The Effects of Job Insecurity on Job Performance among Banking Employees: The Mediating Role of Work Engagement

2021 ◽  
Vol 2 (4) ◽  
pp. 51-67
Author(s):  
Iram Batool ◽  
Sadaf Nawaz
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Work Experience ◽  
Negative Impact ◽  
Job Insecurity ◽  
Employee Performance ◽  
Influencing Factor ◽  
Mediating Role ◽  
Significant Difference

Based on the assumption that the construct of job insecurity should as a major influencing factor for workers’ job performance in the evaluation model and its often given a consideration whenever the objective is determining factors that influence employee performance, including the role of work engagement of work engagement of workers employees. Present study aimed to explore the effects of job insecurity on job performance. It was further aimed to find out the role of work engagement as a mediator among bank employees. To advance our line of theoretical reasoning, we elicit responses from a total of Four hundred 400 employees (Male= 331, Females=69) working in different banks aged between 22 to 44 years randomly selected bankers in 15 Public and private banks from two Pakistani cities. Job insecurity scale by Francis & Barling. (2005), Work engagement by Schaufeli et al. (2006) and Job performance scale by Bright (2007) were used to collect data. Findings indicated the significant negative impact of job insecurity on job performance and work engagement. Furthermore, mediation Analysis through hierarchical regression analysis revealed that work engagement shows significant mediating role with job performance and job insecurity. No significant difference was shown with demographic variables such as gender, age, and years of work experience. Different strategies for the prevention of job insecurity must be focused on to increase job performance.

scholarly journals Mediating Role of Perception of Job Insecurity on the Relationship between Despotic Leadership and Work Engagement: Pakistani Perspective

2020 ◽  
Vol 6 (2) ◽  
pp. 377-388
Author(s):  
Riffut Jabeen ◽  
Nazahah Rahim
Keyword(s):  
Work Environment ◽  
Work Engagement ◽  
Job Insecurity ◽  
Leadership Behavior ◽  
Employee Performance ◽  
Resource Theory ◽  
Mediating Role ◽  
The Impact ◽  
The Relationship

The importance of work engagement (vigor, dedication, absorption) in enhancing employee performance is a recognized area of research. In this competitive and hyper turbulent work environment, disengaged workforce is costly for any organization. Despite its importance, a very low rate of work engagement (i.e.5%) has been found in Pakistan. Drawing on conservation of resource theory (COR), this paper proposes a conceptual framework to find out the impact of despotic leadership behavior on work engagement of employees with a mediating mechanism of employee’s perception of job insecurity. In previous literature little research has been done on despotic leadership and no study has found on this relationship before.

Relationship between transformational leadership and nurses' job performance: The mediating effect of psychological safety

2021 ◽  
Vol 49 (5) ◽  
pp. 1-12
Author(s):  
Hsueh-Feng Wang ◽  
Yu-Chia Chen ◽  
Feng-Hua Yang ◽  
Chi-Wen Juan
Keyword(s):  
Transformational Leadership ◽  
Job Performance ◽  
Nurse Managers ◽  
Employee Performance ◽  
Psychological Safety ◽  
Mediating Effect ◽  
Teaching Hospitals ◽  
Mediating Role ◽  
Central Taiwan

Rapid changes in the healthcare environment necessitate improvements in employee performance. We examined the relationship between nurse managers' transformational leadership and nurses' job performance, and the key mediating role of psychological safety in this relationship. Personnel at six private regional teaching hospitals in Central Taiwan participated in this study, comprising 73 nurse managers and 719 nurses. The results show that when the intergroup heterogeneity of job performance was statistically significant, a positive correlation existed between transformational leadership and job performance at the group level. Next, we performed an analysis using psychological safety as a mediating variable. The results show there was a significant correlation between transformational leadership and perception of psychological safety. This model exhibited lower variance and a better fit than the other examined models. Thus, emphasizing transformational leadership and psychological safety in operations and management could effectively improve nurses' job performance; this recommendation could serve as a standard for nurse managers in their duties.

scholarly journals Does Emotional Intelligence, Psychological Capital and Proactive Personality predict Job Performance?

2018 ◽  
Vol 2 (3) ◽  
pp. 77-80
Author(s):  
Munazza Zahra ◽  
Daisy Mui Kee Hung
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Work Engagement ◽  
Psychological Capital ◽  
Proactive Personality ◽  
Mediating Role ◽  
Human Element ◽  
Overall Performance ◽  
The Relationship

With the emergence of latest technologies, manual and routine asks have been changed, ultimately it is the human abilities that will make the organizations successful as human element can never be denied. That is why organizations are concerned about the performance of their employees since their job performance directly affects the overall performance of the organization. Thus current study is proposing predictors that can enhance job performance of the employees. Taking clues from past researches, current research proposed a conceptual framework connecting three independent variables i.e. emotional intelligence, psychological capital and proactive personality to the dependent variable job performance. It has also been proposed that the relationship between aforementioned variables will consider to be more complete with the mediating role of work engagement, hence work engagement is proposed as  mediator.

Voicing concerns for greater engagement

2018 ◽  
Vol 6 (1) ◽  
pp. 54-65 ◽  
Author(s):  
Manish Gupta ◽  
Sindhu Ravindranath ◽  
Y.L.N. Kumar
Keyword(s):  
Organizational Culture ◽  
Social Exchange ◽  
Work Engagement ◽  
Negative Impact ◽  
Job Insecurity ◽  
Ordinary Least Squares ◽  
Survey Method ◽  
Content Type ◽  
The Relationship

Purpose Scholars argue that supervisor’s job insecurity may affect subordinates’ work engagement. Moreover, this relationship may be mediated by subordinates’ pro-social voice and the relationship between the supervisor’s job insecurity and subordinates’ pro-social voice may be moderated by organizational culture. Therefore, the purpose of this paper is twofold. First, to examine the mediating role of the subordinate’s pro-social voice between supervisor’s job insecurity and subordinates’ work engagement. Second, to test the moderating role of organizational culture between supervisor’s job insecurity and the subordinates’ pro-social voice. Design/methodology/approach Data were gathered from employees of a large hospital in India using face-to-face data cross-sectional survey method. To test the proposed hypotheses, ordinary least squares regression analysis was performed on the data obtained. Findings The results indicated support for the proposed model in two ways. First, the subordinate’s pro-social voice mediated the relationship between supervisor’s job insecurity and the subordinate’s work engagement. Second, organizational culture acted as a moderator between supervisor’s job insecurity and the subordinate’s pro-social voice. Research limitations/implications The results augment social exchange theory by identifying the crucial role that voicing concerns plays in reducing the negative impact of supervisor’s job insecurity on the subordinates’ work engagement. Practical implications The study findings encourage managers to create an organizational culture that allows the subordinates to challenge their supervisor’s decisions. Originality/value To the best of the researchers’ knowledge, this is the first study to test job insecurity of the supervisors instead of the same respondents as a predictor of pro-social voice.

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.

scholarly journals Job Insecurity and Safety Behaviour: The Mediating Role of Insomnia and Work Engagement

2021 ◽  
Vol 18 (2) ◽  
pp. 581
Author(s):  
Xinyong Zhang ◽  
Chaoyue Zhao ◽  
Zhaoxiang Niu ◽  
Shike Xu ◽  
Dawei Wang
Keyword(s):  
Work Engagement ◽  
Random Sampling ◽  
Sampling Method ◽  
Job Insecurity ◽  
Resource Conservation ◽  
Job Engagement ◽  
Mediating Role ◽  
The Relationship ◽  
Safety Behaviour

From the perspective of resource conservation theory, this study selected 568 enterprise employees as subjects and conducted data collection using a random sampling method to explore the relationship between job insecurity and safe behaviours as well as the role of insomnia and job engagement in this relationship. The results show that (1) job insecurity is negatively correlated with safety behaviour, (2) insomnia mediates the relationship between job insecurity and safety behaviour, (3) work engagement plays a mediating role in the relationship between job insecurity and safety behaviour, and (4) insomnia and work engagement play a serial mediating role in the relationship between job insecurity and safety behaviour.

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