Job insecurity and organizational citizenship behavior: Exploring curvilinear and moderated relationships.

Lam, Chak Fu; Liang, Jian; Ashford, Susan J.; Lee, Cynthia

doi:10.1037/a0038659

Cited by 137 publications

(196 citation statements)

References 98 publications

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“…Furthermore, as recommended by Bagozzi and Edwards () (see also Lam et al. 's () empirical study), we formed five parcels of items as indicators for proactive personality by averaging the items with the highest and lowest loading. The results of CFAs in Table showed that the six‐factor base model fit data best among all models we examined, χ 2 = 768.99, df = 260, χ 2 /df = 2.96, RMSEA = 0.07, Tucker‐Lewis index (TLI) = 0.90, comparative fit index (CFI) = 0.91.…”

Section: Resultsmentioning

confidence: 99%

High‐performance work system and employee performance: the mediating roles of social exchange and thriving and the moderating effect of employee proactive personality

Zhang

Bal

Akhtar

et al. 2018

Asia Pac J Human Res

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Research on high‐performance work systems (HPWS) has drawn primarily from social exchange theory and human capital theory to unlock the underlying mechanisms in relation to employee performance. In addition to social exchange and human capital theory, a personal resources perspective can also be used to explain the effects of HPWS. In this cross‐level research, we examined the mediating roles of social exchange and thriving, and the moderating effect of proactive personality in the relationships between HPWS and task performance and organizational citizenship behavior (OCB) by analyzing a sample of 391 employees and 84 supervisors from 21 firms in China. Using multi‐level analyses, social exchange and thriving were found to mediate the effects of HPWS on employee task performance and OCB. Furthermore, proactive personality attenuated HPWS's direct effect on thriving and indirect effects on employee task performance and OCB through thriving. Finally, we discuss theoretical contributions, and practical implications of the study, as well as future research directions.

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Section: Resultsmentioning

confidence: 99%

High‐performance work system and employee performance: the mediating roles of social exchange and thriving and the moderating effect of employee proactive personality

Zhang

Bal

Akhtar

et al. 2018

Asia Pac J Human Res

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show abstract

“…Expatriates may then achieve retention or perform better during their assignment. This outcome can be achieved by building an informal communications network within the organization to expedite information sharing (Lam et al, 2015) or by periodically hosting informal gatherings to ensure that employees feel valued even when off duty (Ngo, Foley, & Loi, 2009).…”

Section: Discussionmentioning

confidence: 99%

The Influence of Work-Family Conflict on Taiwanese Expatriates' Burnout and Turnover Intention in China: Guanxi as a Moderator

Yuan¹,

Wu²,

Flynn³

2019

RCIS

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Guanxi has been shown to play an important role in the management of Taiwanese expatriates assigned to China. In this study, we examined the relationships between expatriates' work-family confl ict, burnout, and intent to return early and the moderate role of supervisor-subordinate Guanxi in these relationships from the perspective of job demands-resources model. We used a two-waved data from a sample of 257 Taiwanese expatriates in China, and the results supported the moderating hypotheses of supervisor-subordinate Guanxi. Besides, burnout mediated the eff ect of work-family confl ict on intent to return early, only when Taiwanese expatriates perceived low levels of supervisor-subordinate Guanxi. Finally, Guanxi would be a buff er for expatriate assignment management in the Chinese context.

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“…Yet, findings on the relationship between job insecurity and job performance can be described as 'mixed'with studies either finding no (e.g., Sverke et al, 2002) or a slightly negative relationship (e.g., Cheng and Chan, 2008). To explain these findings, researchers have argued that the job insecurity-job performance relationship might be more complex than a simple linear relationship (e.g., Selenko et al, 2013;Staufenbiel and König, 2010), thereby also recommending the use of longitudinal research designs (see also Huang et al, 2013;Lam et al, 2015). In the present conceptual paper, we further this proposition by arguing that the duration of job insecurity and the appraisal of job insecurity are crucial for gaining a more holistic understanding in terms of job insecurity's effects on job performance.…”

Section: Job Insecurity Duration and Job Performancementioning

confidence: 99%

Job insecurity and performance over time: the critical role of job insecurity duration

Debus

Unger

König

2019

CDI

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Purpose Research on the relationship between job insecurity and job performance has thus far yielded inconclusive results. The purpose of this paper is to offer a more dynamic perspective on the effects of job insecurity on job performance. Design/methodology/approach Drawing from cognitive appraisal theory, research on critical life events, and stress reactions as well as more general theorizing around the role of time, this paper proposes that individuals’ job performance reactions to job insecurity will be dynamic over time. Findings Adopting a person-centered perspective, this paper suggests that there are seven subpopulations that differ in their intra-individual job performance change patterns over time. Research limitations/implications This paper presents potential predictors of subpopulation membership and presents an agenda for future research. Originality/value We contribute to the literature by introducing a dynamic perspective to the study of job performance in the context of job insecurity. Delineating a set of open questions that follow from the presented theoretical arguments, the authors also hope to stimulate future research in the context of job insecurity and job performance.

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Job insecurity and organizational citizenship behavior: Exploring curvilinear and moderated relationships.

Cited by 137 publications

References 98 publications

High‐performance work system and employee performance: the mediating roles of social exchange and thriving and the moderating effect of employee proactive personality

High‐performance work system and employee performance: the mediating roles of social exchange and thriving and the moderating effect of employee proactive personality

The Influence of Work-Family Conflict on Taiwanese Expatriates' Burnout and Turnover Intention in China: Guanxi as a Moderator

Job insecurity and performance over time: the critical role of job insecurity duration

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