A social identity perspective on the association between leader-member exchange and job insecurity

Wang, Hai Jiang; Blanc, Pascale; Demerouti, Evangelia; Lu, Chang; Jiang, Lixin

doi:10.1080/1359432x.2019.1653853

Cited by 30 publications

(34 citation statements)

References 56 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…At present, there is much controversy about the resulting effects of job insecurity. Based on the traditional perspective of organizational behavior, most scholars believe that job insecurity is a kind of hindrance event or situation, which advocates eliminating employee job insecurity at work (Wang et al, 2019). They point out that job insecurity can have some negative effects, such as physical and mental health, life happiness, work attitude and behavior, etc.…”

Section: Introductionmentioning

confidence: 99%

Job Insecurity and Employees’ Extra-Role Behavior: Moderated Mediation Model of Negative Emotion and Workplace Friendship

Liu

et al. 2021

Front. Psychol.

View full text Add to dashboard Cite

Based on the affective events theory, this paper discusses the influence of job insecurity on employees’ extra-role behavior. The mediating effect of negative emotion and the moderating effect of workplace friendship are also tested. The results of an empirical analysis, based on the data of 327 employees, show that job insecurity has a significant negative impact on employees’ extra-role behavior. Negative emotion plays a mediating role in the relationship between job insecurity and extra-role behavior. Workplace friendship moderated the relationship between job insecurity and negative emotions, as well as between job insecurity and extra-role behavior. Workplace friendship also moderates the mediating effect of negative emotion on the relationship between job insecurity and extra-role behavior, that is, the higher the level of the workplace friendship is, the weaker the mediation role mentioned above will be. The research results have implications for the sustainable development of the organization.

show abstract

Section: Introductionmentioning

confidence: 99%

Job Insecurity and Employees’ Extra-Role Behavior: Moderated Mediation Model of Negative Emotion and Workplace Friendship

Liu

et al. 2021

Front. Psychol.

View full text Add to dashboard Cite

show abstract

“…However, the detection of interactions is not affected by the cross-sectional nature of the data and may even be harder to detect in cross-sectional data (Siemsen et al, 2010), strengthening our finding of supervisor support as a buffer between job insecurity and attention. Previous research has identified the quality of the leader-member relationship as important for job insecurity (e.g., Wang et al, 2019), which may also impact the efficacy of supervisor support for reducing job insecurity and should be incorporated in future research examining economic crises.…”

Section: Limitations and Future Directionsmentioning

confidence: 99%

Job Insecurity during an Economic Crisis: the Psychological Consequences of Widespread Corporate Cost-Cutting Announcements

et al. 2021

View full text Add to dashboard Cite

Economic crises, such as the one induced by the COVID-19 pandemic, and resulting widespread corporate cost-cutting, drastically alter the nature of work. Job insecurity represents a critical intermediate between the economic ramifications of an economic crisis and work and stress outcomes, however, the underlying cognitive consequences of job insecurity and how to buffer those effects are not well understood. We examine how corporate cost-cutting announcements indirectly relate to employees' attention through their relationship with employee job insecurity and investigate supervisor support as a potential buffer of these relationships. We used multi-source data to test our research model, combining data on cost-cutting announcements (budget cuts, layoffs, and furloughs) in news articles for 165 organizations with survey data from 421 full-time employees from these organizations between March 26, 2020 and April 8, 2020. Cost-cutting announcements are positively related to job insecurity, which is related to employee's attention with supervisor support mitigating the effects of job insecurity on attention. Grounded in self-regulation theories, we contribute to and extend the theoretical understanding of the organizational context for job insecurity and cognitive outcomes. We discuss the implications for organizations to manage and prepare for future economic crises, specifically on organizational communication and supervisor interventions.

show abstract

“…Participation in goal-setting allows employees to feel the organization’s recognition of their capabilities. It creates an atmosphere of trust in the organization [ 58 ], respect of the organization [ 48 ], and an increased sense of belonging [ 18 ].…”

Section: Hypotheses Developmentmentioning

confidence: 99%

“…This results in many behaviors conducive to organizational development, such as organizational citizenship behavior. Wang [ 18 ] proposed that employees with strong insider identity awareness prioritize the organization’s interests over personal interests and are more motivated to work. Employees will generally think about organizational-related issues from a long-term perspective of insider behavior.…”

Section: Hypotheses Developmentmentioning

confidence: 99%

“…If employees are treated accordingly, It makes employees more likely to feel respect, recognition, and support from the organization. An essential part of the organization is strengthening employees’ internal identity perception and consolidating insiders’ identities [ 18 ]. Therefore, employees will take a series of actions to promote organizational development.…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

The mechanism of goal-setting participation’s impact on employees’ proactive behavior, moderated mediation role of power distance

Pervaiz

2021

PLoS ONE

View full text Add to dashboard Cite

Organizations nowadays are under immense external pressure due to advancements in information technology, making it precarious. It also inserts extra pressure to keep the employees motivated and productive. Therefore, while information technology benefits the organization, it also challenges the organization and employees more. In order to meet these challenges, many organizations have begun to flatten their organizational structures and decentralized their management approaches. This study collected 336 valid questionnaires from 20 service companies. The reliability and validity of the questionnaire were tested. In addition, the exploratory factor analysis and confirmatory factor analysis. Relevant analysis and empirical analysis were also carried out using hierarchical regression. The study finds that (1) Goal-setting participation positively affects employees’ proactive behavior. (2) Perceived insider status plays a mediating role between goal-setting participation and employee proactive behavior. (3) The power distance positively modifies the goal-setting participation in the relationship of employee’s perceived insider status. (4) Power distance positively moderates perceived insider status in the relationship of goal-setting participation on employee proactive behavior through perceived insider status. This research applies goal-setting theory and social cognition theory to build a theoretical framework for the influence mechanism of goal-setting participation on employee’s proactive behavior. Expands the application scope of fundamental theoretical research and improve understanding of the relationship between goal-setting participation and employee’s proactive behavior. The research conclusions help organizations understand the formation mechanism of employees’ proactive behaviors, strengthen the focus on goal-setting participation, and optimize the relationship between leaders and employees.

show abstract

A social identity perspective on the association between leader-member exchange and job insecurity

Cited by 30 publications

References 56 publications

Job Insecurity and Employees’ Extra-Role Behavior: Moderated Mediation Model of Negative Emotion and Workplace Friendship

Job Insecurity and Employees’ Extra-Role Behavior: Moderated Mediation Model of Negative Emotion and Workplace Friendship

Job Insecurity during an Economic Crisis: the Psychological Consequences of Widespread Corporate Cost-Cutting Announcements

The mechanism of goal-setting participation’s impact on employees’ proactive behavior, moderated mediation role of power distance

Contact Info

Product

Resources

About