Moderators of the effects of perceived job insecurity: A comparison of temporary and permanent employees

摘要: Perceived job insecurity is receiving increasing recognition as an important determinant of employee work outcomes. Empirical research consistently shows that perceptions are associated with adverse reactions by employees, in terms reduced psychological well-being (De Witte, 1999), satisfaction (O'Quin & LoTempio, 1998), and organisational commitment (Rosenblatt Ruvio, 1996). Turnover intentions for the job-insecure higher (Tivendell Bourbonnai, 2000) well. It therefore to understand what may increase or decrease such detrimental effects insecurity. Even so, it was not until late 1990s much academic literature published field Witte Naswall, 2003). Employees only worry about their assessment likelihood loss, but also consequences occurrence (Burchell, 2002). This dissertation argues perceived a function individual believes acceptable risk loss given circumstances. Based on literature, model developed proposing number moderators One those temporary status. Little available examines how influences attitudes behaviours temporaries 1999; Kinnuen Natti, 1994; Sloboda, 1999). Few studies compare temporaries' traditional, permanent employees. Study one examined whether had than permanents sample three hundred ninety-one employees (122 269 permanent) low medium level non-academic positions at two Australian universities. No significant differences were found. However, reacted differently when considered. The employment individuals prefer have more positive outcomes (Feldman, 1990, 1995). Thus extent choice status chosen potential moderator relationships. Findings indicate differentially influenced contextual performance, continuance commitment, turnover permanents, predicted. For example, preferred felt secure, they similar permanents. Explanations why involuntarily accept include lack alternatives. another tested employability, concerning finding comparable event loss. Employability intention change differently. In particular, findings suggest negative worsened highly employable temporaries, decreasing since levels. Subjective dependency, insecurity, affected same way. Specifically, insecure less dependent lower performance. Two sources social support study one. source, from supervisors co-workers shown influence performance alleviated high support, Family moderated relationship between satisfaction, though family did satisfaction. though, experienced A follow-up (n = 116) conducted year later. The longitudinal examined. Of assessed, predicted Time 1 once prior levels outcome variables controlled. A second purpose test embeddedness - measure retention results exacerbated organisation-related sacrifices be great, lessening both affective contributions. Theoretical practical implications discussed. instance, these should used proxy Finally, directions future proposed.