Exploring the predictors and consequences of job insecurity's components

Abstract

PurposeThis exploratory study aims to examine the usefulness of distinguishing between the cognitive and emotional components of job insecurity.Design/methodology/approachThis cross‐sectional survey study was undertaken in a sample of 600 civil servants. A series of regressions are employed to test proposed hypotheses.FindingsResults support the treatment of the components of job insecurity as separate variables. The cognitive and emotional components differed in their associations with predictors and consequences. Locus of control and employment dependence moderated several relationships. For example, employment dependence moderated the relationship between job insecurity and job loss strain.Research limitations/implicationsThe study design was cross‐sectional and, thus, cause‐effect relationships cannot be discerned. Also, since it was undertaken in the public sector, it needs to be cross‐validated in the private sector so that the generalizability of its results can be established. The study points to the utility of separately measuring the components of job insecurity in future research. Also, the role of employment dependence deserves further study given its role as a predictor of job loss strain and as a significant moderator variable.Practical implicationsIn supporting the treatment of job security and job loss strain as separate variables, this study suggests that one should consider how to reduce the negative effects of a lack of job security on job loss strain. This is especially important since job loss strain is associated with negative psychological and physiological symptoms. In today's rapidly changing environment, people who feel they have limited extra‐organizational opportunities appear to be particularly vulnerable. Human resource management practices that enhance employee mobility may help to manage their sense of dependence.Originality/valueThis paper addresses two major gaps in the job security literature: it develops a comprehensive model using a two‐component approach to job insecurity; and investigates the potential role of employment dependence as both a cause of insecurity's components and a moderator in the causes → insecurity → consequences model.

Nurses’ perception of psychological empowerment and its relationship to work engagement and job insecurity

“…This result concurred with Stander and Rothmann (2010) who found that employees were experiencing a higher level of uncertainty about their job continuity (affective job insecurity) than about the continuity of certain dimensions of their job (cognitive job insecurity). [16] Additionally, Huang et al (2012) and Ito and Brotheridge (2007) specified, job insecurity predicts both psychological wellbeing and job performance however cognitive job insecurity has the backhanded impact on performance. [28,29] Supporting the research hypothesis 1, the present study revealed that psychological empowerment and work engagement are positively and significantly correlated with each other.…”

“…[16] Additionally, Huang et al (2012) and Ito and Brotheridge (2007) specified, job insecurity predicts both psychological wellbeing and job performance however cognitive job insecurity has the backhanded impact on performance. [28,29] Supporting the research hypothesis 1, the present study revealed that psychological empowerment and work engagement are positively and significantly correlated with each other. Positive correlations were found also between all dimensions of psychological empowerment (meaning, competence, determination, and impact) and all dimensions of work engagement (vigor, dedication, and absorption dimensions).…”

Work locus of control and sense of coherence as antecedents of job insecurity

“…Regarding affective job insecurity, the results are less equivocal. Generally it appears to relate more to psychological strain (Huang, Lee, Ashford, Chen & Ren, 2010;Ito & Brotheridge, 2007), physical and mental health (Probst, 2003), individuals' impaired self-esteem (Mauno & Kinnunen, 2002), or emotional exhaustion (Pienaar et al, 2013). Van Zyl, Van Eeden, and Rothmann (2013) showed affective job insecurity to predict organisational detachment and avoidance coping, while cognitive job insecurity predicted low organisational identification, less active coping and less seeking of social support.…”

The prevalence and magnitude of job insecurity

“…This reveals that, although the job features do exist, individuals perceive threats to these job features as a result of the restructuring that is taking place in the organisation. Chovwen and Ivensor (2009) and Ito and Brotheridge (2007), unlike Ugboro and Obeng (2001), found a significant relationship between power/ powerlessness and perceived threats to them. Ugboro and Obeng (2001) found that the relationship between perceived threats to job features and perceived threats to the total job were directly significant.…”