Does a stick work? A meta‐analytic examination of curvilinear relationships between job insecurity and employee workplace behaviors

Jiang, Lixin; Lawrence, Amy L.; Xu, Xiaohong

doi:10.1002/job.2652

Cited by 33 publications

(15 citation statements)

References 124 publications

(296 reference statements)

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“…In turn, these drivers reasonably would increase—not decrease—their work effort to retain their status with the platform. Consistent with this notion, a recent meta-analysis shows that extremely high levels of job insecurity are actually associated with increased task performance (Jiang et al, 2022 ). While numerical ratings certainly are part of performance management for many jobs, here, the numbers are the determinant of whether one can remain in the job (or, in the study context, earn more money).…”

Section: Study 2: Online Vignette Studymentioning

confidence: 80%

The real-time and carry-over effects of injustice on performance and service quality in a ridesharing driver scenario

Lei

Kaplan

2023

Curr Psychol

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The nature of gig work and its growth have important implications for organizational justice theory. Aspects of gig work, including the transactional compensation arrangement, strict algorithmic rating system, and power asymmetry between drivers and customers, have implications for understanding how dimensions of distributive, informational, and interpersonal injustice manifest and impact job performance in the gig context. An understanding of this topic can inform justice theory more broadly and help explain inconsistent findings in the literature. Here, we report the results of two studies examining the unique effects of these respective dimensions of injustice on emotions and, ultimately, the driving performance and service quality in a ridesharing service context. In Study 1, we modeled the passenger-driver interaction of the ridesharing context using a driving simulator in a laboratory setting to differentiate the real-time and carry-over effects of specific dimensions of injustice. The results from 99 participants showed that perceptions of interpersonal injustice increased anger and unhappiness during the ride, in turn impairing driving and service performance. Antecedent-focused emotion regulation strategies (ERS) reduced felt unhappiness. Moreover, unexpectedly, perceived distributive injustice as caused by the customer rating had opposite (direct versus indirect) effects on service performance in the subsequent ride. Study 2 was an online simulation vignette scenario with 294 participants. The results replicated the findings of Study 1 and revealed two moderators of the unexpected distributive justice-performance relationship. Supplementary Information The online version contains supplementary material available at 10.1007/s12144-022-04215-3.

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Section: Study 2: Online Vignette Studymentioning

confidence: 80%

The real-time and carry-over effects of injustice on performance and service quality in a ridesharing driver scenario

Lei

Kaplan

2023

Curr Psychol

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“…A stressful situation wherein employees suffer from job insecurity may also be appraised as a challenge. As a stressor, job insecurity may elicit a positive coping process by stimulating employees’ positive emotions (i.e., enthusiasm) and creativity to change the state of being unsafe (Jiang et al, 2022 ). In this way, they may view job insecurity as an opportunity to improve their competence and prove themselves capable enough to avoid being made redundant.…”

Section: Theoretical Background and Hypotheses Developmentmentioning

confidence: 99%

How and when can job-insecure employees prevent psychological distress against the COVID-19 pandemic? The role of cognitive appraisal and reappraisal

2023

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The COVID-19 pandemic has greatly affected economies around the world, causing record unemployment rates that have exacerbated the already prevalent job insecurity, thereby leading to psychological distress among many individuals. The present study aims to reveal the underlying mechanisms of psychological distress induced by the COVID-19 pandemic among job-insecure employees and to identify one of the emotion regulation strategies (i.e., cognitive reappraisal) as a protective factor that mitigates psychological distress. Drawing upon transactional theory, we proposed and tested a moderated mediation model, wherein cognitive reappraisal serves as a moderator of the direct and indirect relationship between job insecurity and psychological distress via stress appraisals (i.e., threat appraisal and challenge appraisal) based on data from 922 employees. Results show that threat appraisal and challenge appraisal positively and negatively mediate the relationship between job insecurity and psychological distress, respectively. Furthermore, as an emotion regulation strategy, cognitive reappraisal mitigates psychological distress among job-insecure employees, weakens the positive indirect effect of threat appraisal, but intensifies the negative indirect effect of challenge appraisal. Our findings suggest that cognition plays an important role in individuals’ emotional reactions to COVID-19-related stress, and cognition reappraisal is an effective emotion regulation strategy in mitigating psychological distress. Therefore, cognition reappraisal skills should be improved to reduce psychological distress induced by COVID-19 pandemic.

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“…Apart from well-being, attitudes, and personality, JI is also associated with several negative behavioral correlates [ 12 , 47 , 48 ], and, among them, a worse quality of performance is one of the most relevant constructs associated to JI [ 49 ], which may have direct detrimental consequences for organizations. Borrowing the principle of resource loss cycles conceptualized by the COR theory, in a stress spiral, people and organizations have less resources to counteract resource loss, and these loss spirals also grow because resource loss is more salient than resource gain ( primacy of loss principle ) and because stress arises when resources are lost [ 37 , 38 ].…”

Section: Literature Review On Subjective Ji and Theoretical Frameworkmentioning

confidence: 99%

“…In fact, when assessing precarious employment, one of the most difficult challenges is to define a broad notion that can apply to the divergent meanings emerging from different economies and labor markets [ 10 ], and when it comes to subjective evaluations of what people mean by JI, more psychological research is needed to generalize constructs and measures across samples and cultures. Despite the prolific amount of research on the consequences of JI [ 11 , 12 ] and antecedents of JI [ 13 , 14 ], within the existent literature the use of a person-centered approach is still deficient, and even minor interest is reserved for the investigation of subjective JI as a complex phenomenon across different socio-economical contexts. Therefore, the second aim of our study is to investigate whether the different emergent profiles of JI appraisals can be replicated across two different country settings (Italy and the United States) with very different labor markets (e.g., Europe’s less flexible dismissal policies coupled with vastly different social safety nets between Europe and the USA) and using data collected across different historical timepoints.…”

Section: Introductionmentioning

confidence: 99%

Integrated Patterns of Subjective Job Insecurity: A Multigroup Person-Centered Study

Ghezzi

Ciampa

Probst

et al. 2022

IJERPH

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Past research attests to the pivotal role of subjective job insecurity (JI) as a major stressor within the workplace. However, most of this research has used a variable-centered approach to evaluate the relative importance of one (or more) JI facets in explaining employee physical and psychological well-being. Relatively few studies have adopted a person-centered approach to investigate how different appraisals of JI co-occur within employees and how these might lead to the emergence of distinct latent profiles of JI, and, moreover, how those profiles might covary with well-being, personal resources, and performance. Using conservation of resources (COR) theory as our overarching theoretical framework and latent profile analysis as our methodological approach, we sought to fill this gap. To evaluate the external validity of our study results, we used employee sample data from two different countries (Italy and the USA) with, respectively, n = 743 and n = 494 employees. Results suggested the emergence of three profiles (i.e., the “secure”, the “average type”, and the “insecure”) in both country samples. The “secure” group systematically displayed a less vulnerable profile in terms of physical and psychological well-being, self-rated job performance, positive orientation, and self-efficacy beliefs than the “insecure” group, while the “average” type position on the outcomes’ continua was narrower. Theoretically, this supports COR’s notion of loss spirals by suggesting that differing forms of JI appraisals tend to covary within-person. Practical implications in light of labor market trends and the COVID-19 pandemic are discussed.

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Does a stick work? A meta‐analytic examination of curvilinear relationships between job insecurity and employee workplace behaviors

Cited by 33 publications

References 124 publications

The real-time and carry-over effects of injustice on performance and service quality in a ridesharing driver scenario

The real-time and carry-over effects of injustice on performance and service quality in a ridesharing driver scenario

How and when can job-insecure employees prevent psychological distress against the COVID-19 pandemic? The role of cognitive appraisal and reappraisal

Integrated Patterns of Subjective Job Insecurity: A Multigroup Person-Centered Study

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