Abstract
The COVID-19 pandemic has brought new challenges regarding employee adaptation to change as well as job security, with levels of wellbeing and satisfaction being greatly affected. Based on the literature as well as on Adaptation-level Theory, Stress and Coping Theory, and Motivationhygiene Theory, this paper approaches the link between job insecurity and job instability during the COVID-19 pandemic along with employee job satisfaction in an emerging market. The proposed conceptual model analyses the influence of job instability and job insecurity on individual job satisfaction, including supervisor support and promotion opportunities. The survey-based empirical study was implemented with the aid of a questionnaire taken by 568 employees in Romania. The results determined with the help of a correlation analysis highlight a strong, direct, and positive link between job instability and employee insecurity in increasing employee competitiveness. The impact of job insecurity and instability on the components considered in terms of job satisfaction vary. Job insecurity was shown to manifest a negative correlation only with regard to satisfaction concerning supervisor support and promotion opportunities. Perceived job instability showed a significant negative impact on individual work satisfaction, satisfaction with supervisor support and promotion opportunities. This paper also enhances the human resources literature by demonstrating how organisational competitiveness might be enhanced during a global pandemic by focusing on employees.
Highlights
The context of the COVID-19 pandemic has engendered a change in organisational dynamics, with organisations having to considerably decrease activity (Bartik et al, 2020) as well as to reduce jobs or employee working hours
With the goal of enhancing employee wellbeing, the paper reveals from a managerial perspective the ways in which job insecurity and job instability influence job satisfaction amongst Romanian employees during the COVID-19 pandemic, after which we propose possible solutions for alleviating and overcoming the challenges and insecurity that employees face
The results of this research carried out during the sanitary crisis and the COVID-19 pandemic extends the studies focused on human resource management, making an original contribution to better understanding the effects of job insecurity and job instability on the work done by employees of various companies on their perceived satisfaction with their work, their relationship with supervisors as well as the promotion opportunities within the organisation in question
Summary
The context of the COVID-19 pandemic has engendered a change in organisational dynamics, with organisations having to considerably decrease activity (Bartik et al, 2020) as well as to reduce jobs or employee working hours. These conditions have generally led to lower productivity and organisational competitiveness (ILO, 2020). This paper covers several gaps in the literature in terms of assessing the links among job instability, job insecurity, and job satisfaction (general satisfaction, satisfaction with supervisor care, satisfaction concerning promotion opportunities) from an employee competitiveness perspective. This study fills a research gap and highlights a strong, significant, and positive link between job instability and job insecurity based on empirical results
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