The Mediating Role of Perceived Organizational Support between Qualitative Job Insecurity, Organizational Citizenship Behavior and Job Performance

Abstract

Employees need to security during working environment to perform their job effectively, therefore job insecurity has an effect on organizational citizenship behavior (OCB) and job performance; main purpose of this study is to investigate the mediating role of perceived organizational support, as a process underlying the relationship between qualitative job insecurity, OCB, and job performance. For analysis of correlation and regression we use SPSS software, this study reports the responses of 387 Pakistani employees. Data were collected through a self-report questionnaire that used standard scales on qualitative job insecurity, POS, OCB and job performance. The result of regression shows that effect of job insecurity on OCB and job performance was completely mediated by POS. The research design was crosssectional, and thus, cause-effect relationships cannot be separated. Organizations may address HRM policies to reduce job insecurity (e.g., through actions to organizational communication), and to increase POS (e.g., involving workers in the decision-making process and promoting teamwork). For the first time in a Pakistani context, POS was tested as a mediator in order to explain the relationship between job insecurity, OCB, and job performance.