Effects Of Job Insecurity Research Articles

Pengaruh Job Insecurity terhadap Turnover Intention pada Karyawan PT Timah (Persero) Tbk Pangkal Pinang - Bangka Belitung

The aim of this research is to find out the effect of job insecurity on turnover intention among employess of PT Timah Tbk Pangkal Pinang. The population of this study are employess of PT Timah Tbk Pangkal Pinang a sampel of 75 respondens is this study using purposive sampling method, meaning that the sample has special criteria according to researchers. The special criteria here are employees who are members division include the HR, Accounting, CSR. In this study the data collection used was primary data obtained from questionnaires which were analyzes using simple linear regression analysis techniqudes so it can be concluded that job insecurity thas significant impact on PT Timah Tbk Pangkal Pinang. 
 Keyword : Job Insecurity, Turnover Intention

The Role of Employees' Well-being in Mediating the Effect of Job Stress and Job Insecurity on Performance Health Workers During the Covid-19 Pandemic

The research aimed to analyze and test the role of employees' well-being in mediating the effect of work stress and job insecurity on the performance of health workers at RSU Anwar Medika – Sidoarjo during the COVID-19 pandemic. Explanatory research is a type of research used with a quantitative approach and data collection methods using survey methods Types of research using explanatory research types survey methods by giving questionnaires to 187 health workers as respondents. The SEM-PLS method is used in data analysis and testing with the help of the SmartPLS 3 application program. The results of direct tests are known that work stress has an insignificant negative influence on the performance of health workers, job insecurity has a negative and significant effect on the performance of health workers, and employees' well-being has a positive and significant effect on the performance of health workers. Work stress has a negative and significant effect on employees' well-being, and job insecurity has a negative and significant effect. The results of indirect influence testing with the results that employees' well-being is unable to mediate the effect of work stress on the performance of health workers negatively and insignificantly, while the effect of job insecurity on the performance of health workers employees' well-being can mediate negatively and significantly.

RETRACTED] Job Insecurity and Employee’s Performance: Examining through the Perspective of Psychological Strains and Leverages

RETRACTION NOTICE:Due to a high level of overlap with the article listed below, this article was retracted on 3rd July 2023. Darvishmotevali, M., Arasli, H. and Kilic, H. (2017), "Effect of job insecurity on frontline employee’s performance: Looking through the lens of psychological strains and leverages", International Journal of Contemporary Hospitality Management, Vol. 29 No. 6, pp. 1724-1744. https://doi.org/10.1108/IJCHM-12-2015-0683

The effect of job insecurity on knowledge hiding behavior: The mediation of psychological safety and the moderation of servant leadership.

As the global economy deteriorates because of the great shocks such as COVID-19 pandemic and wars among nations, the business environment is suffered from uncertainty and risk. To deal with it, several firms have attempted to maximize its efficiency via downsizing and restructuring to diminish costs. Thus, the degree of anxiety is increased among employees who worry about the loss of their job. The current research hypothesizes that job insecurity increases employees' knowledge hiding behavior by diminishing the degree of their psychological safety. In other words, psychological safety functions as the underlying process (i.e., mediator) in the job insecurity-knowledge hiding behavior link. Furthermore, this paper tries to examine the boundary condition of how to decrease the detrimental influence of job insecurity, focusing on the moderating effect of servant leadership. Utilizing a 3-wave time-lagged data from 365 Korean employees, we empirically demonstrated that employees who perceive job insecurity are less likely to perceive psychological safety, eventually increasing their knowledge hiding behavior. We also found that servant leadership functions as a positive moderator which buffers the negative impact of job insecurity on psychological safety. Theoretical and practical contributions are described.

Effect of Job Insecurity, Characteristics Professionand Workload on Employee Performancewith Job Satisfaction as Mediation at Pt Kimia Farma Tbk

Human resources are not only a tool in the company's production activities but also have an essential role in the company's production activities. Job insecurity is a psychological condition of an employee who shows confusion or feelings of insecurity due to changes in environmental conditions. This condition usually appears. Job satisfaction is an emotional attitude that is fun and loves work. The purpose of this study was to determine employee performance affected by job insecurity, employee characteristics, and workload, job satisfaction as a mediating variable at PT. Kimia Farma Tbk.
 The type of research used is quantitative, using primary data obtained by distributing questionnaires through Google forms, and the data is processed using SmartPLS. The sample in this study is 167. The results of this study are job insecurity has a negative and significant effect on employee performance. Job characteristics have a positive and significant effect on employee performance. Workload has a positive and significant effect on employee performance. Job satisfaction has a positive and significant effect on employee performance, job insecurity through job satisfaction on employee performance, employee characteristics through job satisfaction on employee performance are positively significant, and workload through job satisfaction on employee performance is positively significant. Suggestions given in this study: it is hoped that evaluations in work can increase in the future, can be improved, or be conducted training to improve accuracy.

The Effect of Job Insecurity on Turnover Intention with Job Satisfaction as a Mediating Variable

Penelitian ini menganalisis: (1) pengaruh konflik peran terhadap perilaku cyberloafing (2) pengaruh ambiguitas peran terhadap perilaku cyberloafing (3) pengaruh role overload terhadap perilaku cyberloafing (4) pengaruh konflik peran, ambiguitas peran, dan role overload secara bersamaan terhadap perilaku cyberloafing. Penelitian ini bersifat kuantitatif. Populasi dalam penelitian ini adalah. Populasi dalam penelitian ini adalah karyawan PT. Semen Padang di bagian SDM dan umum, bagian keuangan, bagian perencanaan produksi, dan bagian komunikasi, dengan total 257 orang. Teknik pengambilan sampel menggunakan proporsional clustered simple random sampling dimana jumlah sampel sebanyak 156 orang. Pengumpulan data menggunakan kuesioner dengan skala Likert. Teknik analisis yang digunakan adalah melalui software SPSS 25.0. Hasil pengolahan data dalam penelitian ini menunjukkan bahwa: (1) konflik peran berpengaruh positif dan signifikan terhadap perilaku cyberloafing pada karyawan PT. Semen Padang (2) role ambiguity berpengaruh positif dan signifikan terhadap perilaku cyberloafing pada karyawan PT. Semen Padang (3) role overload tidak berpengaruh dan tidak signifikan terhadap perilaku cyberloafing pada karyawan PT Semen Padang (4) konflik peran, ambiguitas peran, dan role overload berpengaruh positif dan signifikan terhadap perilaku cyberloafing pada karyawan PT. Semen Padang.

Job insecurity, job engagement and turnover intention of Hotel employees in Yogyakarta during pandemic Covid-19

The pandemic of Covid-19 disrupted all economic activities, especially the tourism industry. The Special Region of Yogyakarta, a tourism city, has been badly affected. In surviving the pandemic conditions, the hotel industry adopted policies to carry out efficiency, which had an impact on job insecurity, job engagement, and turnover intention. This study aims to examine the impact of Covid-19, the effect of job insecurity, and job engagement on turnover intention. This study was conducted in the hotel industry in the Special Region of Yogyakarta in 2022. The sample used in this study was 100 hotel employees and used a non-probability sampling technique through a purposive sampling approach. The data analysis technique in this study uses structural equation modeling (SEM). The results showed that Job engagement negatively influenced on turnover intentions. Meanwhile, Job insecurity has a positive influence on turnover intentions. Last, the job insecurity did not affect turnover intention.

How COVID-19 Perceived Risk Causes Turnover Intention Among Chinese Flight Attendants: A Moderated Mediation Model.

This study examined the influencing mechanism and boundary conditions underlying the relation between COVID-19 perceived risk and flight attendants' turnover intention by investigating the mediating role of job insecurity and the moderating effect of job crafting. A two-wave survey was conducted with 240 Chinese flight attendants. We used structural equation modeling to test the moderated mediation model. The results indicated that perceived risk of COVID-19 positively affected flight attendants' job insecurity and turnover intention. Moreover, job insecurity plays a fully mediating role in the relationship between perceived risk and turnover intention. Furthermore, the mediating role of job insecurity was moderated by job crafting; for higher levels of job crafting (opposed to low), the effect of job insecurity on turnover intention was significantly weaker. Our findings indicate that dissipating job insecurity and increasing job crafting behavior are critical to employees' work-related attitudes and behavior during the COVID-19 pandemic.

The double-edged sword of job insecurity: When and why job insecurity promotes versus inhibits supervisor-rated performance

Research findings on the effects of job insecurity on performance are mixed. Some studies show a negative relationship between job insecurity and performance; while others indicate a positive association, a curvilinear or a null relationship. We suggest that the relation between employees' subjective job insecurity and supervisor-rated performance is more complex than previously assumed. Based on stress appraisal theory, this study investigates when and why job insecurity is associated with supervisor-rated performance via two different pathways. Specifically, we propose that these two mechanisms (i.e., impression management and workplace deviance) are contingent on the dyadic leader-member exchange (LMX) between the subordinate and his/her supervisor. In a three-wave survey using data collected from 314 subordinates and their 69 supervisors in China, we found the paradoxical relations between job insecurity and supervisor-rated performance at different levels of LMX. Specifically, on the one hand, job insecurity was positively related to supervisor-rated performance via impression management when LMX was high; on the other hand, job insecurity was negatively related to supervisor-rated performance via workplace deviance when LMX was low. Finally, the theoretical and managerial implications are discussed.

Job insecurity, emotional exhaustion, and workplace deviance: The role of corporate social responsibility.

Job insecurity is one of top concerns in the contemporary workplace, which significantly affects emotional exhaustion and workplace deviance. Thus, this study seeks to explore the buffering role of employees' corporate social responsibility (CSR) perceptions to against the effect of job insecurity. Based on micro-CSR literature and social identity theory, this study tested the proposition that employees' CSR perceptions moderate the relationship between job insecurity and emotional exhaustion through organizational identification. Using three-wave data collected from 145 employees in one of China's biggest computer equipment providers, we found that employees' CSR perceptions alleviate (exacerbate) the negative relationship between quantitative (qualitative) job insecurity and emotional exhaustion via organization identification. Our findings provided new insights to scholars and managers in dealing with job insecurity.

The Effects of Job Insecurity on Employee Voice Behavior

In this study, we examined the curvilinear relationship between employees insecurity and voice behavior. Meanwhile, we investigated the meditated influence of organization-based self-esteem and felt obligation for constructive change. Results totally supported this framework. Specifically, they include: (1) quantitative job insecurity was associated with promotive voice and prohibitive voice in the inverted U-shaped relationship; (2) qualitative job insecurity was negatively correlated with promotive voice and prohibitive voice; (3) the organization-based self-esteem and the felt obligation for constructive change played a mediated role in the relation of job insecurity and employee voice behavior. Implication and limitations, as well as future directions were discussed by the end.

The Effects of Job Insecurity on Employee Voice Behavior

In this study, we examined the curvilinear relationship between employees insecurity and voice behavior. Meanwhile, we investigated the meditated influence of organization-based self-esteem and felt obligation for constructive change. Results totally supported this framework. Specifically, they include: (1) quantitative job insecurity was associated with promotive voice and prohibitive voice in the inverted U-shaped relationship; (2) qualitative job insecurity was negatively correlated with promotive voice and prohibitive voice; (3) the organization-based self-esteem and the felt obligation for constructive change played a mediated role in the relation of job insecurity and employee voice behavior. Implication and limitations, as well as future directions were discussed by the end.

The Effect of Job Insecurity on Job Performance During The Covid-19 Pandemic: The Moderating Role of Employee Resilience

In recent months, the devastating effects of the Covid-19 pandemic on humanity in 2020 and 2021 have frequently been discussed in academic circles. We conducted this study to measure the perceived job insecurity, resilience, and task performance of employees during the pandemic period. The sample group of the study comprises employees. First, we designed the questionnaire form. We used the convenience sampling method with the help of the online method. The data obtained from 453 employees who agreed to take part in the study made up the sample group. We analyzed the collected data with the quantitative research method. As an analysis method, we used “descriptive statistics, direct and mediated regression, and independent sample t-test”. In the light of the analysis, it was determined that the level of perceived job insecurity of the employees is medium, and the level of psychological resilience and task performance is high. In addition, we concluded that psychological resilience affects task performance positively and significantly. It was determined that perceived job insecurity is higher for women than for men. Business owners and managers supporting their employees psychologically and financially are helping to ease the painful effects of the pandemic.

Life Satisfaction and Job Insecurity

Fear of the threat of job loss is likely to elicit negative thoughts that have adverse consequences for not only job satisfaction, but also all-around happiness and satisfaction with life. Using nationally representative cross-sectional data, this study provides evidence of the negative effect of perceived job insecurity on life satisfaction in post-communist Albania, an under-researched context. This adverse effect is found to be more pronounced for women and for blue-collar workers: being in a blue-collar job is associated with lower overall life satisfaction, but if this job is perceived as insecure, the negative effect on life satisfaction is magnified. In contrast, workers in well-paying jobs are more satisfied with their lives and, relatedly, higher education also has a positive impact, more so for males. Evidence of the quality-of-life effects of job insecurity can be used to inform workplace policy initiatives and practices, particularly as measures of life satisfaction, well-being, and happiness are increasingly considered appropriate indicators of social progress and the ultimate goal of public policy.

Does a stick work? A meta‐analytic examination of curvilinear relationships between job insecurity and employee workplace behaviors

SummaryThe job insecurity literature has been limited by the dominant linear view on the effects of job insecurity and the misconception that the conceptualizations and operationalizations of job insecurity across studies are homogenous. To challenge these two assumptions, we contrast the integrated perspective based on social exchange theory and job preservation motivation with activation theory and propose competing hypotheses for the curvilinear relationships between job insecurity and employee behavioral outcomes, including task performance, organizational citizenship behavior (OCB), creative performance, safety behavior, and counterproductive work behavior (CWB). We also examine the moderating roles of different conceptualizations of job insecurity (i.e., cognitive vs. affective job insecurity; quantitative vs. qualitative job insecurity) in the proposed curvilinear relationships. Our meta‐analysis demonstrates that the negative relationships of job insecurity with task performance and OCB‐organization turn positive after inflection points, supporting the integrated perspective of social exchange theory and job preservation motivation but not activation theory. Moreover, the negative relationships of job insecurity with OCB‐individual and creative performance turn nonsignificant as job insecurity further increases. Finally, job insecurity has a linear, negative relationship with safety behavior, but a linear, positive relationship with CWB‐organization. Interestingly, affective job insecurity has lower inflection points than cognitive job insecurity, and qualitative job insecurity has lower inflection points than quantitative job insecurity. This study provides a deep and fine‐grained understanding of the curvilinear relationships between job insecurity and workplace behaviors and pushes the literature forward by focusing on the nuanced differences among various types of job insecurity.

Pengaruh Job Insecurity dan Stres Kerja Terhadap Turnover Intention Pada Driver Gojek

Turnover intention is a subjective perception of employees to quit their current job with the aim of looking for other opportunities. Turnover intention must be considered so that it does not happen to the company. Factors that cause turnover intention to occur are job insecurity and work stress which are still not paid attention to by the company. This study aims to partially examine the effect of job insecurity and job stress on turnover intention of Gojek drivers in Salatiga. This research was conducted on 40 Gojek drivers. Data collection was carried out by distributing questionnaires directly to Gojek drivers in Salatiga. The results of the study found that job insecurity had no effect on turnover intention but job stress had a significant effect on turnover intention. This is because the job insecurity experienced by the driver can be controlled properly so that it helps the driver in dealing with work stress and can minimize turnover intention.

The Effect of Job Insecurity on Employee Service Innovative Behavior at Axana Hotel Padang

The purpose of this research is to test the effect job insecurity on innovative work behavior at Axana hotel Padang. The sampling method used purposive sampling with 35 employees. The data analysis in this research used a descriptive statistical test method, derivative tests including validity and reliability, and hypothesis testing. The tool used to test in this research used SPSS 25. The result of this research show job insecurity positively relates to innovative work behavior.

On the link between job insecurity and CWB: moderated mediation by employment status and turnover intention

Purpose Despite mounting evidence that job insecurity triggers counterproductive work behavior (CWB), the underlying mechanism within the association in hybrid employment remains unknown. This study aims to investigate turnover intention as a mediator in the association between job insecurity and CWB, as well as the differences between permanent and contract workers concerning the effect of job insecurity on employees’ CWB. Design/methodology/approach Dyadic data were collected from 213 workers (103 contract and 110 permanent workers) and their supervisors, who were employed in one of the three branches of a Chinese state-owned enterprise, respectively, located in Hunan, Shenyang and Xinjiang. Findings This study found that job insecurity was positively related to CWB, in which turnover intention acted as a partial mediator. Employment status acted as a moderator between job insecurity and CWB. Originality/value First, this study extends the theoretical knowledge concerning how job insecurity activates CWB by identifying turnover intention as a mediating mechanism. To the best of the authors’ knowledge, this is the first study to explore the mediating role of turnover intention in terms of job insecurity and CWB. Second, this research expands the understanding of the relation between job insecurity and CWB by investigating this link in the case of contract workers versus permanent workers. Finally, this paper aims to provide an understanding of why contract workers and permanent workers may differ in their reactions to job insecurity.

Pengaruh Job Insecurity dan Job Stress terhadap Turnover Intention

This study aims to determine the effect of job insecurity and job stress on turnover intention at the Alfi Putra Cigarette Company. This research is included in the quantitative research. The location of this research is the Alfi Putra Cigarette Company which is located in RT.12, RW.04, Kayujaran Hamlet, Gumbleb Village, Pogalan District, Trenggalek Regency, East Java. The number of samples in this study using 100 respondents. The sample in this study were PR employees. Alfi Putra. The variables in this study consisted of independent variables, namely job insecurity and job stress, while the dependent variable in this study was turnover intention. In this study, there are three hypotheses that were processed using the SmartPLS Version 3. Analysis tool. Based on the research results obtained, it can be concluded that (1) Job Insecurity has a significant positive effect on Turnover Intention, (2) Job Stress has a significant positive effect on Turnover Intention, (3 ) Job Insecurity and Job Stress have a significant positive effect on Turnover Intention.

Job Insecurity and Its Effect on Organizational Performance: Does Senior Executive Services (SES) Accountability Make a Difference?

ABSTRACT Previous research on the association between job insecurity and performance has yielded inconsistent results. Using longitudinal data from the 2012, 2013, 2014, 2015, and 2016 U.S. Federal Employee Viewpoint Survey (FEVS), this study examines the effect of job insecurity on organizational performance. The results indicate that the overall effect of job insecurity at the U.S. Department of Veterans Affairs (VA) is an increase of approximately 12 percentage points in organizational performance. This study finds that job insecurity plays an important role in determining organizational performance in the context of the employment at-will system for the Senior Executive Service (SES).