Job insecurity as a mediator between fearing COVID-19 and turnover intention: empirical evidence during the COVID-19 pandemic

Abstract

PurposeThe fear of COVID-19 has been identified as a significant predictor of adverse work-related outcomes. Grounded on conservation of resource theory, this study examines the impact of fear of COVID-19 on faculty members' job turnover intention (TI) and job insecurity, as well as the relationship between job insecurity and TI. Additionally, the authors investigate job insecurity as a potential mediating variable between the fear of COVID-19 and TI.Design/methodology/approachData were collected from faculty members (n = 226) working in Pakistan's public sector universities and analysed through PLS-SEM using SmartPLS software.FindingsThe results indicated that fear of COVID-19 was positively and significantly associated with both TI and job insecurity. Furthermore, the results demonstrate that job insecurity has a positive correlation with TI. In addition, the study's findings endorsed the mediating role of job insecurity between fear of COVID-19 and TI.Practical implicationsThe study highlights the importance of addressing the fear of COVID-19 and job insecurity among faculty members, as they are significant predictors of TI. The findings suggest employers should prioritise providing a safe work environment and reducing uncertainty to retain their workforce during the pandemic.Originality/value This study adds to the literature as it conceptualises the indirect mechanism that links fear of COVID-19 to TI and job insecurity and provides practical implications that may reduce faculty members' TI.

Social and psychological resources moderate the relation between anxiety, fatigue, compliance and turnover intention during the COVID-19 pandemic

“…For this reason, previous studies have mainly adopted cross-sectional analysis methods to analyze the relationship between anxiety and outcomes during the COVID-19 pandemic relying on the COR theory. For example, the pain and anxiety caused by environmental changes during the pandemic decreased work performance and increased intentions to quit (Chen et al, 2023;Kakar et al, 2023;Kumar et al, 2021;Obuobisa-Darko & Sokro, 2023;Singh & Kaurav, 2022), and that alternatively available psychological and social resources moderated these relationships (Pradhan et al, 2023;Farroukh et al, 2023;Kokubun et al, 2022).…”