Impact Of Job Insecurity Research Articles

Desperate Times Call for Desperate Measures: The Impact of Job Insecurity on Workplace Cheating Behavior

Desperate Times Call for Desperate Measures: The Impact of Job Insecurity on Workplace Cheating Behavior

The Impact of Job Insecurity and Workplace Bullying on Employee Performance as Measured by Mental Health as an Intervening Variable on Islamic Junior High School Employees in Wajak District, Malang Regency

Human resources work as drivers of an organization, both institutions and companies and function as assets whose abilities must be trained and developed. Human resource management is a science or method of how individuals can be used efficiently, effectively, and optimally so that goals are achieved (goals) with the company, employees, and society. This research aims to determine the effect of job insecurity and workplace bullying on mental health, influence job insecurity and workplace bullying on employee performance, and mental health can mediate the relationship between job insecurity and employee performance as well as mental health relationships between workplace bullying on employee performance. The population of this research is employees of MTs Wajak District Malang Regency, as many as 64 people. Sampling using technique sense. The sample obtained was 64 respondents. The data analysis used is a validity test, reliability test, classical assumption test, and path test. The research results show that (1) job insecurity negative and significant effect on mental health; (2) workplace bullying has a negative and significant effect on mental health; (3) job insecurity significant negative effect on employee performance; (4) workplace bullying negative and insignificant effect on employee performance; (5) mental health positive and significant influence on employee performance; (6) mental health mediating influence job insecurity on employee performance and (7) mental health mediating influence workplace bullying on employee performance.

The Effect of Job Insecurity on Turnover Intention through Job Satisfaction as a Mediating Variable: A Case Study in the Hospital of Nahdlatul Ulama Jombang

This research aims to ascertain, analyze, and elucidate the influence of job insecurity and job satisfaction on turnover intention, the impact of job insecurity on job satisfaction, and the mediating role of job satisfaction in the relationship between job insecurity and turnover intention. The study adopts a quantitative approach and focuses on a population of 222 employees, with a sample size of 70 individuals from Nahdlatul Ulama Hospital in Jombang. Data were collected through the distribution of questionnaires employing a Likert scale. Data analysis was conducted using Structural Equation Modeling–Partial Least Square (SEM-PLS) with the assistance of the SmartPLS software. The findings of this research indicate that the perception of high job insecurity among employees can potentially trigger an increase in turnover intention. Concurrently, high levels of job insecurity may lead to a decline in job satisfaction. Furthermore, low job satisfaction can also contribute to an increase in turnover intention among employees. Additionally, it is observed that job satisfaction partially mediates the relationship between job insecurity and turnover intention. This study contributes valuable insights into the complex dynamics of job insecurity, job satisfaction, and turnover intention in the context of healthcare organizations. The implications of these findings extend to the broader field of human resource management and offer practical guidance for mitigating turnover intention among healthcare professionals.

Identifying Factors Influencing Employee Turnover Rate (A Case Study in Private Schools and Institutions, Alahsa)

Purpose: In the present organizational scenario, retaining talented employees becomes a significant motive for every organization. The present study explores the factors that affect employee turnover intention among employees of private schools in Al AHSA. Design/Methodology/ Approach: The researchers applied quantitative methods to assess the proposed aim of the study. Using cross-sectional data, the study concluded based on 322 samples. Findings: The study demonstrates a negative effect of training and development, job satisfaction and promotion on employees’ turnover intention. Moreover, the impact of job insecurity is positive on employees’ turnover intention. Research, practical and social implications: The study's findings support policymakers and planners in controlling turnover intention by providing practical financial benefits and developing their minds towards staying in the organizations through training and development, satisfaction and secure careers. Originality/ value: This study overcomes the gaps in the empirical investigation of the factors that affect turnover intention among the private schools of Al AHSA, Saudi Arabia.

JD-R model on job insecurity and the moderating effect of COVID-19 perceived susceptibility.

The present research applied a triangulation approach in order to examine the mediating effect of job insecurity and the moderating effect of perceived susceptibility to COVID-19 (PSC) in the Job demands and resources model (JD-R model). Questionnaire and follow-up interview data were collected at two points in time from 292 hotel front-line employees and 15 hotel senior and department managers in Phuket, Thailand. Quantitative results indicated that job insecurity fully mediated the relationship between job demands and job burnout, as well as the relationship between job demands and work engagement. In addition, PSC partially moderated the research model. More specifically, the impact of job insecurity on work engagement is reduced when PSC is low and increased when PSC is high; the impact of job insecurity on job burnout is reduced when PSC is high and increased when PSC is low. Qualitative results further verified the findings of the quantitative study.

Job Protection and Mortgage Conditions: Evidence from Italian Administrative Data*

AbstractThis paper combines administrative data from the Italian social security administration and proprietary data from a major Italian commercial bank to analyse the impact of job protection legislation on mortgage conditions. An exogenous change in the degree of job protection against individual dismissals of workers with open‐ended contracts is identified by exploiting the labour market reform of 2015, the ‘Jobs Act’, which weakened the employment protection of new hires at medium‐sized and large private firms. We find that the lessening of job security led to lower mortgage amounts and a fall in leveraging capacity, as measured by the loan‐to‐value ratio. The impact of job insecurity is mitigated by the presence of co‐mortgagors; it is aggravated for young and low‐income mortgagors.

The perception of job insecurity and organizational citizenship behavior during COVID-19: the moderating roles of positive psychological capital and grit

PurposeIn light of COVID-19 and its subsequent disruptions, along with simultaneous changes and transformations taking place, job insecurity (JI) is significantly heightened among employees. This study aims to analyze how JI influences employees’ organizational citizenship behaviors (OCBs) and whether positive psychological capital (PsyCap) and grit moderate this relationship.Design/methodology/approachTo test the study hypotheses, data was gathered during COVID-19 via convenience sampling. The collected data was analyzed using the Statistical Package for the Social Sciences software and Excel MegaStat.FindingsThe empirical data shows that qualitative JI has a negative relationship with OCB. PsyCap and grit moderate the relationship between both JI dimensions and OCB.Practical implicationsManagers can alleviate JI in the workplace by promoting PsyCap and grit among employees, both of which will sustain and promote OCB, even during difficult times.Originality/valueThis study bridges the gap in the literature regarding the impact of JI on employees’ OCB during the pandemic. This study also adds to the limited number of studies exploring personal resources as potential moderators between JI and organization citizenship behavior.

Does job insecurity stimulate citizen participation? evidence from Chile and Korea

ABSTRACT Research has been conducted on job insecurity and participation in the workplace. However, to date, empirical research on the relationship between job insecurity and citizen participation is extremely scarce. To fill the void, the aim of this study is to examine the nexus between job insecurity and citizen participation in Chile and South Korea where embraced the New Public Management principle. Grievance and resource theory of participation offer contrasting predictions for the influence of job insecurity on citizen participation. Analyzing the wave 7 of the World Values Survey, this paper verifies the two lines of enquiry in examining the influence of job insecurity on citizen participation. The results of an ordered logit regression model demonstrate that the impact of job insecurity on citizen participation varied depending on the types of job insecurity and citizen participation.

The Impact of Job Insecurity on Intrinsic Motivation, Anxiety, Depression, and Job Performance of Information Technology Company Employees in Indonesia

This study aims to explore the influence job insecurity to intrinsic motivation, anxiety, and depression to job performance of information technology company employees at the operator level in Indonesia. Research conducted in 2022 is designed using the purposive sampling method involving 130 IT company employees in the satellite communication system operating sector in Greater Jakarta with a working period of more than 2 years. This quantitative research uses the Structural Equation Model (SEM) method and data were analyzed with Lisrel software. Some of the findings in this study show that intrinsic motivation positive effect on job performance, job insecurity no negative effect on intrinsic motivation and job performance. Vice versa, job insecurity has positive effect on anxiety and depression. Anxiety no negative effect on intrinsic motivation, however depression negative effect on intrinsic motivation. The managerial implications of this research are important for companies to do to suppress or reduce job insecurity what employees feel is that companies need to reduce uncertainty regarding SOPs and goals to be achieved, companies need to create a supportive work climate, focus on developing employee capabilities, and provide clarity regarding the rights employees will get for their duties in the company.

The Impact of Job Insecurity on Knowledge-Hiding Behavior: The Mediating Role of Organizational Identification and the Buffering Role of Coaching Leadership.

As the global economic situation deteriorates due to the prolonged COVID-19 pandemic, the business environment is plagued by uncertainty and risk. To address this, many organizations have sought to optimize efficiency, especially by downsizing and restructuring, to reduce costs. This causes anxiety among employees, who worry about whether they will be fired. We hypothesize that such job insecurity increases knowledge-hiding behavior by employees, and we investigate the mechanism underlying such a negative effect. In addition, we attempt to capture the boundary conditions of how to reduce the adverse effects of job insecurity, focusing on the role of coaching leadership. Using three-wave time-lagged cohort-study data from 346 Korean workers, we empirically found that employees who perceive job insecurity are less likely to feel organizational identification, leading to increased knowledge-hiding behavior. This study also demonstrated that coaching leadership operates as a boundary condition which buffers the negative influence of job insecurity on organizational identification. Theoretical and practical implications are discussed.

Impact of job insecurity during COVID-19 on green entrepreneurial intention of Pakistani entrepreneurs: a moderated mediation model

PurposeThe study aimed at identifying job insecurity during COVID-19 as a determinant of green entrepreneurial intentions under the mediating role of entrepreneurial passion. Further, moderated mediation model of environmental consciousness and environmental knowledge on the relationship between job insecurity during COVID-19 and green entrepreneurial intentions through entrepreneurial passion as a mediator is also measured.Design/methodology/approachThe study employed Statistical Package for the Social Sciences (SPSS) and analysis of a moment structure (AMOS) to calculate the measurement and structure model. Data was collected from the twin cities of Pakistan (Islamabad and Rawalpindi). A total of 389 usable responses were included in the analyses.FindingsConsidering entrepreneurship as a process, the result shows a significant relationship between the study variables. Also, it is realized that entrepreneurial passion serves as an important mediator between job insecurity during COVID-19 and green entrepreneurial intention. Both entrepreneurial knowledge and environmental consciousness have an indirect conditional effect on the relationship between job insecurity during COVID-19 and green entrepreneurial intention with entrepreneurial passion as a mediator. The study tested a novel relationship between job insecurity during COVID-19 and entrepreneurial passion under the lens of contingency theory and entrepreneurial event theory.Research limitations/implicationsThe extreme necessity to choose an alternative to full-time jobs is entrepreneurial endeavors that can be explored by entrepreneurs. Policymakers can capitalize on this scenario by proposing entrepreneurial opportunities which are green as well. The term Green represents an environmental friendly business, which one can start in the context of COVID-19 when everyone is oriented to cleanliness, personal hygiene and environment friendly.Originality/valueThe study tested a novel relationship between job insecurity during COVID-19 and entrepreneurial passion under the lens of contingency theory and entrepreneurial event theory. It contributes to the present stock of knowledge and understanding of the subject by contextualizing the concept of green entrepreneurial intention.

The Impact of Job Insecurity on Job Performance through Job Engagement in Hotel Industry During Covid-19 Period

This study aims to examine the impacts of job insecurity and job engagement on job performance during Covid-19 in the hotel industry in Dili. The study also examines the mediation effect of job engagement on the relationship between job insecurity and job performance. Total employees of 272 of hotel industry were selected as sample, while SMART-PLS 3.0 was used to test the hypotheses. The results indicate that job insecurity and job engagement have significant impacts on job performance, while job engagement plays important role in mediating the relationship between job insecurity and job performance. The study contributes to enrich the theoretical implications of job insecurity, job engagement, and job performance. This research also provides practical implication for hotel managers to readjust strategies during Covid-19 period in order to retain employees.

Why and when job insecurity hinders employees’ taking charge behavior: The role of flexibility and work-based self-esteem

Job insecurity is negatively associated with employees’ extra-role behavior. Studies of this negative impact often use a social exchange or stress–strain perspective to explain how job insecurity impairs employees’ extra-role behavior. This study offers an alternative account. Based on a conservation of resources perspective, the authors propose that job insecurity denotes a threat of loss of resources, which will motivate individuals to focus on how to protect what they have and reduce further loss. Such conservation of resources will limit one’s flexibility, or the ability to consider alternatives and change a course of action in response to environmental changes, and thus undermine employees’ extra-role behavior for pursuing constructive changes at work (i.e., taking charge). The authors also propose that the impact of job insecurity on flexibility can be more detrimental to employees higher in work-based self-esteem (i.e., domain-specific self-esteem) due to the experience of self-concept dissonance. The results, obtained from 188 employees in 19 teams of a manufacturing company, supported the hypotheses, while mechanisms suggested by a social exchange perspective (i.e., felt obligation to organizations) and a stress–strain perspective (i.e., vigor) were taken into account. This investigation extends understanding of how and why job insecurity influences employees’ work behavior, as well as who is most vulnerable to job insecurity.

Impact of Job Insecurity on Work–Life Balance during COVID-19 in India

The ongoing health crisis has impacted businesses worldwide, drastically reducing production, consumption and distribution of goods and services, leading to an economic downturn. An increasing unemployment rate has led to a surge in the sense of job insecurity among employees. Lack of job security has a direct impact on an employee’s health and work–life balance. This article focusses on the relationship between and impact of job insecurity on work–life balance, that is, to understand the impact of perceived job insecurity on working hours, employee’s health and reduced family time. Using a self-completed questionnaire, data was collected from 413 employees from different sectors like construction, banks, hospitals, hotels, schools, FMCG, telecommunication, etc., in India, which assisted in testing five hypotheses. The study found a positive relationship between job insecurity and health issues and work–life conflict. Additionally, job insecurity was negatively linked with job performance. Regression analysis showed mediating effects of work demand, work time, family time and family demand on the relationship of job insecurity with health issues, job performance and work–life conflict. However, the article also discusses various effective mechanisms to reduce job insecurity and ways to curb its negative impacts on various organizational and personal outcomes.

The Impact of Job Insecurity on Health Behaviors: Evidence From the Chinese State-Owned Enterprise Reform

The Impact of Job Insecurity on Health Behaviors: Evidence From the Chinese State-Owned Enterprise Reform

The Impact of Job Insecurity and Distributive Injustice Post COVID-19 on Social Loafing Behavior among Hotel Workers: Mediating Role of Turnover Intention.

The COVID-19 pandemic has severe psychological and psychosocial impacts on hotel workers. This study examines the causal direct impact of both job insecurity and distributive injustice, which were common in hotels post COVID-19, on social loafing behavior among hotel workers, and the indirect impact through turnover intention. Data were collected from 850 hotels workers in the Kingdom of Saudi Arabia. Using results obtained through structural equation modeling (SEM), the spread of both job insecurity and distributive injustice positively and significantly influences turnover intention among hotel workers post the COVID-19 pandemic. The results also found that turnover intention fully mediates the influence of both distributive injustices on social loafing behavior. On the other side, it partially mediates job insecurity on social loafing behavior among hotel workers. Implications for scholars and practitioners as well as limitations of current research are discussed.

Amid the COVID-19 Pandemic, Unethical Behavior in the Name of the Company: The Role of Job Insecurity, Job Embeddedness, and Turnover Intention.

The worldwide economic crisis initiated by the COVID-19 pandemic certainly altered the perception of regular job insecurity dimensions and brought these to the ultimate level. When employees feel insecure, they may decide to participate in unethical behavior in the name of the company to avoid layoff and become retained employees. This study investigated the relationship between job insecurity and unethical organizational behavior through the mediating role of job embeddedness and turnover intention. A total of 685 employees working in five- and four-star hotels and category A travel agents participated in this study. Data were analyzed using structural equation modeling. Job embeddedness and turnover intention were found to be partially mediated by the impact of job insecurity on unethical organizational behavior. Theoretical and practical implications were identified and discussed.

The Negative Effect of Job Insecurity in the Virtuous Cycle Between Trust in the Organization, Subjective Well-Being, and Task Performance in the Current Volatility, Uncertainty, Complexity, and Ambiguity Context.

Over the past decade, job insecurity referring to the employees’ perceived threat to the continuity and stability of employment as it is currently experienced has become a hot topic. A general assumption, supported by the findings, is that job insecurity causes far-reaching negative consequences for the employee health and well-being, attitudes toward organization and the job, and behaviors at work. However, the focus on behavioral outcomes, especially on employee performance at work, is still scant. Moreover, the literature remains fragmented concerning the impact of job insecurity on employee trust in the organization and how the trust influences employee subjective well-being (SWB), which in turn affects employee performance. Consequently, the link between job insecurity and SWB needs more investigation. Trying to narrow the gap, the paper aims at revealing the linkage between job insecurity, trust in the organization, SWB, and task performance. Quantitative data were collected in Lithuania. As predicted, the results revealed that job insecurity had a negative impact on trust in the organization and employee SWB. In case of linkage between job insecurity and task performance, the hypothesis was rejected. In general, these findings affirmed that job insecurity was a hindrance stressor, which needed to be considered when managing human resources in the current volatility, uncertainty, complexity, and ambiguity context.

Job Insecurity, Job Instability, and Job Satisfaction in the Context of the COVID-19 Pandemic

The COVID-19 pandemic has brought new challenges regarding employee adaptation to change as well as job security, with levels of wellbeing and satisfaction being greatly affected. Based on the literature as well as on Adaptation-level Theory, Stress and Coping Theory, and Motivationhygiene Theory, this paper approaches the link between job insecurity and job instability during the COVID-19 pandemic along with employee job satisfaction in an emerging market. The proposed conceptual model analyses the influence of job instability and job insecurity on individual job satisfaction, including supervisor support and promotion opportunities. The survey-based empirical study was implemented with the aid of a questionnaire taken by 568 employees in Romania. The results determined with the help of a correlation analysis highlight a strong, direct, and positive link between job instability and employee insecurity in increasing employee competitiveness. The impact of job insecurity and instability on the components considered in terms of job satisfaction vary. Job insecurity was shown to manifest a negative correlation only with regard to satisfaction concerning supervisor support and promotion opportunities. Perceived job instability showed a significant negative impact on individual work satisfaction, satisfaction with supervisor support and promotion opportunities. This paper also enhances the human resources literature by demonstrating how organisational competitiveness might be enhanced during a global pandemic by focusing on employees.

The Effect of Job Insecurity and Life Uncertainty on Everyday Consumptions and Broader Life Projects during COVID-19 Pandemic.

Contemporary society is characterized by a high level of uncertainty in many domains of everyday life. The COVID-19 pandemic has generated a deep economic crisis, exacerbating worldwide feelings of uncertainty and precarity. Individuals with insecure jobs have (and will) probably suffered the most from this situation. Workers with higher job insecurity have poorer psychological and physical health, display more negative work attitudes and are less satisfied about their life. However, much less is known about the impact of job insecurity and life uncertainty on consumer behavior. Using the Conservation of Resources theory as a framework, the present study examines a model in which job insecurity and life uncertainty would have a negative effect on everyday consumptions and broader life projects of individuals. Data collection was conducted in Italy in June and July 2020 during COVID-19 pandemic, in the immediate aftermath of the national lockdown. In a sample of 830 workers, the results of a mediation analysis showed that job insecurity and life uncertainty had a detrimental impact of consumer behaviors, since they were significantly associated with higher propensity to sacrifice and reduce everyday short-term consumptions (e.g., buying food) and greater perceived unaffordability of broader long-term life projects (e.g., buying a house).