The effect of job insecurity on employees’ job outcomes: the mediating role of job embeddedness

Abstract

Purpose Drawing on job embeddedness (JE) and reformulation of attitude theories, the purpose of this paper is to propose a conceptual model in which JE mediates the influence of job insecurity (JIS) on quitting intentions and service recovery performance (SRP). Design/methodology/approach Data came from 313 hotel service workers based on three waves through a two-week period in Iran. Service workers’ SRP was rated by their direct supervisors. The abovementioned linkages were gauged using structural equation modeling. Findings All hypotheses are supported. Specifically, JIS diminishes JE. Consistent with the study’s hypotheses, JE fosters SRP, while it reduces quitting intentions. As predicted, JE completely mediates the influence of JIS on propensity to quit and SRP. Originality/value What is known about how JIS can be mitigated is still scarce in the current literature. There is a paucity of evidence regarding the mechanism that links JIS to employee’s outcomes.

Amid the COVID-19 Pandemic, Unethical Behavior in the Name of the Company: The Role of Job Insecurity, Job Embeddedness, and Turnover Intention

“…Consistent with the expectations and previous studies’ results [ 68 , 69 , 70 , 71 , 72 , 73 , 74 ], job insecurity was found to reduce job embeddedness, reinforce the turnover intention, and promote employees’ unethical organizational behavior. However, there are scarce studies conducted in non-Western countries on these relationships [ 75 ].…”

“…Following [ 74 , 78 ], job insecurity was found to have a negative impact on employee embeddedness to the organizations, especially amid the COVID-19 pandemic. When employees feel the risk of future job loss and insecurity, they begin to reconsider their job and their future career path in the company [ 32 ].…”

Does Job Embeddedness Mediate the Effect of Resilience on Cabin Attendants’ Career Satisfaction and Creative Performance?

“…It has been investigated in the fields of marketing, organizational behavior, air transport management, hospitality and tourism management, and human resource management, e.g., [15,[21][22][23]. Studies illustrate that employees who are high on JE have proclivity to stay with the employer, display better task performance, and are service recovery performers at work, e.g., [24][25][26][27]. Since the turnover of cabin attendants is more than that of other professionals [28], examining the antecedents and outcomes of JE in an industry where cabin attendants display (in)voluntary turnover is important.…”

Effect of a perceived threat of informal actors on the business performance of formal actors: inbound tour operators’ perspective

“…The drop-off and pick-up method is one of the wellestablished data collection methods. It has been widely used by previous tourism and hospitality scholars (e.g., Mwesiumo & Halpern, 2018;Safavi & Karatepe, 2019;Said & Tanova, 2021). Applying the drop-off and pickup method helped confirm tour operators' eligibility and reduce the potential for non-response bias.…”