| China is in the midst of a century of great change,and the only constant is change.In an environment of uncertainty employees work with variables and are prone to anxiety,insecurity and other negative emotions.For example,the biggest black swan event in recent years-the new crown epidemic-swept the world rapidly,seriously affecting the world economic order and the normal operation of enterprises.Tens of thousands of employees are facing unemployment,salary reduction and unsustainable life,which seriously affects employees’ job well-being.Therefore,it is more relevant to explore the impact of organizational resilience on employees’ job well-being in this context.Organizational resilience as a positive response to crisis and uncertainty can,to a certain extent,provide a boost to companies in crisis,and has received increasing academic attention and focus.In the meantime,organizational commitment can promote employees’ integration into the organization,identify with the organization’s culture and vision,and increase individuals’ sense of belonging and identification with the organization,so as to achieve organic unity and synergistic development of both goals.In order to thoroughly study the mechanism of the role of organizational resilience on employees’ job well-being,a theoretical model containing five variables:organizational resilience,organizational commitment,perceived organizational support,and job well-being was constructed based on self-determination theory and resource conservation theory,with perceived organizational support as the moderating variable and organizational commitment as the mediating variable.Based on the constructed theoretical model,we investigate how organizational resilience affects job well-being,and what roles and functions organizational commitment and perceived organizational support play in the process of the effect of organizational resilience on job well-being.A total of 354 valid questionnaires were collected in two stages of the survey,after which the data were analyzed by data analysis software SPSS22.0 and AMOS.The following conclusions were obtained:(1)Organizational resilience positively affects employees’job well-being;(2)Affective commitment and normative commitment play a significant mediating role in the process of the role of organizational resilience on employees’ job well-being,while continuance commitment does not play a significant mediating role in the process of the role of organizational resilience on employees’ job well-being;(3)Perceived organizational support plays a moderating role in the process of the role of organizational resilience on employees’ job well-being.(4)Perceived organizational support plays a significant moderating role in the process of the role of organizational resilience in affecting job well-being through affective commitment;the sense of organizational support plays a significant moderating role in the process of the role of organizational resilience in affecting job well-being through normative commitment;but the moderating role of Perceived organizational support in the process of the role of organizational resilience in affecting job well-being through sustaining commitment is insignificant.This paper broadens the scope of the research on the influence mechanism of organizational resilience on job well-being,provides new ideas for improving employees’ job well-being from the perspective of organizational resilience,and offers operational suggestions for business management practices in an uncertain business environment:First,enterprises should consciously build resilient organizations,enhance their ability to resist risks and flexibly adapt to changes by improving organizational resilience,improve employees’ working conditions,and enhance work happiness.Second,in the context of uncertainty,employees’ emotional commitment and normative commitment are crucial to the development of both employees and enterprises.Enterprises should actively pay attention to employees’ attitudes and evaluation of enterprises,actively enhance employees’ emotional commitment and normative commitment,make enterprises and employees form a community of interest with resonant missions,and lead enterprises and employees to grow together and achieve mutual benefit.Third,enterprises should pay attention to the internal needs of employees and create an atmosphere of perceived organizational support,so that employees can feel respect and recognition for them,thus enhancing the level of their job well-being. |
