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.
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The behavioral interview is used to bring forth the understanding of the competencies of a person. The interviews and aptitude tests we conduct will tell us about the educational and expertise factors of the interviewee's life. To understand specific components of his/her talents there is a requirement for a much more guiding narrative technique which will help the interviewee recount the specific acts he/she has done with respect to the competency the interviewer is looking for. There are certain preparations required for this as well. This chapter outlines the procedure for conducting the BEI with the competency clusters given. It also attempts to explain competencies and the process of how it can be used.
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