The effect of procedural fairness and supervisor support in the relationship between job insecurity and organizational citizenship behavior

Bohle, Sergio López; Alonso, Antonio Ramón Mladinic

doi:10.7819/rbgn.v0i0.3023

Cited by 5 publications

(5 citation statements)

References 77 publications

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“…Second, compared with a large body of research on job insecurity and performance outcomes, relatively scant attention has been paid to the effect of job insecurity on OCB. Moreover, extant studies on job insecurity and OCB have mainly focused on maintenance OCB as an outcome of job insecurity [1,21,22,23,24]. However, considering the increasing importance of proactive, innovative behavior in the workplace [25], we find it surprising that virtually no research has examined the effect of job insecurity on change-oriented OCB.…”

Section: Introductionmentioning

confidence: 92%

A Motivational Perspective on Job Insecurity: Relationships Between Job Insecurity, Intrinsic Motivation, and Performance and Behavioral Outcomes

Shin

Hur

Moon

et al. 2019

IJERPH

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As a result of the global economic recession over the past decade, employees have been exposed to constant threats of job insecurity. Despite having conducted extensive research on job insecurity, scholars have paid little attention to the motivational processes underlying employees’ reactions to job insecurity. The purpose of the present study is to examine the relationship between job insecurity, intrinsic motivation, and performance and behavioral outcomes. Drawing on self-determination theory (SDT), we propose a mediated relationship in which job insecurity decreases intrinsic motivation, which, in turn, undermines job performance, organizational citizenship behavior (OCB), and change-oriented OCB. To test our propositions, we collected survey-based data from 152 R&D professionals employed in a South Korean manufacturing company. As predicted, job insecurity was negatively related to intrinsic motivation, which, in turn, had a positive relationship with all three outcomes. Furthermore, job insecurity exerted significant indirect effects on job performance, OCB, and change-oriented OCB through intrinsic motivation. These findings affirm SDT, which posits that motivation, as a key intermediary process, affects employees’ reactions to job stressors.

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Section: Introductionmentioning

confidence: 92%

A Motivational Perspective on Job Insecurity: Relationships Between Job Insecurity, Intrinsic Motivation, and Performance and Behavioral Outcomes

Shin

Hur

Moon

et al. 2019

IJERPH

View full text Add to dashboard Cite

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“…Therefore, not all the data in this research support the research hypothesis (see table 3 and Figure 2). The global economic recession and massive lay-offs (Bohle & Alonso, 2017) have increased feelings of job insecurity from employees (Sun et al, 2020). Therefore, this research aims to analyze and identify the impact of the risk of unemployment on employee subjective well-being (Sora et al, 2019).…”

Section: Resultsmentioning

confidence: 99%

“…The impact of economic recession, pressure in competition, and restructuring activity has increased the use of massive downsizing and lay-off and resulted in the change of environment and organization, job perception to job insecurity has also increased (Bohle & Alonso, 2017). It is worsened by the covid-19 pandemic, which causes the employees' feeling of job insecurity (Sun et al, 2020).…”

Section: Introductionmentioning

confidence: 99%

The Effect of Job Insecurity, Organizational Virtuousness to Subjective Well-being, Organizational Commitment, Organizational Citizenship Behavior, and Job Performance

Nurrohman

Kustiawan

2022

IJD

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The purpose of this research is to explain the connection between job insecurity and organizational virtuousness to work-family conflict, organizational identification, subjective well-being, organizational commitment, organizational citizenship behavior, and job performance. The sample for this research comprises employees working in manufacturing companies in Industrial areas of Banten Province, Indonesia, and those who have worked for more than two years. The sampling is done using purposive sampling with the total number for the sample being 220 and the gathering data using survey method by giving an online questionnaire. To analyze data is using factor analysis and Lisrel Structural Equation Model (SEM), and the findings of the study have proved that job insecurity positively affects subjective well-being, work-family conflict, and organizational identification. On the other hand, organizational identification negatively affects organizational citizenship behavior and job performance. Furthermore, organizational virtuousness positively affects subjective well-being. Subjective well-being positively affects organizational commitment. Also, organizational commitment effects positively to organizational citizenship behavior and job performance. However, subjective well-being effects negatively to job performance.Keywords: job insecurity, subjective well-being, organizational virtuousness, organizational citizenship behavior, job performance. AbstrakTujuan dari penelitian ini adalah untuk menjelaskan hubungan antara job insecurity dan virtuousness organisasi terhadap konflik pekerjaan-keluarga, identifikasi organisasi, kesejahteraan subjektif, komitmen organisasi, perilaku kewargaan organisasi, dan prestasi kerja. Sampel dalam penelitian ini adalah karyawan yang bekerja pada perusahaan manufaktur di Kawasan Industri Provinsi Banten, Indonesia, dan yang sudah bekerja lebih dari 2 tahun. Pengambilan sampel dilakukan dengan menggunakan purposive sampling dengan jumlah sampel 220 orang dan pengumpulan data menggunakan metode survei dengan memberikan kuesioner online. Analisis data menggunakan analisis faktor dan Lirel Structural Equation Model (SEM) dimana temuan penelitian telah membuktikan bahwa ketidakamanan kerja mempengaruhi kesejahteraan subjektif positif, konflik pekerjaan-keluarga, dan identifikasi organisasi. Identifikasi organisasi mempengaruhi perilaku kewargaan organisasi dan kinerja pekerjaan secara negatif. Selanjutnya, kebajikan organisasi mempengaruhi kesejahteraan subjektif positif. Kesejahteraan subjektif berpengaruh positif terhadap komitmen organisasi. Juga, komitmen organisasi berpengaruh positif terhadap perilaku kewargaan organisasi dan kinerja pekerjaan. Namun, kesejahteraan subjektif berpengaruh negatif terhadap prestasi kerja.Katakunci:ketidakamanan kerja, kesejahteraan subjektif, kebajikan organisasi, perilaku kewarganegaraan organisasi, kinerja pekerjaan.

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“…Bohle and Alonso (2017) examined the effect of procedural fairness and supervisory support in the relationship between job security and organisational citizenship behaviour in which social exchange theory is elaborated. The social exchange theory explains that an obligation is created when a receiver benefits from the support or assistance offered.…”

Section: Review Of Literaturementioning

confidence: 99%

Organisational justice, job performance and work engagement: The mediating role of perceived supervisory support

Ahamed

Patrick

Kareem

et al. 2023

Review of Education

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The study establishes a relationship between organisational justice, work engagement, job performance, perceived supervisory support and their sub‐dimensions. The major research objectives of the study were to check if perceived supervisory support does mediate between organisational justice, work engagement and job performance of faculty in higher educational institutions. A research model was framed and tested to determine the direct and indirect effect of justice of faculty members on work engagement and job performance in the presence of supervisory support in higher education sector. The present study is based on 912 faculty members of higher educational institutions. Five valid, reliable and standard questionnaires were adopted to collect primary data from the higher educational institutions' faculty members in south India. From the study, it is proved that perceived supervisory support partially mediates organisational justice, work engagement and job performance.

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The effect of procedural fairness and supervisor support in the relationship between job insecurity and organizational citizenship behavior

Cited by 5 publications

References 77 publications

A Motivational Perspective on Job Insecurity: Relationships Between Job Insecurity, Intrinsic Motivation, and Performance and Behavioral Outcomes

A Motivational Perspective on Job Insecurity: Relationships Between Job Insecurity, Intrinsic Motivation, and Performance and Behavioral Outcomes

The Effect of Job Insecurity, Organizational Virtuousness to Subjective Well-being, Organizational Commitment, Organizational Citizenship Behavior, and Job Performance

Organisational justice, job performance and work engagement: The mediating role of perceived supervisory support

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