Boundaryless Career Orientation and Reactions to Job Insecurity: Some Surprising Results

PurposeThe current study focuses on the role of antecedents to prevent perceived job insecurity and mitigate its negative impacts on work-related well-being. The study examined variables of the resourceful environment (effective organizational communication and involvement), conserved resources (perceived employability and emotional exhaustion) and resource loss (job insecurity) by drawing on the Conservation of Resources (COR) theory for predicting the work-related well-being adding the moderating role of boundaryless career orientation.Design/methodology/approachA sample of 306 salespersons of pharmaceutical companies working in Pakistan was obtained. The hypothesized relationships were tested through structural equation modeling in SmartPLS.FindingsThe results confirmed showed that the organizational communication, employee involvement and perceived employability reduce the perceived job insecurity; however, the emotional exhaustion was positively related. It also confirmed the moderating effect of boundaryless career orientation on relationship of job insecurity and well-being.Practical implicationsTo make employees engaged, the organizations are required to involve employees by sharing knowledge, information and power to make decisions, value their opinion and ensuring the employability. Further, salespersons having a preference of a boundaryless career proved to mitigate negative impact of job insecurity on work-related well-being.Originality/valueMany empirical studies have identified that the perceived job insecurity is one of the major concerns affecting employee's well-being. However, few studies simultaneously have sought to prevent the perceived job insecurity among employees. The findings are important in developing the understanding that how salespersons perceive their capabilities and the work environment of the organization, this perception; resultantly, can influence their behaviors particularly the work engagement dimension of well-being.

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Studying the effects of future-oriented factors and turnover when threatened

International Journal of Contemporary Hospitality Management ◽

10.1108/ijchm-12-2019-1002 ◽

2020 ◽

Vol 32 (8) ◽

pp. 2737-2755

Author(s):

Sean McGinley ◽

Nathaniel Discepoli Line ◽

Wei Wei ◽

Taylor Peyton

Keyword(s):

Lower Order ◽

Turnover Intentions ◽

Job Insecurity ◽

Job Attitudes ◽

Job Embeddedness ◽

Higher Order ◽

Career Orientation ◽

Content Type ◽

Protean Career ◽

Order Construct

Purpose This study aims to examine the nascent stream of literature connecting grit and protean career orientation to job attitudes, turnover intentions and job embeddedness and how job insecurity moderates the aforementioned associations. Design/methodology/approach Based on the threat-rigidity hypothesis and self-determination theory, a series of hypotheses were developed and tested among 1,151 current employees in the hotel/lodging industry in the USA. Structural equation modeling was used to analyze the data and explain the results. Findings Job insecurity played a key moderating role between the lower-order dimensions of grit and the outcome variables, but not with protean career orientation. Specifically, passion and perseverance were associated with job attitudes and turnover intentions differently, questioning the validity of grit as a higher-order construct. Originality/value The study explains how the lower-order dimensions of grit explain turnover and job embeddedness while also suggesting that the validity of grit as a higher-order construct needs to be further examined. The results of this study also may advise managers on how to recruit new hires that will remain with their organizations for the long run.

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The effect of Organizational change on job stress

The Korean Journal of Industrial and Organizational Psychology ◽

10.24230/kjiop.v30i4.563-587 ◽

2017 ◽

Vol 30 (4) ◽

pp. 563-587

Author(s):

YongJae Won ◽

Jinkook Tak

Keyword(s):

Organizational Change ◽

Job Stress ◽

Online Survey ◽

Job Insecurity ◽

Strong Support ◽

Moderating Effect ◽

Future Research ◽

Proposed Model ◽

Boundaryless Career ◽

The Relationship

The purpose of this study was to examine the relationships among organizational change, job stress, and job insecurity. Specifically, this study investigated the influence of organizational change on job insecurity and job stress that was partially mediated by job insecurity. In addition, this study examined moderating effect of boundaryless career attitude on the relationship between job insecurity and job stress. Data was collected from 317 Korean employees who were working in various organization via online survey, and 287 data was used for analysis without unreliable responses. The findings are as follows: First, there were positive relationship among organizational change, job stress, and job insecurity. Second, the results of structural equaition analysis showed strong support for the proposed model, and the result of bootstrapping analysis supported that the effect of organizational change on job stress is partially mediated by the job insecurity. Third, the results of hierarchial analysis showed that there was no moderating effect of boundaryless career attitude on the relationship between job insecurity and job stress. Finally, implications and limitations of this study with the direction for future research were discussed.

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