Creating facades of conformity in the face of job insecurity: A study of consequences and conditions

Abstract

This study investigates creating facades of conformity (i.e., suppressing personal values and pretending to embrace organizational values) as a coping strategy associated with perceived job insecurity in workplace. In two survey-based studies, we examined the conditions under which such a strategy is more likely, and the consequences of its use. The results show in Study 1 (N = 404) and in Study 2 (N = 622) that facades of conformity, although employed as an agentic response to protect one's status, is paradoxically associated with negative employee outcomes including increased intention to leave and reduced affective commitment. Furthermore, the results show that age attenuates the relationship between perceived job insecurity and facades of conformity, such that older workers are less likely than younger workers to engage in facades under higher job insecurity. Our research contributes to theory on job insecurity, authenticity, and lifespan development. Managerial implications are discussed. Practitioner pointsThe current study found that employees who feel their job security threatened were more likely to suppress personal values and pretend to embrace organizational values, and such responses were linked to their intention to leave and reduced affective commitment. The results from this study highlight the importance of fostering organizational environments that encourage authenticity such that members are not compelled to suppress personal values and pretend to embrace organizational values in job-insecure environments. The results also highlight how employees will enact their careers at different stages of their lives. In jobinsecure environments, older workers are more likely than younger workers to express divergent points of view.

Implikasi Job Insecurity Terhadap Kepuasan Kerja Dan Intention to Leaven to Leave

“…Definisi lain tentang job insecurity adalah ekspektasi seorang tentang keberlanjutan dalam sebuah situasi pekerjaan. Job insecurity telah menjadi topic secara berkesinambungan para peneliti pada dunia industri karena dipandang sebagai ancaman potensial bagi keberlangsungan pekerjaan (Hewlin et al, 2016). Job insecurity terjadi akibat kondisi psikologis pegawai karena merasa ambigu, bingung, dan merasa tidak aman dikarenakan perubahan kondisi lingkungan kerja sehingga mengancam rasa keanggotaan dalam organisasi (Abildgaard et al, 2018).…”

How Workplace Bullying Relates to Facades of Conformity and Work–Family Conflict: The Mediating Role of Psychological Strain

“…First, this study extends research on work mistreatment to show how workplace bullying can produce inauthentic behavior among employees, particularly in the creation of facades. This study argues that employees who experience workplace bullying may be motivated to engage in fake behavior through facades of conformity that suppress the employee’s own values and cause the employee to pretend to embrace organizational values (Hewlin, 2009; Hewlin, Kim, & Song, 2016). Second, prior studies of workplace mistreatment ignored the impact of workplace bullying outside of the workplace (Agotnes et al., 2018; Park & Ono, 2016).…”

Proceedings of the Iii International Scientific and Practical Conference “Psychological Health of the Person: Life Resource and Life Potential”

“…At the same time the saving as the second condition of life is studied very little. It is believed that a person plans and implements the strategy of their life on the basis of development considerations, success and fulfillment (Lind, Delmar, & Nielsen, 2014;Hewlin, Kim, & Song, 2016;Mushongah, 2012;Ruža, Ruža, Raščevskis, Vorobjovs, & Murasovs, 2016;Reshetnikov, Korshever & Dorovskaya, 2015). In fact in decision-making the majority of people first of all analyze the risks and threats.…”