Abstract
Based on the affective events theory, this paper discusses the influence of job insecurity on employees’ extra-role behavior. The mediating effect of negative emotion and the moderating effect of workplace friendship are also tested. The results of an empirical analysis, based on the data of 327 employees, show that job insecurity has a significant negative impact on employees’ extra-role behavior. Negative emotion plays a mediating role in the relationship between job insecurity and extra-role behavior. Workplace friendship moderated the relationship between job insecurity and negative emotions, as well as between job insecurity and extra-role behavior. Workplace friendship also moderates the mediating effect of negative emotion on the relationship between job insecurity and extra-role behavior, that is, the higher the level of the workplace friendship is, the weaker the mediation role mentioned above will be. The research results have implications for the sustainable development of the organization.
Highlights
Under the background of dynamic competition and the rapid development of the platform economy, the employment environment has undergone profound changes
This study focuses on a negative emotion, which is generated by an individual in a specific behavior due to external or internal factors, such emotions are often accompanied by anxiety, anger, disgust, fear, etc., which are not conducive to normal thinking and task completion (Brief and Weiss, 2002; Farooq et al, 2017)
A significant negative correlation exists between job insecurity and extra-role behaviors (r = −0.185, p < 0.01)
Summary
Under the background of dynamic competition and the rapid development of the platform economy, the employment environment has undergone profound changes. Empirical studies show that job insecurity violates autonomy, ability, and related basic needs This leads to conflicts between employers and employees, which in turn greatly weakens employees’ perception of the working environment and reduces participants’ ability to solve problems creatively (Gilboa et al, 2008; Wang, 2014). Workplace friendship meets the individual’s emotional needs in the workplace, and contributes to knowledge sharing and mutual help among colleagues This makes it easier to form a harmonious working atmosphere of mutual trust and love, and increases resource investment in extra-role behavior. Introducing workplace friendship in the field of organizational behavior, according to the above discussion, negative emotion plays a mediating role in the relationship between job insecurity and extra-role behavior, and the magnitude of the mediating role will be affected by the level of workplace friendship.
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