Abstract
PurposeThis study aims to explore the relationship between experience layoffs and employees’ work engagement. Drawing on the psychological contract theory, we examine the parallel mediating role of cognitive and affective job insecurity, along with the moderating role of perceived organisational support.Design/methodology/approachThe hypotheses were tested based on data collected from 737 employees of companies in various industries in China in an online survey.FindingsThe results showed the significant effect of experiencing layoffs on employees’ work engagement through cognitive and affective job insecurity, and the effect was stronger when perceived organisational support was lower. The moderated mediation effect mainly occurred through affective job insecurity but not cognitive job insecurity.Originality/valueThis study deepens the understanding of the mechanism of the negative effect of experiencing layoffs and the boundaries of its impact from a psychological contract breach perspective. By analysing the mediating role of cognitive and affective job insecurity, we have enhanced our understanding of the exchange-based mechanism of employees after experiencing layoffs. By examining the moderating role of perceived organisational support, we reveal the important role of supportive behaviours of organisations in mitigating the negative effects of experiencing layoffs.
Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
