Abstract
Based on the assumption that the construct of self-esteem should acts as a major factor in the self- evaluation model and it’s often given a consideration whenever the objective is determining the nature of human behavior including the coping styles usually adopted by employees as a result of exposure to insecure job perception, this study extends on previous research by employing the use of Lazarus transactional stress theory and Korman social construction theory to present a research model which highlights employees self-efficacy as an antecedent of perceived job insecurity with employee’s self-esteem acting as a mediator in this relationship. To advance our line of theoretical reasoning, we elicit responses from a total of one hundred and fifty three (153) randomly selected bankers in four major Nigerian Banks to empirically prove that employee self-esteem represents a core construct whenever the objective is centered on reducing the perception of job insecurity from the perspective of job related efficacies. Specifically, two key findings were uncovered: 1) while increase in self-efficacy will directly lead to a significant increase in self-esteem, it will however lead to an insignificant decrease in perceived job insecurity. 2) An improvement in self-esteem exercises a direct, negative and statistically significant influence on perceived job insecurity. Hence, with the view that managers and practitioners can advance their course in reducing employee’s self-perceived job insecurity through self-efficacy by focusing on improving self-esteem, we conclude by proposing relevant personality based interventions in addition to those organizational and institutional based interventions which may be employed in advancing this course.
Highlights
The heightened competition among organizations has resulted in various forms of survival strategies: downsizing, restructuring, mergers, acquisitions, and introduction of new technology, as a result of the need to ensure organizational competitiveness, profit maximization and reduction in operation costs (Wellman, Huang, Ashford, Lee & Wang, 2016; Kraja, 2015; Smith 2013)
Based on the assumption that self-perception of job insecurity may result in numerous negative consequences for the concerned individual in addition to the organization where they work, the need for more research on factors that may aid its prevention or lead to a decrease in its consequences have been highlighted by several researchers (Sverke & Hellgren, 2002; Richter, Tavfelin, & Sverke, 2018)
To date limited attention has been devoted to the potential role that cognitive factors such as self-esteem and self-efficacy may play in the development of self-perceived job insecurity
Summary
The heightened competition among organizations has resulted in various forms of survival strategies: downsizing, restructuring, mergers, acquisitions, and introduction of new technology, as a result of the need to ensure organizational competitiveness, profit maximization and reduction in operation costs (Wellman, Huang, Ashford, Lee & Wang, 2016; Kraja, 2015; Smith 2013). As a result of this transformation, many workers, who are still employed, have been exposed to increasing level of selfperceived job insecurity which may be classified as feelings of uncertainty, stress and anxiety about the existence and features of their job (Chirumbolo, 2005; Borra & Gómez-García, 2014). While it may seem quite an uphill task getting a precise estimate of the prevalence of job insecurity in the workforce, the 2016 American Psychological Association Work and Well-Being Survey reported that 38 percent of respondents agreed that job insecurity as a significant source of stress (Shoss, 2018). Several reviews and meta-analyses have documented that this phenomenon is associated with a wide range of potential negative consequences (see; Cheng & Chan, 2008; Sverke, Hellgren, & Naswall, 2002, for two metaanalyses).Given this, researches have highlights the need for understanding of what can give rise to, or prevent its occurrence (Shoss, 2018; Huang, Wellman, Ashford, Lee, & Wang, 2016)
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