O efeito da justiça procedimental e do apoio do supervisor na relação entre insegurança no emprego e comportamento de cidadania organizacional

Sergio Andrés López Bohle,Antonio Ramón Mladinic Alonso

doi:10.7819/rbgn.v0i0.3023

Abstract

Purpose – The aim of this paper is to examine whether the perception of job insecurity negatively affects procedural fairness, which may relate to the Organizational Citizenship Behavior (OCB). Finally, we have tested whether perceived supervisor support has a moderating effect in the relationship between procedural fairness and OCB. Design/methodology/approach – Data were collected from a sample of 707 employees in a metal-mechanic company in Chile. Regression analysis was used to analyze the mediating and moderating effects. Findings – It was found that procedural fairness fully mediates the relationship between Job Insecurity and OCB, such that Job Insecurity is negatively related to procedural fairness, which in turn is positively related to OCB. Also, perceived supervisor support moderates the relationship between procedural fairness and OCB. Originality/value – The paper provides new theoretical insights on the effects that perceived job insecurity has on OCB, giving an empirical insight of the mediator and moderator effects that aid in the comprehension of this relationship.

Highlights

Recent economic recessions, competitive pressure and a drastic increase in restructuring activities have had a global impact on organizations, which are increasingly using downsizing and mass layoffs in response to economically difficult circumstances (Coile & Levine, 2011; Datta, Guthrie, Basuil, & Pandey, 2010)
Our study had three main objectives: First, we evaluated the effect that the perception of job insecurity had on organizational citizenship behavior
As shown in previous research works, and supporting our first hypothesis, we found that there is a negative relationship between job insecurity and Organizational Citizenship Behavior (OCB)

Summary

Introduction

Competitive pressure and a drastic increase in restructuring activities have had a global impact on organizations, which are increasingly using downsizing and mass layoffs in response to economically difficult circumstances (Coile & Levine, 2011; Datta, Guthrie, Basuil, & Pandey, 2010) These environmental and organizational changes have resulted in an increase in job insecurity perceived by workers. An important body of research has shown that job insecurity leads to mental health problems and job performance issues (Ashford, Lee, & Bobko, 1989; De Cuyper & De Witte, 2006; Sverke, Hellgren, & Näswall, 2002) Within this context, a series of investigations have highlighted that the perception of job insecurity has the potential to affect job performance (De Witte, 1999; Gilboa, Shirom, Fried, & Cooper, 2008; LePine, Podsakoff, & LePine, 2005; Probst, 2002). Given the inevitable characteristics of competitiveness in organizations, and the value of team work and cooperation, along with individual initiative (Eatough, Chang, Miloslavic, & Johnson, 2011), it becomes necessary to further investigate how organizational citizenship behaviors are affected when there is a greater perception of job insecurity among workers

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Conclusion