Abstract
This study examines the relationship between job insecurity and innovative behavior. The authors hypothesize that job insecurity affects workers’ innovative behavior directly and indirectly through performance and image outcome expectations. Hypotheses were tested with a sample of 343 French workers. The results suggest that job insecurity decreases employees’ innovation as far as (a) expected positive performance outcomes and (b) expected image gains are concerned. We conclude that both scholars and organization need to concentrate on employees’ motivation to innovate in order to understand why job insecure employees refrain from engaging in innovative behavior.
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