Abstract
Previous research has shown that job insecurity is linked to a range of performance outcomes, but the number of studies exploring this relationship is still limited and the results are somewhat mixed. The first aim of this study was to meta-analytically investigate how job insecurity is related to task performance, contextual performance, counterproductive work behavior, creativity, and safety compliance. The second aim was to test two method-related factors (cross-sectional vs. longitudinal associations and self- vs. supervisor-ratings of performance) and two macro-level indicators of social protection (social welfare regime and union density) as moderators of these associations. The results show that job insecurity was generally associated with impaired employee performance. These findings were generally similar both cross-sectionally and longitudinally and irrespective of rater. Overall, the associations between job insecurity and negative performance outcomes were weaker in welfare regimes characterized by strong social protection, whereas the results concerning union density produced mixed results. A majority of the findings confirmed the negative associations between job insecurity and types of employee performance, but future research is needed to elaborate on the effects of temporal aspects, differences between ratings sources, and further indicators of social protection in different cultural settings in the context of job insecurity.
Highlights
Many employees worry about potential job loss
By meta-analytically investigating how job insecurity relates to five different types of employee performance—task performance, contextual performance, creativity, counterproductive work behaviors, and safety performance—we were able to make progress in uncovering what underlies the sometimes inconsistent findings, contributing to knowledge on the workings and impact of job insecurity
Job insecurity was negatively related to task performance and contextual performance and positively associated with counterproductive work behavior
Summary
Many employees worry about potential job loss. This is apparent from both population-based empirical studies [1,2] and a number of recently published literature reviews and meta-analyses [3,4,5,6].There are many drivers of this development, including technological advancements, increased globalized competition, and a general ambition within organizations to increase effectiveness and save costs [7,8]. Many employees worry about potential job loss. This is apparent from both population-based empirical studies [1,2] and a number of recently published literature reviews and meta-analyses [3,4,5,6]. There are many drivers of this development, including technological advancements, increased globalized competition, and a general ambition within organizations to increase effectiveness and save costs [7,8]. While a large number of studies have investigated the detrimental effects of job insecurity on work-related attitudes and health and wellbeing outcomes, behavioral outcomes have been studied to a somewhat lesser extent. Calling for more attention is employee performance at work, as it is a central behavior that has the potential to affect organizational functioning and survival in. Public Health 2019, 16, 2536; doi:10.3390/ijerph16142536 www.mdpi.com/journal/ijerph
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