The Impact of Job Insecurity on Organisational Citizenship Behaviour and Task Performance: Evidence from Robotised Furniture Sector Companies.

Živilė Stankevičiūtė,Eglė Staniškienė,Joana Ramanauskaitė

doi:10.3390/ijerph18020515

Živilė Stankevičiūtė, Eglė Staniškienė + Show 1 more

Open Access

https://doi.org/10.3390/ijerph18020515

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Abstract

Over the past decade, in the light of intensive robotisation, job insecurity referring to the employees’ overall concern about the continued availability of their jobs in the future has become a hot topic. A general assumption supported by the findings is that job insecurity causes far-reaching negative consequences for the employee well-being and health, attitudes towards the job and organisation, and behaviours at work. However, the focus on behavioural outcomes, especially on employee performance at work, is still scant. Trying to narrow the gap, the paper aims at revealing the linkage between job insecurity and two dimensions of performance, namely task performance and organisational citizenship behaviour. Building on the hindrance stressor dimension of the stress model, the paper claims that a negative relationship exists between the constructs. Quantitative data were collected in a survey of robotised production lines operators working in the furniture sector in Lithuania. As predicted, the results revealed that job insecurity had a negative impact on both the task performance and organisational citizenship behaviour. These findings affirmed that job insecurity was a hindrance stressor, which needed to be considered when managing human resources in a robotised production environment.

Highlights

Work has been a subject of transformation for a couple of centuries [1,2,3]
The findings demonstrated a level of job insecurity that was not high allowing to suggest that workers did not perceive the threat of losing the current job in the future as high [77] regardless of seeing some examples of robotisation as they work on robotised production lines
The aim of the paper was to explore the relationship between job insecurity and task performance and organisational citizenship behaviour (OCB)

Summary

Introduction

Work has been a subject of transformation for a couple of centuries [1,2,3]. In particular, recently these changes have been accelerated by the rapid technological advancement [4,5,6,7].Worldwide, the companies have started adapting technologies with intention to “decrease costs, generate additional revenues, provide consistent product quality, streamline operations, expand production/service capacity, improve company’s competitiveness” ([8], p. 17). Work has been a subject of transformation for a couple of centuries [1,2,3] Recently these changes have been accelerated by the rapid technological advancement [4,5,6,7]. This is valid for the manufacturing sector, where industrial robots have been used for several decades [8,9] Such a situation raises an important concern about technological unemployment when humans are replaced or complemented by machines [10,11]. Given this focus, employed people might feel insecure about the future of their jobs [12] and feel threated by unemployment [13]. Employees experience job insecurity which is situated midway between employment and unemployment [13] and is considered as a work stressor [14]

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