Job Insecurity and Organizational Citizenship Behavior, with the Moderating Roles of Positive Psychological Capital and Grit. (c2022)

Abstract

Job Insecurity has been consistently on the rise as a result of Covid-19 and the simultaneous changes taking place as a consequence of current events. The purpose of this research is to analyze how Job Insecurity influences employees’ Organizational Citizenship Behaviors, and whether Positive Psychological Capital and Grit moderate this relationship. This study bridges the gap in the literature regarding the impact of job insecurity on employees’ organizational citizenship behavior during the Covid-19 pandemic. There are also limited studies that explore different personal resources like psychological capital and grit as potential moderators in this relationship. To test the hypotheses set in this study, data was gathered via email and link shared on social media platforms. Using SPSS software and Excel MegaStat, the data collected was analyzed. The empirical data shows that qualitative job insecurity has a negative relationship with organizational citizenship behavior, and positive psychological capital and grit are established as moderators to this relationship. Managers can alleviate job insecurity in the workplace by promoting positive psychological capital and grit amongst employees, both of which will sustain and promote organizational citizenship behavior even during difficult times.

Leader’s paradox mindset, organisational change capability, and performance: a multi-level analysis

“…Another resource in handling the pressures of change is PsyCap, which is highlighted as a factor that fosters a sense of determination and positive attitude when attempting to adapt and succeed in uncertain times (Farroukh et al , 2023). PsyCap studies at the individual level have been widely conducted, whereas studies at the team/collective level are still limited (Newman et al , 2014).…”