Job insecurity as a mediator between fearing COVID-19 and turnover intention: empirical evidence during the COVID-19 pandemic

Kakar, Abdul Samad; Misron, Aervina; Rauza, None; Meyer, Natanya; Durrani, Dilawar Khan

doi:10.1108/ijem-12-2022-0511

Cited by 5 publications

(1 citation statement)

References 45 publications

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“…For this reason, previous studies have mainly adopted cross-sectional analysis methods to analyze the relationship between anxiety and outcomes during the COVID-19 pandemic relying on the COR theory. For example, the pain and anxiety caused by environmental changes during the pandemic decreased work performance and increased intentions to quit (Chen et al, 2023;Kakar et al, 2023;Kumar et al, 2021;Obuobisa-Darko & Sokro, 2023;Singh & Kaurav, 2022), and that alternatively available psychological and social resources moderated these relationships (Pradhan et al, 2023;Farroukh et al, 2023;Kokubun et al, 2022).…”

Section: Introductionmentioning

confidence: 99%

Social and psychological resources moderate the relation between anxiety, fatigue, compliance and turnover intention during the COVID-19 pandemic

Kokubun

Ino

Ishimura

2022

IJWHM

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PurposeThe workplace health management lessons to be learned from the pandemic are important. However, few studies have examined the relationship between workplace anxiety, resources and behaviors during the pandemic. Therefore, this paper aims to investigate the relationship between anxiety, fatigue, compliance, turnover intention and social and psychological resources during the COVID-19 pandemic by applying the conservation of resources (COR) theory.Design/methodology/approachPath analysis was carried out using data obtained from a questionnaire survey conducted on 2,973 Chinese employees of Japanese companies in China.FindingsThe analysis showed that anxiety had a positive correlation with compliance, but simultaneously had a positive correlation with fatigue and turnover intention; psychological resources moderated to weaken the relationships between anxiety and compliance/fatigue; social resources moderated to strengthen the negative correlation between compliance and willingness to leave.Research limitations/implicationsThis study targeted employees of Japanese companies in China. Therefore, in the future, it is necessary to verify generalizability as to whether it applies to employees of companies of other nationalities in other countries. Also, the authors used newly developed scales instead of the general psychological scales. Therefore, it is necessary to verify the reproducibility using a more general scale.Practical implicationsAnxiety encourages compliance practices but also increases fatigue and willingness to leave. Therefore, a method of inciting anxiety and making employees follow rules reduces the strength of an organization. To overcome this dilemma, managers need to provide psychological and social resources.Originality/valueThis study is the first to show how effective social and psychological resources are in the management of anxiety and fatigue in achieving high performance during the COVID-19 pandemic. This study was conducted in the very early days of the COVID-19 pandemic with the cooperation of employees working for Japanese companies in China. However, the importance of utilizing resources in a crisis revealed by this study can be applied to all kinds of disasters.Highlights:-The current study is the result of a survey conducted on employees of Japanese companies in China in the early days of the COVID-19 pandemic.-Anxiety had a positive effect of promoting compliance and a negative effect of increasing fatigue and willingness to leave the job.-Psychological resources mitigated these effects of anxiety and, as a result, reduced fatigue and willingness to leave.-Social resources enhanced the effect of compliance on reducing willingness to leave.-Workplace health problems caused by the COVID-19 pandemic should be addressed by increasing employee resources on a regular basis, rather than aggravating anxiety.

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Section: Introductionmentioning

confidence: 99%

Social and psychological resources moderate the relation between anxiety, fatigue, compliance and turnover intention during the COVID-19 pandemic

Kokubun

Ino

Ishimura

2022

IJWHM

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Job insecurity amid the COVID-19 pandemic and beyond: a systematic review and research agenda

Gupta,

Dhar

2024

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PurposeThe catastrophic effects of the COVID-19 pandemic have considerably impacted the labour market and increased job insecurity among workers. This study systematically reviews the literature on job insecurity conducted in the context of the COVID-19 pandemic with three key objectives. First, to identify the key antecedents of job insecurity during the pandemic. Second, to identify the outcomes associated with job insecurity during the pandemic. Third, to identify the underlying boundary conditions that strengthened or alleviated the association between the antecedents of job insecurity and its associated outcomes.Design/methodology/approachThe study followed PRISMA 2020 guidelines for the selection and inclusion of scientific literature by systematically searching five electronic databases, namely, Scopus, ScienceDirect, PubMed, Web of Science and Psych Info.FindingsA perception of health-related risks, negative economic consequences and organizational restructuring during the pandemic were the primary factors contributing to job insecurity among workers. The consequences encompassed detrimental impacts on health and well-being, proactive measures undertaken by employees to alleviate the threat of job loss, and a variety of tactics employed to cope with stress arising from job insecurity. The boundary conditions elucidate the factors that alleviated job insecurity among workers and influenced both their work and non-work outcomes.Originality/valueThis is the first systematic review summarizing the literature on employees' experiences with job insecurity amid the COVID-19 pandemic. Based on a systematic review, this study provides doable steps that HR managers can take to effectively manage job insecurity among workers, particularly during a crisis.

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The Moderating Effects of Gender and Age in the Relationship Between  Job Insecurity and  Turnover Intention  During the Global Pandemic

Muddangala,

Kakumani,

Parayitam

2024

South Asian Journal of Human Resources Management

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This article explores the effect of perceived job insecurity on employees’ turnover intention during the global pandemic. A conceptual model was developed and tested with data collected from 398 faculty members in higher educational institutions in Southern India. After checking the instrument’s psychometric properties using structural equation modelling, the hypotheses were tested using hierarchical regression. The results indicate that three dimensions of job insecurity—the perceived threat to job features, the perceived threat to total job and the feeling of powerlessness—are positively associated with turnover intentions of faculty members. The results also reveal that age and gender moderated the relationship between (a) perceived threat to total job and turnover intention and (b) feeling of powerlessness and turnover intention. This study recommends that administrators not underestimate the perils of perceived job insecurity in terms of turnover intentions and steps need to be taken to ensure that employees feel safe and continue to work. This study highlights a simple fact: If adequate steps are not taken, crises like the global pandemic may adversely affect organisations.

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Job insecurity as a mediator between fearing COVID-19 and turnover intention: empirical evidence during the COVID-19 pandemic

Cited by 5 publications

References 45 publications

Social and psychological resources moderate the relation between anxiety, fatigue, compliance and turnover intention during the COVID-19 pandemic

Social and psychological resources moderate the relation between anxiety, fatigue, compliance and turnover intention during the COVID-19 pandemic

Job insecurity amid the COVID-19 pandemic and beyond: a systematic review and research agenda

The Moderating Effects of Gender and Age in the Relationship Between  Job Insecurity and  Turnover Intention  During the Global Pandemic

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Job insecurity as a mediator between fearing COVID-19 and turnover intention: empirical evidence during the COVID-19 pandemic

Cited by 5 publications

References 45 publications

Social and psychological resources moderate the relation between anxiety, fatigue, compliance and turnover intention during the COVID-19 pandemic

Social and psychological resources moderate the relation between anxiety, fatigue, compliance and turnover intention during the COVID-19 pandemic

Job insecurity amid the COVID-19 pandemic and beyond: a systematic review and research agenda

The Moderating Effects of Gender and Age in the Relationship Between Job Insecurity and Turnover Intention During the Global Pandemic

Contact Info

Product

Resources

About

The Moderating Effects of Gender and Age in the Relationship Between  Job Insecurity and  Turnover Intention  During the Global Pandemic