Who’s more vulnerable? A Generational Investigation of COVID-19 Perceptions effect on Organisational Citizenship Behaviours: Job Insecurity, Burnout and Job Satisfaction as Mediators

Abstract

This paper is an empirical investigation that examines a path model linking COVID-19 perceptions to organisational citizenship behaviour (OCBs) via three mediators: job insecurity, burnout, and job satisfaction. The research examines the path model invariance spanning Generations X, Y, and Z. Three countries in the Middle East and North Africa (MENA) were the focus of the study. The data was collected from a sample of employees in service companies. We used a Partial Least Square Structural Equation Modelling (PLS-SEM) to analyse the data. Our findings reveal that COVID-19 positively predicts job insecurity, which positively impacts burnout levels. Burnout negatively predicts job satisfaction. The findings established that job satisfaction positively predicts OCBs. The mediation analysis determined that job insecurity, burnout and job satisfaction convey the indirect effects of COVID-19 perceptions onto OCBs. However, our multi-group analysis revealed that the indirect effects of COVID-19 on OCBs were only valid amongst younger generations, i.e., Generation Y and Generation Z. Finally, our hypothesised model is not invariant across Generations X, Y and Z. Specifically, younger generations are substantially more vulnerable to the indirect effects of COVID-19 perceptions on their engagement in OCBs than Generation X whose job satisfaction blocks the effects of COVID-19 perceptions on OCBs.

Knowledge and Perception on Overclaim against the Behaviors of Implementing the COVID-19 Prevention Protocol Communities in Indonesia

“…Previous study with 633 participants revealed that better understanding shapes perceptions that affect behavior (Lim et al, 2021). Another previous study revealed that the perception of COVID-19 can positively predict behavior indirectly (Mahmoud et al, 2021).…”

Factors Influencing Performance Appraisal Effectiveness in ODL Institutions

“…Another study conducted by Salbiyah et al (2019) on the effect of work motivation on the performance of female lecturers at University of Muhammadiyah Surabaya (UMSurabaya) showed that work motivation significantly affected the performance of female lecturers at UMSurabaya. Job satisfaction is defined as the degree to which an employee likes their job or dislikes it (Mahmoud et al, 2020). Based on a study conducted by Mahmoud et al (2020), job satisfaction significantly and fully mediates the relationship between employees' attitudes towards performance appraisal system and trust.…”

“…Job satisfaction is defined as the degree to which an employee likes their job or dislikes it (Mahmoud et al, 2020). Based on a study conducted by Mahmoud et al (2020), job satisfaction significantly and fully mediates the relationship between employees' attitudes towards performance appraisal system and trust.…”

Subjective Job Insecurity During the COVID-19 Pandemic in Italy

“…Sudden and unexpected transformations in working conditions, also caused by a widespread shift to remote work from home and difficulties in conciliating work with personal life, with increasing efforts to maintain the work-life balance, especially for women, are likely to impact employees' fear of losing their jobs worldwide. Within this scenario, this paper studies subjective job insecurity in Italy during a period when "COVID-19 has caused structural economic and policy changes that have weakened job security" (Mahmoud et al 2021).…”