸易大学）

内容提要：基于工作要求-资源理论和人-环境匹配理论，本文探讨促进和防御定向型工作重塑匹配性对工作不安全感的影响，检验个人-工作匹配的中介作用及高承诺工作系统（HCWS）的调节作用。基于493名员工与51名人力资源负责人构成的两时点纵向配对数据，并利用多项式回归和响应面分析法得出以下结论：（1）促进定向型与防御定向型工作重塑匹配时，高促进-高防御的工作重塑组合比低促进-低防御组合更能降低工作不安全感；（2）促进定向型与防御定向型工作重塑不匹配时，高促进-低防御的工作重塑组合比低促进-高防御组合更能降低工作不安全感；（3）个人-工作匹配在促进-防御定向型工作重塑匹配性与工作不安全感之间起中介作用，即高促进-高防御的工作重塑组合通过个人-工作匹配降低工作不安全感；（4）HCWS调节了促进-防御定向型工作重塑匹配性与个人-工作匹配之间的关系，即HCWS能缓冲低促进-高防御组合与高促进-低防御组合对个人-工作匹配的效应差异；（5）HCWS调节了个人-工作匹配在促进-防御定向型工作重塑匹配性与工作不安全感之间的中介作用。

关键词：促进定向型工作重塑；防御定向型工作重塑；个人-工作匹配；工作不安全感；高承诺工作系统

作者简介：苗仁涛，首都经济贸易大学劳动经济学院教授，北京，100070；杜慧，首都经济贸易大学劳动经济学院博士研究生，通信作者。

基金项目：北京市教育科学规划课题重点项目“‘双减’背景下中小学教师职业倦怠的内涵结构、前因组态及干预研究”（BAFA24041）；首都经济贸易大学学术新人项目“代际视角下高绩效工作系统对员工工作倦怠的组态效应研究”（2023XSXR05）

引用格式：苗仁涛,杜慧.促进与防御的权衡:如何重塑更能缓解工作不安全感?[J].经济与管理研究,2025,46(1):31-49.

Trade-off Between Promotion and Prevention：How to Craft Jobs to Relieve Insecurity More Effectively?

MIAO Rentao, DU Hui

(Capital University of Economics and Business, Beijing 100070)

Abstract: In complex, dynamic, and highly competitive work environments, employees generally face job insecurity caused by uncertainty. Thus, it is urgent to investigate how to craft employees’ jobs to effectively alleviate their job insecurity and avoid its negative consequences.

Based on the regulatory focus theory, job crafting behaviors can be divided into promotion- and prevention-focused job crafting. Both types of strategies have different effects on individual outcomes, and their combinations also impact job insecurity differently. To explore which combination is more effective in reducing job insecurity, based on the job demands-resources model and the person-environment fit theory, this paper investigates the impact of the fit of the two types of crafting behaviors on job insecurity and examines the mediating role of person-job fit and the moderating role of high commitment work systems (HCWS). Through a multi-wave longitudinal survey design, this paper collects paired data from 493 employees and 51 human resources managers and applies polynomial regression and response surface analysis to fully test the theoretical hypotheses. The conclusions are as follows. (1) When the two types of crafting behaviors are aligned, a high-promotion and high-prevention combination effectively reduces job insecurity. (2) When there is a mismatch between the two types of crafting behaviors, a high-promotion and low-prevention combination effectively reduces job insecurity. (3) Person-job fit plays a mediating role between the promotion- and prevention-focused job crafting combinations and job insecurity, namely that a high-promotion and high-prevention combination reduces job insecurity through better person-job fit. (4) HCWS moderates the relationship between the fit of promotion- and prevention-focused job crafting and person-job fit, buffering the effect differences between the low-promotion and high-prevention combination and the high-promotion and low-prevention combination on person-job fit. (5) HCWS moderates the mediating effect of person-job fit between the fit of promotion- and prevention-focused job crafting and job insecurity, while the direction of this effect does not align with the hypothesis.

The marginal contributions are as follows. This paper expands the research on differences in the effects of different types of job crafting and the impact of interactive effects on job insecurity and reveals the mediating effect of the concept of person-job fit, which includes both employee cognition of job characteristics and personal characteristics, on promotion- and prevention-focused job crafting and its impact on job insecurity. It also provides practical guidance for organizations as an important crafting intervention agent to play a role in employees crafting their jobs to reduce insecurity and obtains empirical evidence that HCWS works as essential boundary conditions.

Keywords: promotion-focused job crafting; prevention-focused job crafting; person-job fit; job insecurity; high commitment work systems

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