Job insecurity and impression management

2019 ◽  
Vol 25 (3) ◽  
pp. 306-324
Author(s):  
Tahira M. Probst ◽  
Lixin Jiang ◽  
Sergio Andrés López Bohle
Keyword(s):  
Job Performance ◽  
Impression Management ◽  
Job Insecurity ◽  
Reciprocal Causation ◽  
Content Type ◽  
Working Adults ◽  
The Usa ◽  
Competing Models ◽  
The Relationship ◽  
Perceived Job Insecurity

Purpose The purpose of this paper is to test competing models of the relationship between job insecurity and two forms of impression management (self- and supervisor-focused) on job performance. Specifically, does job insecurity lead to greater subsequent impression management; or, does preventative use of impression management subsequently lead to reductions in job insecurity? Additionally, how do these both relate to in-role performance? Design/methodology/approach Using two-wave survey data collected from 184 working adults in the USA and the two-step approach recommended by Cole and Maxwell (2003) and Taris and Kompier (2006), the authors tested cross-lagged relationship between job insecurity and both forms of impression management by comparing four different models: a stability model, a normal causation model (with cross-lagged paths from T1 job insecurity to T2 impression management), a reversed causation model (with cross-lagged paths from T1 impression management to T2 job insecurity) and a reciprocal causation model (with all cross-lagged paths described in the normal and reversed causation model). Findings Results were supportive of the reversed causation model which indicated that greater use of supervisor-focused impression management at Time 1 predicted lower levels of job insecurity at Time 2 (after controlling for prior levels of job insecurity); moreover, job insecurity at Time 1 was then significantly associated with more positive in-role behaviors at Time 2. Moreover, the test of the indirect effect between T1 impression management and T2 performance was significant. Originality/value These results suggest that impression management clearly plays an important role in understanding the relationship between job insecurity and job performance. However, employees appear to utilize impression management as a means of pre-emptively enhancing their job security, rather than as a tool to reactively cope with perceived job insecurity.

Examining the relationships between face concerns and dissent

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Stephen M. Croucher ◽  
Stephanie Kelly ◽  
Hui Chen ◽  
Doug Ashwell
Keyword(s):  
Pearson Correlation ◽  
Ordinary Least Squares ◽  
Conflict Behavior ◽  
Self Presentation ◽  
Content Type ◽  
Organizational Assimilation ◽  
Working Adults ◽  
Confirmatory Factor ◽  
The Usa ◽  
The Relationship

Purpose The purpose of this study is to examine the relationships between face concerns, articulated (upward) dissent and organizational assimilation. In this study, articulated dissent was conceptualized as a type of dissent. Design/methodology/approach A questionnaire was distributed to 370 working adults in the USA via Qualtrics. The questionnaire measured five face concerns, namely, self, other and mutual-face, articulated dissent and organizational assimilation. Before hypothesis testing, each measure was subjected to a confirmatory factor analysis to ensure that the hypothesized factor structure held. Pearson correlation and ordinary least squares estimation were used to test the hypotheses. Findings Conceptualizing dissent as a type of conflict, the findings of the current study are as follows: self-face and assimilation are positively correlated, other-face and assimilation are positively correlated, mutual-face and assimilation are positively correlated, assimilation and articulated dissent are positively correlated and organizational assimilation mediated the relationship between mutual-face and articulated dissent. Research limitations/implications Theoretically, the self-presentation process (face) is more critical as a person becomes part of an organization; it is through assimilating into an organization that members become familiar with the norms of an organization and more comfortable dissenting to their superiors (articulated dissent); and the more the authors integrate with the work colleagues the more the authors engage in mutual face-saving. Practical implications The results of this study demonstrate that self-presentation is critical as a person becomes part of an organization, particularly when it comes to managing conflict. Originality/value This is the first study to link facework with organizational dissent. The results add to the understanding of how face affects whether we choose to express this kind of conflict behavior.

Assessment of the effects of supervisor behaviour, safety motivation and perceived job insecurity on underground miner’s safety citizenship behaviour

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Prince Ewudzie Quansah ◽  
Yongyue Zhu ◽  
Anthony Frank Obeng
Keyword(s):  
Conceptual Framework ◽  
Job Insecurity ◽  
Hierarchical Regression ◽  
Moderator Variable ◽  
Content Type ◽  
Managerial Practices ◽  
Independent Variable ◽  
The Relationship ◽  
Perceived Job Insecurity ◽  
Safety Motivation

Purpose This paper aims to investigate the effect of mining supervisor behaviour, safety motivation and perceived job insecurity on Ghanaian underground miner’s safety citizenship behaviour. Design/methodology/approach The authors proposed a conceptual framework that tested supervisor behaviour as an independent variable, safety motivation as a mediator variable, perceived job insecurity as a moderator variable and safety citizenship behaviour as a dependent variable. The authors tested the hypothesized relationships using 351 valid responses collected through a structured questionnaire using hierarchical regression analysis. Findings Results revealed that both components of supervisor behaviour significantly influenced safety motivation and safety citizenship behaviour. Furthermore, safety motivation could mediate the relationships between both components of supervisor behaviour and safety citizenship behaviour. Also, perceived job insecurity failed to moderate the relationship between safety motivation and safety citizenship behaviour. Originality/value This current study is vital for managerial practices. The complex conceptual framework also contributes to offering different ways of understanding how supervisors’ behaviours can catalyze improvement or worsen safety outcomes.

Minimizing counterproductive work behaviors

2017 ◽  
Vol 30 (1) ◽  
pp. 15-26 ◽  
Author(s):  
Rui-Ting Huang ◽  
Hsi-Sheng Sun ◽  
Chia-Hua Hsiao ◽  
Ching-Wen Wang
Keyword(s):  
Job Insecurity ◽  
Perceived Competence ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Partial Least Squares Analysis ◽  
Content Type ◽  
The Impact ◽  
The Relationship ◽  
Perceived Job Insecurity

Purpose The purpose of this paper is not only to investigate the impact of self-determined motivation on counterproductive work behaviors (CWBs), but also to examine the moderating role of perceived job insecurity in CWB. Design/methodology/approach This study utilized Partial Least Squares analysis to examine the data. In total, 292 private bank employees that experienced bank mergers and acquisitions before were invited to participate in this study. Findings The study findings have indicated that perceived autonomy will be positively linked to perceived competence and relatedness, and perceived competence and relatedness will be negatively associated with organizational and interpersonal CWB. Moreover, it has been found that perceived job insecurity could play a key role in moderating the link between self-determined motivation and CWB. Originality/value Although several researchers have highly focused on the critical roles of self-determined motivation and perceived job insecurity in organizational competitiveness, little is known about whether perceived job insecurity could play a key role in moderating the relationship between self-determined motivation and CWBs.

The mediating role of organizational identification in the relationship between qualitative job insecurity, OCB and job performance

2016 ◽  
Vol 35 (6) ◽  
pp. 735-746 ◽  
Author(s):  
Antonino Callea ◽  
Flavio Urbini ◽  
Antonio Chirumbolo
Keyword(s):  
Job Performance ◽  
Organizational Identification ◽  
Job Insecurity ◽  
Team Work ◽  
Self Report ◽  
Content Type ◽  
Organizational Attitudes ◽  
Mediating Role ◽  
The Relationship

Purpose – Employees need to feel secure to perform their job effectively, therefore job insecurity has an effect on organizational citizenship behaviour (OCB) and job performance; however, some organizational attitudes may reduce these negative effects. The purpose of this paper is to investigate the mediating role of organizational identification (OID), as a process underlying the relationship between qualitative job insecurity, OCB and job performance. Design/methodology/approach – Using social exchange theory (SET) and social identification theory (SIT), this study reports the responses of 201 white and blue collar Italian employees. Data were collected through a self-report questionnaire that used standard scales on qualitative job insecurity, OID, OCB and job performance. Findings – Results of structural equation modelling revealed that the effect of job insecurity on OCB and job performance was completely mediated by OID. Fit indices of mediated model are very good and indirect effects, by bootstrapping, are significant. Research limitations/implications – The research design was cross-sectional, and thus, cause-effect relationships cannot be discerned. Practical implications – Organizations may address HRM policies to reduce job insecurity (e.g. through actions to organizational communication), and to increase OID (e.g. involving workers to the decision-making process and promoting team work). Originality/value – For the first time in a Western context, OID was tested as mediator in order to explain the relationship between job insecurity, OCB and job performance. Furthermore, Drawing on SET, this study tried to integrate SIT to explain behavioural responses to job insecurity.

The association between subjective job insecurity and job performance across different employment groups

2019 ◽  
Vol 25 (3) ◽  
pp. 229-246 ◽  
Author(s):  
Tinka van Vuuren ◽  
Jeroen P. de Jong ◽  
Peter G.W. Smulders
Keyword(s):  
Job Performance ◽  
Work Performance ◽  
Job Insecurity ◽  
National Level ◽  
Cross Sectional ◽  
Data Set ◽  
Content Type ◽  
Cross Sectional Design ◽  
Permanent Workers ◽  
The Relationship

Purpose The purpose of this paper is to test the relationship between subjective job insecurity and self-rated job performance, and to assess how this association is different across different employment groups. Design/methodology/approach The authors used a data set owned by TNO and Statistics Netherlands of more than 89,000 Dutch workers and self-employed that is a representative sample of the Dutch workforce. The authors included data from 2014 and 2016 assessing subjective job insecurity in terms of “a concern about the future of one’s job/business” and self-rated job performance. Findings The effect size of the association between subjective job insecurity and self-rated job performance is small. For temporary agency workers and on-call workers, the association between subjective job insecurity and job performance is weaker compared to permanent workers and fixed-term workers. However for self-employed workers with and without employees, however, the relation between subjective job insecurity and job performance is stronger compared to permanent workers. Research limitations/implications The biggest limitation is the cross-sectional design of the study, which limits conclusions about causality. Practical implications The finding that subjective job insecurity goes together with less work performance shows that job insecurity has no upside for the productivity of companies. Originality/value The study provides a deeper understanding of the relationship between subjective job insecurity and self-rated job performance on a national level.

Chinese traditionality and career success

2015 ◽  
Vol 20 (6) ◽  
pp. 627-645 ◽  
Author(s):  
Hang-yue Ngo ◽  
Hui Li
Keyword(s):  
Procedural Justice ◽  
Cultural Values ◽  
Career Success ◽  
Career Satisfaction ◽  
Job Insecurity ◽  
Content Type ◽  
New Findings ◽  
Subjective Career Success ◽  
The Relationship ◽  
Perceived Job Insecurity

Purpose – The purpose of this paper is to examine the relationship between Chinese traditionality (an individual-level cultural variable) and subjective career success in the Chinese context. It explores whether Chinese traditionality influences employees’ perceptions of procedural justice and job insecurity, which in turn affect their job and career satisfaction. Design/methodology/approach – Data were collected via employee survey from 482 workers in three large companies in China. The HR department helped us to distribute a self-administered questionnaire to the respondents. The authors assured them of confidentiality and protected their anonymity. Path analysis was used to evaluate the relationships in the conceptual model. For testing the mediating hypotheses, the authors employed Sobel tests and bootstrapping. Findings – The results indicate that Chinese traditionality is related to procedural justice and perceived job insecurity. The authors further found that Chinese traditionality exerts a significant effect on both job and career satisfaction, and such effects are fully mediated by procedural justice and perceived job insecurity. Practical implications – Based on the findings, Chinese firms should pay attention to employees’ cultural values and their perceptions of work context, which significantly affect their job and career satisfaction. It is also important to ensure a high level of procedural justice and job security as perceived by the employees. Originality/value – This study is the first exploration of the relationship between Chinese traditonality and subjective career success. It also reveals the mediating role of procedural justice and perceived job insecurity in the above relationship. The new findings add to the cross-cultural research on careers.

scholarly journals Employee psychological well-being and job performance: exploring mediating and moderating mechanisms

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yasir Mansoor Kundi ◽  
Mohammed Aboramadan ◽  
Eissa M.I. Elhamalawi ◽  
Subhan Shahid
Keyword(s):  
Job Performance ◽  
Affective Commitment ◽  
Job Insecurity ◽  
Well Being ◽  
Equation Modeling ◽  
Psychological Well Being ◽  
Content Type ◽  
Work Related ◽  
Perceived Job Insecurity

Purpose Given the importance of employee psychological well-being to job performance, this study aims to investigate the mediating role of affective commitment between psychological well-being and job performance while considering the moderating role of job insecurity on psychological well-being and affective commitment relationship. Design/methodology/approach The data were gathered from employees working in cellular companies of Pakistan using paper-and-pencil surveys. A total of 280 responses were received. Hypotheses were tested using structural equation modeling technique and Hayes’s Model 1. Findings Findings suggest that affective commitment mediates the association between psychological well-being (hedonic and eudaimonic) and employee job performance. In addition, perceived job insecurity buffers the association of psychological well-being (hedonic and eudaimonic) and affective commitment. Practical implications The study results suggest that fostering employee psychological well-being may be advantageous for the organization. However, if interventions aimed at ensuring job security are not made, it may result in adverse employee work-related attitudes and behaviors. Originality/value The study extends the current literature on employee well-being in two ways. First, by examining psychological well-being in terms of hedonic and eudaimonic well-being with employee work-related attitude and behavior. Second, by highlighting the prominent role played by perceived job insecurity in explaining some of these relationships.

When do job insecure employees adapt to change?

2019 ◽  
Vol 25 (3) ◽  
pp. 271-286 ◽  
Author(s):  
Kristi N. Lavigne ◽  
Victoria L. Whitaker ◽  
Dustin K. Jundt ◽  
Mindy K. Shoss
Keyword(s):  
Job Insecurity ◽  
Small Sample ◽  
Adaptive Performance ◽  
Work Behaviors ◽  
Content Type ◽  
Work Tasks ◽  
Main Effect ◽  
Low Levels ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationship between job insecurity and adaptive performance (AP), contingent on changes to core work tasks, which we position as a situational cue to employees regarding important work behaviors. Design/methodology/approach Employees and their supervisors were invited to participate in the study. Supervisors were asked to provide ratings of employees’ AP and changes to core tasks; employees reported on job insecurity. Findings As predicted, changes to core tasks moderated the relationship between job insecurity and AP. Job insecurity was negatively related to AP for those experiencing low levels of change, but was not related to AP for those experiencing high levels of change. Counter to expectations, no main effect of job insecurity was found. Research limitations/implications This study employed a fairly small sample of workers from two organizations, which could limit generalizability. Practical implications The study identifies changes to core tasks as a boundary condition for the job insecurity–AP relationship. Findings suggest that organizations may not observe deleterious consequences of job insecurity on AP when changes to core tasks are high. Originality/value Few researchers have examined boundary conditions of the impact of job insecurity on AP. Furthermore, inconsistent findings regarding the link between job insecurity and AP have emerged. This study fills the gap and expands upon previous research by examining changes to core tasks as a condition under which job insecurity does not pose an issue for AP.

Cultural differences in gift recipients’ attitude and behavior toward disliked gifts

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Theeranuch Pusaksrikit ◽  
Sydney Chinchanachokchai
Keyword(s):  
Cultural Differences ◽  
Future Research ◽  
Content Type ◽  
Relationship Closeness ◽  
Marketing Segmentation ◽  
Self Construal ◽  
The Usa ◽  
And Behavior ◽  
Different Cultures ◽  
The Relationship

Purpose The purpose of this paper is to examine the effects of cultural differences and the types of relationship closeness involved in recipients’ emotional and behavioral reactions after receiving disliked gifts. Design/methodology/approach Collecting data from Thailand and the USA, two experiments were conducted in a 2 (self-construal: independent/interdependent) × 2 (relationship closeness: close/distant) between-subjects design. Study 1 explores the recipients’ feelings and reactions upon receipt of a disliked gift. Study 2 explores the disposition process for a disliked gift. Findings The results show that a recipient’s emotions, reaction and disposition process can be affected by cultural differences and relationship closeness: specifically that close and distant relationships moderate the relationship between self-construal and gift-receiving attitudes and behaviors. Research limitations/implications Future research can investigate representative groups from other countries to broaden the generalizability of the findings. Practical implications This understanding can guide gift-givers when selecting gifts for close or distant recipients across cultures. Additionally, it can help retailers develop and introduce new marketing strategies by applying self-construal as a marketing segmentation tool for gift purchase and disposition. Originality/value This research is among the first studies to offer insights into how individuals in different cultures manage disliked gifts they receive from people in either close or distant relationships.

How far are we from understanding corruption? The effect of cultural distance on corruption perception

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mike Szymanski ◽  
Ivan Valdovinos ◽  
Evodio Kaltenecker
Keyword(s):  
Cultural Differences ◽  
International Business ◽  
Design Methodology ◽  
Cultural Distance ◽  
State Level ◽  
Generalized Least Squares ◽  
Content Type ◽  
The Usa ◽  
Corruption Perception ◽  
The Relationship

Purpose This study aims to examine the relationship between cultural distances between countries and their scores in the Corruption Perception Index (CPI), which is the most commonly used measure of corruption in international business (IB) research. Design/methodology/approach The authors applied fixed-effect (generalized least squares) statistical modeling technique to analyze 1,580 year-country observations. Findings The authors found that the CPI score is determined to a large extent by cultural distances between countries, specifically the distance to the USA and to Denmark. Research limitations/implications CPI is often used as a sole measure of state-level corruption in IB research. The results show that the measure is significantly influenced by cultural differences and hence it should be applied with great caution, preferably augmented with other measures. Originality/value To the best of the authors’ knowledge, this is the first study to look at cultural distances as determinants of CPI score. The authors empirically test whether the CPI is culturally biased.

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