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Article
Publication date: 19 January 2021

Insecurity and turnover as robots take charge: impact of neuroticism and change-related uncertainty

Pushpendra Priyadarshi and Rajesh Premchandran

Data were collected using a survey questionnaire of 379 participants from business process outsourcing (BPO) organizations affected by robotic process automation (RPA)…

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Abstract

Purpose

Data were collected using a survey questionnaire of 379 participants from business process outsourcing (BPO) organizations affected by robotic process automation (RPA). Structural equation modelling and hierarchical regression analysis were used to test the hypothesized relationships between the study variables.

Design/methodology/approach

The purpose of this paper is to develop and test a moderated-mediation model examining the relationships between uncertainty around changes due to RPA, neuroticism and job insecurity, and turnover intentions among BPO employees in India.

Findings

Uncertainty around RPA and neuroticism cause job insecurity among employees resulting in their intent to quit the organization. Further, the impact of job insecurity is influenced by employees' commitment to automation. Outlining the ways in which RPA-driven change impacts employees and organizations, our findings underscore the need for upskilling the affected employees besides developing coping mechanisms as a buffer to the negative impacts of large-scale automation-driven transformation in the industry under study.

Originality/value

Amidst the debate around the impact of RPA in developing countries, our research is the first attempt to systematically examine how RPA has led to concerns around job security leading to turnover intention among employees in the Indian BPO sector. It uniquely highlights the role of personality besides the issue of growing uncertainty due to RPA, requiring the immediate attention of organizations.

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
DOI: https://doi.org/10.1108/PR-06-2019-0310
ISSN: 0048-3486

Keywords

  • Uncertainty
  • Quantitative
  • Personality
  • Automation
  • BPO
  • Job insecurity
  • Turnover

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Book part
Publication date: 25 April 2011

Reexamining the Relationship Between Flexibility and Insecurity

Andrew S. Fullerton, Dwanna L. Robertson and Jeffrey C. Dixon

Purpose – In this chapter, we examine individual- and country-level differences in perceived job insecurity in the 27 European Union countries (EU27) within a multilevel…

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Abstract

Purpose – In this chapter, we examine individual- and country-level differences in perceived job insecurity in the 27 European Union countries (EU27) within a multilevel framework.

Design/methodology/approach – We primarily focus on cross-national differences in perceived job insecurity in the EU27 and consider several possible explanations of it, including flexible employment practices, economic conditions, labor market structure, and political institutions. We examine both individual- and country-level determinants using multilevel partial proportional odds models based on individual-level data from the 2006 Eurobarometer 65.3 and country-level data from a variety of sources.

Findings – We find that European workers feel most insecure in countries with high unemployment, low union density, low levels of part-time and temporary employment, relatively little social spending on unemployment benefits, and in post-socialist countries.

Research limitations/implications – The findings from this study suggest that flexible employment practices do not necessarily cause workers to feel insecure in their jobs. This is likely due to the different nature of part-time and temporary employment in different institutional contexts.

Originality/value – This study is one of the most comprehensive accounts of perceived job insecurity in Europe given the focus on a larger number of countries and macro-level explanations for perceived job insecurity.

Details

Comparing European Workers Part A
Type: Book
DOI: https://doi.org/10.1108/S0277-2833(2011)0000022004
ISBN: 978-1-84950-947-3

Keywords

  • Perceived job insecurity
  • flexibility
  • multilevel partial proportional odds

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Article
Publication date: 4 July 2020

Job insecurity and performance in public and private sectors: a moderated mediation model

Antonio Chirumbolo, Antonino Callea and Flavio Urbini

The purpose of this study was to extend our knowledge of the relationship between quantitative and qualitative job insecurity and performance. On the basis of stress…

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Abstract

Purpose

The purpose of this study was to extend our knowledge of the relationship between quantitative and qualitative job insecurity and performance. On the basis of stress theories, we hypothesised that qualitative job insecurity (QLJI) would mediate the negative effect of quantitative job insecurity (QTJI) on two different indicators of performance: task performance (TP) and counterproductive work behaviours (CPWBs). In addition, the authors hypothesised that the effect of QTJI on QLJI would be moderated by the economic sector (public vs private) in which employees worked. Therefore, the authors empirically tested a moderated mediation model via PROCESS.

Design/methodology/approach

Participants were 431 employees from various Italian organisations. Data were collected using a self-report questionnaire measuring QTJI, QLJI, TP and CPWBs.

Findings

The results indicated that economic sector moderated the relationship between quantitative and QLJI. Both quantitative and QLJI were related to performance outcomes. Furthermore, QLJI mediated the effect of QTJI on TP and CPWB. However, this mediation was particularly apparent among employees in the private sector, supporting our hypothesised moderated mediation model.

Practical implications

The results suggest that managers of private and public organisations need to apply different policies to reduce the impact of job insecurity on CPWBs and increase the TP of their employees.

Originality/value

This study attempted to examine the job insecurity–performance relationship in more depth. For the first time, the effects of both job insecurity dimensions on performance were simultaneously investigated, with economic sector as a moderator and QLJI as a mediator.

Details

Journal of Organizational Effectiveness: People and Performance, vol. 7 no. 2
Type: Research Article
DOI: https://doi.org/10.1108/JOEPP-02-2020-0021
ISSN: 2051-6614

Keywords

  • Quantitative job insecurity
  • Qualitative job insecurity
  • Task performance
  • Counterproductive work behaviours
  • Economic sector
  • Moderated mediation

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Article
Publication date: 2 June 2020

When and why do negative organization-related career shocks impair career optimism? A conditional indirect effect model

Annabelle Hofer, Daniel Spurk and Andreas Hirschi

This study investigates when and why negative organization-related career shocks affect career optimism, which is a positive career-planning attitude. The indirect effect…

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Abstract

Purpose

This study investigates when and why negative organization-related career shocks affect career optimism, which is a positive career-planning attitude. The indirect effect of negative organization-related career shocks on career optimism via job insecurity and the role of perceived organizational career support as a first-stage moderator were investigated.

Design/methodology/approach

Three-wave time-lagged data from a sample of 728 employees in Switzerland was used. Time-lagged correlations, an indirect effect model and a conditional indirect effect model with bootstrapping were used to test the hypotheses.

Findings

First, this study showed a significant negative correlation between negative organization-related career shocks (T1) and career optimism (T3), a positive correlation between negative organization-related career shocks (T1) and job insecurity (T2) and a negative correlation between job insecurity (T2) and career optimism (T3). Second, findings revealed that negative organization-related career shocks (T1) have a negative indirect effect on career optimism (T3) via job insecurity (T2). Third, perceived organizational career support (T1) buffers the indirect effect of negative organization-related career shocks (T1) on career optimism (T3).

Originality/value

This study provides an initial examination of the relationship between negative organization-related career shocks and career optimism by applying assumptions from the JD-R model and Conservation of Resources theory. Implications about how to deal with negative career shocks in HRM and career counseling are discussed.

Details

Career Development International, vol. ahead-of-print no. ahead-of-print
Type: Research Article
DOI: https://doi.org/10.1108/CDI-12-2018-0299
ISSN: 1362-0436

Keywords

  • Career optimism
  • Career shocks
  • Career support
  • Career attitudes
  • Job insecurity

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Article
Publication date: 30 September 2019

Explaining the relationship between job insecurity and creativity: A test of cognitive and affective mediators

Tahira Probst, Alina Chizh, Sanman Hu, Lixin Jiang and Christopher Austin

Despite a large body of literature on the negative consequences of job insecurity, one outcome – job creativity – has received relatively scant attention. While initial…

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Abstract

Purpose

Despite a large body of literature on the negative consequences of job insecurity, one outcome – job creativity – has received relatively scant attention. While initial studies established a relationship between job insecurity and creativity, the explanatory mechanisms for this relationship have yet to be fully explored. The paper aims to discuss this issue.

Design/methodology/approach

Using threat-rigidity theory and broaden-and-build theory as a conceptual foundation, the authors implemented a two-country temporally lagged research design (the USA (n = 390); China (n = 346)) to test two potential mediating mechanisms – cognitive failures and positive job-related affect – as explanatory variables between quantitative and qualitative forms of job insecurity and self- and other-rated measures of creative performance.

Findings

Results from both countries suggest that job-related affective well-being and employee cognitive failures both explained the relationship between job insecurity and creative performance. However, affective well-being was a better explanatory variable for the relation between job insecurity and self-rated creative performance, whereas cognitive failures better accounted for the relationship between job insecurity and performance on an idea generation task.

Research limitations/implications

The authors discuss the implications of these findings from measurement, theoretical and practical perspectives.

Originality/value

The authors extend prior research on the relationship between job insecurity and creativity by: considering both quantitative and qualitative job insecurity, examining their relationships with both self- and other-rated assessments of creative job performance, and testing cognitive and affective mediating mechanisms explaining these relationships.

Details

Career Development International, vol. 25 no. 3
Type: Research Article
DOI: https://doi.org/10.1108/CDI-04-2018-0118
ISSN: 1362-0436

Keywords

  • Job insecurity
  • Creativity
  • Affective well-being
  • Cognitive failures

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Article
Publication date: 19 July 2019

Job insecurity and impression management: Which is the horse and which is the cart when it comes to job performance?

Tahira M. Probst, Lixin Jiang and Sergio Andrés López Bohle

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…

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Abstract

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.

Details

Career Development International, vol. 25 no. 3
Type: Research Article
DOI: https://doi.org/10.1108/CDI-04-2018-0119
ISSN: 1362-0436

Keywords

  • Job insecurity
  • Impression management
  • Job performance

Content available
Article
Publication date: 26 November 2019

The association between subjective job insecurity and job performance across different employment groups: Evidence from a representative sample from the Netherlands

Tinka van Vuuren, Jeroen P. de Jong and Peter G.W. Smulders

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…

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Abstract

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.

Details

Career Development International, vol. 25 no. 3
Type: Research Article
DOI: https://doi.org/10.1108/CDI-05-2018-0155
ISSN: 1362-0436

Keywords

  • Job insecurity
  • Self-employment
  • Job performance
  • Temporary employment

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Article
Publication date: 30 July 2019

Job insecurity and performance over time: the critical role of job insecurity duration

Maike E. Debus, Dana Unger and Cornelius J. König

Research on the relationship between job insecurity and job performance has thus far yielded inconclusive results. The purpose of this paper is to offer a more dynamic…

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Abstract

Purpose

Research on the relationship between job insecurity and job performance has thus far yielded inconclusive results. The purpose of this paper is to offer a more dynamic perspective on the effects of job insecurity on job performance.

Design/methodology/approach

Drawing from cognitive appraisal theory, research on critical life events, and stress reactions as well as more general theorizing around the role of time, this paper proposes that individuals’ job performance reactions to job insecurity will be dynamic over time.

Findings

Adopting a person-centered perspective, this paper suggests that there are seven subpopulations that differ in their intra-individual job performance change patterns over time.

Research limitations/implications

This paper presents potential predictors of subpopulation membership and presents an agenda for future research.

Originality/value

We contribute to the literature by introducing a dynamic perspective to the study of job performance in the context of job insecurity. Delineating a set of open questions that follow from the presented theoretical arguments, the authors also hope to stimulate future research in the context of job insecurity and job performance.

Details

Career Development International, vol. 25 no. 3
Type: Research Article
DOI: https://doi.org/10.1108/CDI-04-2018-0102
ISSN: 1362-0436

Keywords

  • Job insecurity
  • Longitudinal
  • Job performance
  • Duration

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Article
Publication date: 9 August 2019

When do job insecure employees adapt to change?

Kristi N. Lavigne, Victoria L. Whitaker, Dustin K. Jundt and Mindy K. Shoss

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…

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Abstract

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.

Details

Career Development International, vol. 25 no. 3
Type: Research Article
DOI: https://doi.org/10.1108/CDI-03-2019-0083
ISSN: 1362-0436

Keywords

  • Job insecurity
  • Adaptive performance
  • Changes to core tasks
  • Task adaptivity

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Article
Publication date: 10 August 2012

Responses to job insecurity: The impact on discretionary extra‐role and impression management behaviors and the moderating role of employability

Dae‐seok Kang, Jeff Gold and Daewon Kim

This paper aims to focus on a career perspective to investigate the association between employee experience of job insecurity and work‐related behaviors, specifically…

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Abstract

Purpose

This paper aims to focus on a career perspective to investigate the association between employee experience of job insecurity and work‐related behaviors, specifically discretionary extra‐role and impression management behaviors. A second purpose is to analyze the interaction effect of perceived employability and job insecurity on extra‐role and impression management behaviors.

Design/methodology/approach

Based on a sample of 207 supervisor‐subordinate dyads in Korean banking and financial institutions, the relationships between job insecurity and extra‐role or impression management as two career behaviors are tested. The interaction effects of employability and job insecurity on behavioral options are also tested.

Findings

The results showed that the perception of job insecurity led to both reduced extra‐role and impression management behavior and the intensity of withdrawal increased as employability increased.

Research limitations/implications

The findings provide a fundamental new insight into how a careerist orientation functions in the age of job insecurity.

Practical implications

Extra‐role and impression management behaviors may be an individual's method of career management, especially in the context of job insecurity, allowing managers to capture a more dynamic picture of an individual's career choice in a new employment relationship.

Originality/value

The paper adopts a career perspective in investigating employee extra‐role and impression management behaviors under conditions of declining job security. It adds further value by showing the moderating effect of employability on such behaviors.

Details

Career Development International, vol. 17 no. 4
Type: Research Article
DOI: https://doi.org/10.1108/13620431211255815
ISSN: 1362-0436

Keywords

  • Job insecurity
  • Extra‐role behaviour
  • Impression management behaviour
  • Employability
  • Career perspective
  • Career development
  • Employment
  • Workplace security
  • Korea

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