Relative impact of differences in job security on performance among local government employees: The moderation of affective commitments

Tetteh, Stephen; Wu, Cisheng; Sungu, Lincoln Jisuvei; Opata, Christian Narh; Agyapong, Gloria Nana Yaa Asirifua

doi:10.1080/14330237.2019.1675980

Cited by 10 publications

(9 citation statements)

References 54 publications

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“…Task performance (i.e., in‐role performance) is defined as behaviors that are expected from employees (Motowidlo et al, 1997). Previous research has revealed a positive (e.g., Tetteh et al, 2019), negative (e.g., Ma et al, 2016), curvilinear (e.g., Selenko et al, 2013), or null (Bohle et al, 2017) relationship between job insecurity and task performance, thereby requiring further clarification.…”

Section: Employee Behavioral Outcomes Of Job Insecuritymentioning

confidence: 95%

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

Jiang

Lawrence

2022

J Organ Behavior

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Summary The 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.

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Section: Employee Behavioral Outcomes Of Job Insecuritymentioning

confidence: 95%

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

Jiang

Lawrence

2022

J Organ Behavior

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“…Previous studies have argued that job security provides employees long-lasting career expectations with an organization, and reciprocally, they are more likely to engage in their activities [47,48]. Furthermore, individuals with highly perceived job security often actively explore alternative ways of solving tasks and demonstrate positive work-related behaviors [49,50]. Therefore, job security can encourage employees to display their ambidexterity.…”

Section: Extrinsic Motivators and Ambidexteritymentioning

confidence: 99%

Airline Cabin Crew Members’ Ambidexterity as the Sustainable Attitude for Prosocial Passenger Service

Choi

Kessler

2022

Sustainability

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The current study aims to explore the intrinsic and extrinsic motivators for cabin crew members’ ambidexterity and to investigate the influence of ambidexterity on prosocial service behavior. The authors employed PLS-SEM to examine the model, using 428 valid samples from cabin crew members, their pursers, and managers working for airlines in South Korea. The study found that challenge, empowerment, and learning goal orientation, among the four dimensions of the intrinsic motivators, have positive and significant influences on cabin crew members’ ambidexterity. The findings also demonstrate that only service climate, among the three extrinsic motivators studied, is associated with ambidexterity. Moreover, the findings reveal a strong relationship between cabin crew members’ ambidexterity and prosocial service behaviors. Based on the findings, the authors addressed theoretical and practical implications related to sustainability literature and the industry.

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“…Prior studies reported three forms of organizational commitment (affective, normative and continuance) that have a significant negative association with turnover intentions (Meyer and Allen, 1997;Hashemi et al, 2015;Nair and Kamalanabhan, 2010;Mosadeghrad, 2013). Of these, affective organizational commitment represents the emotional and attitudinal attachment to an employer organization (Mercurio, 2015;Tetteh et al, 2019). Whilst normative and continuance involve a sense of obligation and costavoidance, respectively (Meyer and Herscovitch, 2001;Snape and Redman, 2003).…”

Section: Commitment and Turnover Intentionmentioning

confidence: 99%

Assessment of perceived labor market conditions in employees’ turnover intention model – mediation and moderation analyzes

Bhat¹,

Khan

Rainayee

2021

PRR

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Purpose This paper aims to examine employee perceptions of the labor market in the employee turnover intention model and explores how different situations outside work (labor market conditions) play a role in employee-organizational membership. In addition, it also examines the mediating role of commitment in the relationship between stress and the turnover model. Design/methodology/approach Data were collected from 628 private school teachers working in the economically depressed state of J&K (India), which were randomly selected. Confirmatory factor analysis was used for validation of a scale. Structural equation modeling and PROCESS by Hayes was used to test the hypothesized relationships between the study variables. Findings The antecedents of occupational stressors contribute negatively toward employees’ psychological state resulting in undesirable employee-organizational relationships such as high turnover intentions and low organizational commitment. Nevertheless, lack of external job opportunities compels employees to maintain organizational membership, even though against the stressful working environment. Research limitations/implications This study while acknowledging the inherent limitations, questionnaires are susceptible to and single sectional nature of the study poses limitations. Practical implications The practical implication explains that the employee and organization relationship is governed more by external economic conditions than by the psychological feelings of the employees toward the organization (organizational commitment). As also, the moral system of employees, as well as their feelings toward the noble profession makes them feel morally exalted and this binds them to the membership of the organization. Originality/value This study mainly focuses on, to understand if and how the conditions of the labor market relate to the employees’ attitudes. This would enable us to gain more insights to the systematic relations of employees’ attitudinal variables such as occupational stress, organizational commitment and employee turnover intentions.

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Relative impact of differences in job security on performance among local government employees: The moderation of affective commitments

Cited by 10 publications

References 54 publications

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

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

Airline Cabin Crew Members’ Ambidexterity as the Sustainable Attitude for Prosocial Passenger Service

Assessment of perceived labor market conditions in employees’ turnover intention model – mediation and moderation analyzes

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