A test of job security's direct and mediated effects on withdrawal cognitions

Davy, Jeanette A.; Kinicki, Angelo J.; Scheck, Christine L.

doi:10.1002/(sici)1099-1379(199707)18:4<323::aid-job801>3.0.co;2-#

Cited by 247 publications

(58 citation statements)

References 39 publications

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“…For instance the need for security is one of the most -294-Journal of Industrial Engineering and Management -http://dx.doi.org/10.3926/jiem.1530 basic needs, according to Alderfer's (1969), Maslow's (1968), and McGregor's (1960 theories. Davy, Kinicki and Scheck (1997) assert that, job security refers to an individual's expectations about continuity in a job situation, and extends to concern over loss of desirable job features such as promotion opportunities and working conditions. Though Herzberg's two-factor theory posits that extrinsic or hygiene factors do not motivate, but prevent dissatisfaction and pain, it can be argued that the presence of these extrinsic factors among mine workers leads to motivation and impacting on their performance according to the empirical findings that support that claim.…”

Section: H2: There Is a Significant Relationship Between Extrinsic Momentioning

confidence: 99%

Employee motivation and work performance: A comparative study of mining companies in Ghana

Kuranchie-Mensah

Amponsah‐Tawiah

2016

JIEM

106

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Abstract:Purpose: The paper empirically compares employee motivation and its impact on performance in Ghanaian Mining Companies, where in measuring performance, the job satisfaction model is used.Design/methodology/approach: The study employed exploratory research design in gathering data from four large-scale Gold mining companies in Ghana with regards to their policies and structures in the effectiveness of motivational tools and strategies used by these companies. Findings:The study observed that, due to the risk factors associated with the mining industry, management has to ensure that employees are well motivated to curb the rate at which employees embark on industrial unrest which affect performance, and employees are to comply with health and safety rules because the industry contribute hugely to the Gross Domestic Product (GDP) of the country. Research limitations/implications:Limitation to the present study include the researcher's inability to contact other mining companies. However, the study suggests possibilities for future research including contacting other mining companies, expanding the sample size, managers ensuring that the safety and health needs of staff are addressed particularly those exposed to toxic and harmful chemicals.-255-Journal of Industrial Engineering and Management -http://dx.doi.org/10.3926/jiem.1530 Originality/value: A lot of studies have been done on mining companies in the past. This paper fills a gap perceived that employees in this sector are highly motivated in spite of the challenges being faced by them, and knowing more about what keeps employees moving is still of national interest.

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Section: H2: There Is a Significant Relationship Between Extrinsic Momentioning

confidence: 99%

Employee motivation and work performance: A comparative study of mining companies in Ghana

Kuranchie-Mensah

Amponsah‐Tawiah

2016

JIEM

106

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“…Perceptions of job insecurity, defined as concerns about continuity in a Individual Layoff History and Voluntary Turnover ! 11 job situation (Davy, Kinicki, & Scheck, 1997), and reduced loyalty should be especially prevalent among layoff victims, who, having been previously targeted for layoff, are less likely to underestimate the threat of layoff. The job insecurity research, however, does not explicitly address the key spillover assumption underlying the lay business free-agent argument-i.e., that a layoff event induces job insecurity upon the victim's reemployment.…”

Section: Trust In Post-layoff Jobsmentioning

confidence: 99%

Creating a more quit-friendly national workforce? Individual layoff history and voluntary turnover.

Davis¹,

Trevor²,

Feng³

2015

Journal of Applied Psychology

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While Bureau of Labor Statistics data reveal that U.S. employers laid off over 33 million employees since 1994, virtually no research has addressed the behavior of layoff victims upon reemployment. In a first step, we investigate how layoffs shape voluntary turnover behavior in subsequent jobs. Utilizing a recently developed fixed effects specification of survival analysis, we find that a layoff history is positively associated with quit behavior. This effect is partially mediated by underemployment and job satisfaction in the post-layoff job. The remaining indirect effect is consistent with the notion that layoffs produce a psychological spillover to postlayoff employment, which then manifests in quit behavior.We also find that layoff effects on turnover attenuate as an individual's layoffs accumulate and vary in magnitude according to the turnover "path" followed by the leaver. While Bureau of Labor Statistics data reveal that U.S. employers laid off over 33 million employees since 1994, virtually no research has addressed the behavior of layoff victims upon reemployment. In a first step, we investigate how layoffs shape voluntary turnover behavior in subsequent jobs. Utilizing a recently developed fixed effects specification of survival analysis, we find that a layoff history is positively associated with quit behavior. This effect is partially mediated by underemployment and job satisfaction in the post-layoff job. The remaining indirect effect is consistent with the notion that layoffs produce a psychological spillover to post-layoff employment, which then manifests in quit behavior. We also find that layoff effects on turnover attenuate as an individual's layoffs accumulate and vary in magnitude according to the turnover "path" followed by the leaver.Individual Layoff History and Voluntary Turnover ! 3Creating a More Quit-Friendly National Workforce? Individual Layoff History and Voluntary TurnoverOne of the standard mechanisms through which today's companies attempt to cope with competitive pressures is through downsizing (Cascio, 1993). The extent to and manner in which downsizing contributes to subsequent organizational performance is a complex issue, with scholars offering explanations for both positive (e.g., Love & Nohria, 2005) and negative downsizing effects (e.g., Trevor & Nyberg, 2008). What there is no dispute about, however, is the prevalence of downsizing in the U.S.-the Bureau of Labor Statistics reports over 30 million layoffs between 1994 and 2010, a figure that does not include small-scale layoffs (i.e., those displacing fewer than 50 employees). While layoffs are more numerous when firms are struggling economically (Cascio, 1993), company financial health, employee tenure, job performance, and industry all fail to protect American employees from the layoff axe (Cascio, 2002).Often lost in the analysis of layoffs and their effects on the companies that initiate them is that a majority of layoff victims ultimately find new jobs. In the aggregate, these millions of victims therefore ...

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“…For example, certain types of organizational commitment, a psychological state that connects the individual to the organization and affects the employee's subsequent actions (Allen & Meyer, 1990), have been found to be primarily negatively related to the experiencing of job insecurity. Several studies have found that affective commitment, the emotional attachment to the organization, has been negatively associated with job insecurity (Ashford, et al, 1989;Bernhard-Oettel et al, 2011;Davy et al, 1997;Hellgren et al, 1999;Rosenblatt et al, 1999). Moreover, job insecurity has also been related to the workforce's increased resistance to change (Noer, 1993;Rosenblatt & Ruvio, 1996).…”

Section: Organizational Short-term Outcomesmentioning

confidence: 99%

Job Insecurity and Its Consequences: Investigating Moderators, Mediators and Gender

Richter¹

2011

PsycEXTRA Dataset

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This thesis has aimed at increasing our understanding of the relations between job insecurity and its consequences by addressing several specific research aims. The first research aim focused on increasing the range of job insecurity consequences by studying the relation between job insecurity and work-family conflict over time in order to investigate the directionality of their association, which was addressed in Study 3. It was found that job insecurity affected work-family conflict one year later, but only among men.The second research aim addressed mechanisms involved in the job insecurity-outcome relations. Factors that might make employees more vulnerable to, or buffer against the negative effects of job insecurity were studied. Coping with job insecurity was investigated as potential moderating factors in Study 1. The results showed that problem-focused coping did not function as a buffer, nor did devaluation coping and avoidance coping, the two types of emotion-focused coping studied. Avoidance coping was actually a vulnerability factor for men, and related to more negative reactions to job insecurity in terms of job satisfaction and mental health complaints. Two forms of job dependence were also investigated in Study 2 as potential moderating factors of the relations between job insecurity and its outcomes. It was found that the relative contribution to the household income functioned as a vulnerability factor for men. Higher levels of work centrality combined with either quantitative or qualitative job insecurity were related to higher levels of job satisfaction among women. As a final mechanism, workload was investigated as a mediating variable of the relation between job insecurity and its outcomes in Study 3. The results showed that workload linked job insecurity to work-family conflict one year later, but only for men.The third research aim of this thesis addressed gender, and differences between men and women were found in all three studies, where men overall seemed to suffer more from job insecurity. All in all, these results confirm previous results regarding the negative impact of job insecurity, but also provide information regarding important areas for future research to study, such as the further investigation of mechanisms as well as the role of gender.

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A test of job security's direct and mediated effects on withdrawal cognitions

Cited by 247 publications

References 39 publications

Employee motivation and work performance: A comparative study of mining companies in Ghana

Employee motivation and work performance: A comparative study of mining companies in Ghana

Creating a more quit-friendly national workforce? Individual layoff history and voluntary turnover.

Job Insecurity and Its Consequences: Investigating Moderators, Mediators and Gender

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