Safety-Related Moral Disengagement in Response to Job Insecurity: Counterintuitive Effects of Perceived Organizational and Supervisor Support

2018 ◽  
Vol 162 (2) ◽  
pp. 343-358 ◽  
Author(s):  
Tahira M. Probst ◽  
Laura Petitta ◽  
Claudio Barbaranelli ◽  
Christopher Austin
Keyword(s):  
Moral Disengagement ◽  
Job Insecurity ◽  
Supervisor Support

Deviance and exit: The organizational costs of job insecurity and moral disengagement.

2017 ◽  
Vol 102 (1) ◽  
pp. 26-42 ◽  
Author(s):  
Guo-hua Huang ◽  
Ned Wellman ◽  
Susan J. Ashford ◽  
Cynthia Lee ◽  
Li Wang
Keyword(s):  
Moral Disengagement ◽  
Job Insecurity ◽  
Organizational Costs

scholarly journals Job Insecurity in the COVID-19 Pandemic on Counterproductive Work Behavior of Millennials: A Time-Lagged Mediated and Moderated Model

2021 ◽  
Vol 18 (16) ◽  
pp. 8354
Author(s):  
Fei Yiwen ◽  
Juhee Hahn
Keyword(s):  
Moral Disengagement ◽  
Psychological Capital ◽  
Job Insecurity ◽  
Negative Emotions ◽  
Counterproductive Work Behavior ◽  
Mediating Effect ◽  
Work Behavior ◽  
Moderating Variables ◽  
Mediating Role ◽  
Time Lagged

During the COVID-19 pandemic, the market environment for the information technology (IT) industry changed dramatically, presenting companies with numerous obstacles in day-to-day management activities and changing business needs. Previous studies found that job insecurity due to COVID-19 significantly impacted millennials. Our research explored the effect of job insecurity on counterproductive work behavior among millennial employees during the COVID-19 period, using moral disengagement as a mediating variable, and psychological capital and negative emotions as moderating variables. In this study, 298 employees working in Chinese IT companies completed the questionnaire survey. We collected data from employees over three different time intervals (baseline, three weeks later, and six weeks later) to mitigate the issues of common method bias and single-source data. We analyzed the collected data using SPSS25.0 and Amos24.0 for structural modeling. Our research results indicate that job insecurity is positively associated with counterproductive work behavior, and moral disengagement plays a mediating role. In addition, psychological capital moderates the relationship between job insecurity, moral disengagement, and counterproductive work behavior. Negative emotions also moderate the mediating effect of moral disengagement between job insecurity and CWB.

Job Insecurity During an Economic Crisis: The Psychological Consequences of Widespread Corporate Cost-Cutting Announcements

2021 ◽  
Author(s):  
Drake Van Egdom ◽  
Christiane Spitzmueller ◽  
Erica Baranski
Keyword(s):  
Economic Crisis ◽  
Organizational Context ◽  
Job Insecurity ◽  
Self Regulation ◽  
Supervisor Support ◽  
Full Time ◽  
Economic Crises ◽  
Theoretical Understanding ◽  
Cost Cutting ◽  
Combining Data

Economic crises, such as the one induced by the COVID-19 pandemic, and resulting widespread corporate cost-cutting, drastically alter the nature of work. Job insecurity represents a critical intermediate between the economic ramifications of an economic crisis and work and stress outcomes, however, the underlying cognitive consequences of job insecurity and how to buffer those effects are not well understood. We examine how corporate cost-cutting announcements indirectly relate to employees’ attention through their relationship with employee job insecurity and investigate supervisor support as a potential buffer of these relationships. We used multi-source data to test our research model, combining data on cost-cutting announcements (budget cuts, layoffs, and furloughs) in news articles for 165 organizations with survey data from 421 full-time employees from these organizations between March 26, 2020 and April 8, 2020. Cost-cutting announcements are positively related to job insecurity, which is related to employee’s attention with supervisor support mitigating the effects of job insecurity on attention. Grounded in self-regulation theories, we contribute to and extend the theoretical understanding of the organizational context for job insecurity and cognitive outcomes. We discuss the implications for organizations to manage and prepare for future economic crises, specifically on organizational communication and supervisor interventions.

scholarly journals Nexus between perceived job insecurity and employee work-related outcomes amid COVID-19: Attenuating effect of supervisor support

2021 ◽  
pp. 1-10
Author(s):  
Shuaib Ahmed Soomro
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Stress ◽  
Organizational Support ◽  
Job Insecurity ◽  
Supervisor Support ◽  
Work Outcomes ◽  
Perceived Supervisor Support ◽  
Perceived Job Insecurity

OBJECTIVE: This study aims to examine perceived job insecurity as an antecedent of adverse psychological well-being and job outcomes (i.e., job satisfaction and organizational commitment), applying conservation of resources and organizational support theories. The study also investigated the role of perceived supervisor support as a moderator in the study. METHODS: Two-wave longitudinal data (n = 385) was collected with two months between Time 1 and Time 2. Data collected from employees working in two MNCs in Pakistan. A conceptual framework was developed where the mediating role of work stress on the job insecurity relationship is conditional to the values of job satisfaction and organizational commitment. RESULTS: During analysis, a positive association was found between job insecurity and work stress. Further, job insecurity led to work stress and it negatively led to job satisfaction and organizational commitment. Perceived supervisor support moderated work stress and job satisfaction and organizational commitment. The moderated mediation results indicate that supervisor support moderated the indirect effect of job insecurity on work outcomes. CONCLUSION: This paper examines the relationship between job insecurity and employee work outcomes amidst COVID-19. The findings have significant implications for employers and employees. Moreover, study findings expand our knowledge of COR theory and Organizational support theory for MNCs employees in the Covid-19 pandemic.

Knowledge-withholding behaviours among IT specialists: the roles of job insecurity, work overload and supervisor support

2021 ◽  
pp. 1-17
Author(s):  
Roman Kmieciak
Keyword(s):  
Job Insecurity ◽  
Negative Relationship ◽  
Supervisor Support ◽  
Future Research ◽  
Significant Relation ◽  
Work Overload ◽  
Software Company ◽  
Path Modelling ◽  
The Relationship ◽  
Perceived Job Insecurity

Abstract The purpose of this paper is to explore factors that have an impact on information technology (IT) specialists' concealment of knowledge from their supervisors. A survey questionnaire was used to collect data from 118 IT specialists from a large Polish software company. The data analyses were conducted using partial least-squares path modelling. The results revealed that perceived work overload (PWO) is positively related to perceived job insecurity (PJI), and that PJI is positively related to vertical knowledge withholding (VKW). Contrary to expectations, no significant relation was found between PWO and VKW. Moreover, there is a negative relationship between supervisor support (SS) and VKW. This study introduces the concept of VKW and places it in the context of the relationship between subordinates and superiors. Managers can use the results to limit knowledge withholding among IT specialists. To confirm achieved results, future research can use larger samples and be conducted in different sectors.

Following the Ants

2017 ◽  
Vol 33 (6) ◽  
pp. 409-421 ◽  
Author(s):  
Anne B. Janssen ◽  
Martin Schultze ◽  
Adrian Grötsch
Keyword(s):  
Short Form ◽  
Supervisor Support ◽  
Proactive Personality ◽  
Work Behavior ◽  
Model Fit ◽  
Item Selection ◽  
Short Version ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Two Measures

Abstract. Employees’ innovative work is a facet of proactive work behavior that is of increasing interest to industrial and organizational psychologists. As proactive personality and supervisor support are key predictors of innovative work behavior, reliable, and valid employee ratings of these two constructs are crucial for organizations’ planning of personnel development measures. However, the time for assessments is often limited. The present study therefore aimed at constructing reliable short scales of two measures of proactive personality and supervisor support. For this purpose, we compared an innovative approach of item selection, namely Ant Colony Optimization (ACO; Leite, Huang, & Marcoulides, 2008 ) and classical item selection procedures. For proactive personality, the two item selection approaches provided similar results. Both five-item short forms showed a satisfactory reliability and a small, however negligible loss of criterion validity. For a two-dimensional supervisor support scale, ACO found a reliable and valid short form. Psychometric properties of the short version were in accordance with those of the parent form. A manual supervisor support short form revealed a rather poor model fit and a serious loss of validity. We discuss benefits and shortcomings of ACO compared to classical item selection approaches and recommendations for the application of ACO.

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