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Satisfaction with Job Security as a Predictor of Organizational Commitment and Job Performance in a Multicultural Environment



The study explores the role of satisfaction with job security in predicting organizational commitment and job performance in a multicultural non-Western environment. It also examines factors contributing to the variations in satisfaction with job security among employees. Results indicate that satisfaction with job security is positively correlated with both organizational commitment and job performance. Furthermore, employees’ age, educational level, job level, monthly income, marital status, tenure in present job, tenure in present organization and an organization’s activity contribute significantly to the variations in satisfaction with job security among employees. Finally, the relationship between satisfaction with job security, and both organizational commitment and job performance vary across national cultures.
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... One of these is job security, since a general organisational crisis threatens the organisation's existence and, therefore, requires downsizing the organisation. As part of crisis management, measures must be taken to increase job security through effective communication (Burke, 1991;Yousef, 1998). Once job security is achieved, it is also necessary to build openness to change among employees. ...
... However, this impact is not clearly defined positively or negatively. Yousef (1998) underlined that job security is critical for influencing work-related outcomes, e.g., job performance, well-being of employees, employee turnover, organisational commitment or job satisfaction. In his research, he argues that satisfaction with job security as a predictor of organisational commitment and job performance. ...
... Some works show a non-significant correlation between job security and job performance (Staufenbiel & König, 2010;Sverke et al., 2002). Other studies emphasise the importance of the relationship between occupational safety and worker productivity (Cheng & Chan, 2008;Newman et al., 2019;Yousef, 1998). Hence, such relations, especially under the conditions of the COVID-19 pandemic, need further research. ...
The purpose of the paper is to analyse the influence of crisis management on job performance as well as indicate a mechanism, which supports such influence. The theoretical model was proposed based on a literature review, showing the role of organisational trust, organisational communication, knowledge sharing, job security and openness to change in shaping job performance by crisis management among organisations operating under COVID-19 pandemic conditions. The model was empirically verified based on a sample of 1,160 organisations operating in Poland, Italy and the USA during an active wave of the pandemic in 2021. The obtained results allow to confirm that crisis management significantly positively influences the job performance of employees in organisations operating under the dynamic and turbulent COVID-19 pandemic conditions. Moreover, such influence was proven to be mediated by organisational trust, organisational communication, knowledge sharing, job security and finally – openness to change. The performed analysis fills in the existing research gap and constitutes and important contribution to the field of crisis management. The results show that in order for crisis management to bring benefits to the entire organisation, employees need to go beyond the routines of their behavior and efficiently adapt to the changed conditions of the organisation. The openness to change becomes a de facto enabler of that. The obtained results also have practical implications, showing the mechanism through which crisis management impacts individual employees, allowing organisations to stimulate each factor and contributing to the possibility of ensuring more benefits coming from implementing crisis management.
... The idea of the study in inspired understanding the relationship of ethical leadership and role of employee performance while using intrinsic motivation as a mediator (Tu & Lu, 2014;Asad & Farooq, 2009;Demirkol & Nalla, 2018). Intrinsic motivation often used as a mediator in many investigations (Darwish & Yousef, 1998;Asad & Javaid, 2010). It is critical to explore this, since creativity appears to be affected not only by internal characters, but also by the magnitude to which the organization and its leaders are accomplished of stimulating settings in which creativity can unfold (Asad & Qadeer, 2014). ...
This study investigates the association between leaders’ intelligence on followers’ creativity. This was studying exploring by a) relationship between leaders’ EI and followers’ creativity results; b) relationship between intrinsic motivation and EI c) relationship between intrinsic motivation and followers’ creativity. Questionnaire was used to collect data from organizations of service sector. Eighty-one dyads were collected (leaders and employees). Cross sectional data and convenient sampling used in this study. Data analysis techniques were descriptive, correlation and multiple regression analysis. The findings of the study were not gives significant results. There are some other factors which affect followers’ creativity
... Job security concern is defined as the fear of losing the current job and the desire to stay in the current organization by authors of this study. Employees perceive job security when stable employment is provided by the organization (Yousef, 1998), which is a stable source of income. According to the conservation of resources (COR) theory, employment is one of the valuable condition resources (Hobfoll et al., 2018). ...
Hospitality management research pays much attention to how work-related factors affect employees’ extra-role behaviors, while the potential role of work-family factors seems to be neglected. Using a sample of employees and their direct supervisors from several five-star hotels in China, a three-wave survey study was conducted to explore the effects of family motivation on organizational citizenship behaviors (OCBs) and voice behaviors, as well as to clarify the underlying mechanisms. The results show that family motivation stimulates employees to see their jobs as a means to obtain financial rewards to support families (i.e., job instrumentality) and then to be more concerned about their jobs’ security. Further, job security concern would enhance employees’ impression management motives, leading to more OCBs toward different targets while inhibiting voice behaviors. Implications for family motivation and extra-role behaviors research and practice are discussed.
... This theory states that -individuals are driven by frankness, and if they identify inequalities in the input or output rations of themselves and their referent group, they will seek to adjust their input to reach their perceived equity‖ (Adams, 1963). Yousef (1998) explains that the equity theory is a theory that centre's on perceived fairness of an individual. An employee reflects on how much effort has expended and compares this to what has been got from it. ...
... This theory states that "individuals are driven by frankness, and if they identify inequalities in the input or output rations of themselves and their referent group, they will seek to adjust their input to reach their perceived equity" (Adams, 1963). Yousef (1998) explains that the equity theory is a theory that centre's on perceived fairness of an individual. An employee reflects on how much effort has expended and compares this to what has been got from it. ...
... The review provided evidence which underpins the fact that satisfaction with job security was positively correlated with both Organizational Commitment and Job Performance. However, the relationship between Job Satisfaction with Job Security, both Organizational Commitment and Job Performance vary across national cultures (Yousef, 1998;Ahmad & Oranye, 2010;Bellou, 2010). There were several studies about job security and possible influence factors (Clark & Postel-Vinay, 2009;Farber, 2010;Ahmad & Oranye, 2010;Bellou, 2010). ...
... In the realm of performance evaluation, scholars have varying perspectives. Farth et al. (1991) have delved into the quality and quantity aspects of work, while Yousef (1998) has placed a strong emphasis on quality and productivity. In contrast, Suliman (2001) proposes a six-dimensional model that encompasses the willingness to innovate, work skills, quality and quantity of work, duties, and enthusiasm. ...
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Objective: The aim of the paper is to present the vital importance of employees' competencies in creating a correlation between job performance and career satisfaction in wealth management companies. Method: To analyse the correlation between employee performance and career satisfaction, a research framework was employed that incorporates general competencies as an intermediary factor in wealth management firms. A survey was conducted among 90 employees working in wealth management offices in Cochin. Results: Based on the survey results, it is apparent that possessing general competencies is crucial for improving job performance and achieving career satisfaction within the wealth management sector. Conclusions: It is evident from the research that wealth managers can benefit greatly from providing a career advancement environment for their employees. This is because it leads to the development of a more skilled workforce, which in turn translates into better job performance and increased efficiency. The central point of the paper is to address the ambiguity and inconsistency that exists regarding the part of general competencies, career satisfaction and job performance in wealth management.
... Kepuasan kerja mempunyai hubungan langsung dengan positive behavior pada pekerjaan dan kepuasan kerja berkaitan langsung dengan komitmen organisasi (Brown & Peterson, 1993). Suatu kajian menunjukkan bahawa terdapat hubungan positif yang signifikan, antara kepuasan dengan jaminan kerja dan komitmen organisasi dan juga antara kepuasan dengan jaminan kerja dan prestasi kerja (Darwish A. Yousef, 1998). ...
... The Minnesota Job Satisfaction Scale (MJSS) was used (Weiss et al., 1967). This scale has been adapted to many different languages, and validity and reliability studies were conducted with Turkish samples as well (Hançer et al. 2003;Özcan et al. 2007;Özdevecioğlu, 2003;Youself, 1998). The scale has two different forms; one with 100 questions (long form), and the other one with 20 questions (short form). ...
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In this study, we examined relations between the performance of first-level managers in a large food service company and their affective commitment (i.e., emotional attachment to, identification with, and involvement in the organization), continuance commitment (i.e., perceived costs associated with leaving the company), and job satisfaction. Commitment and satisfaction scores were correlated with three indexes of performance obtained from the managers' immediate supervisors. As predicted, affective commitment correlated positively and continuance commitment correlated negatively with all three measures of performance. Job satisfaction did not correlate significantly with performance ratings. The findings are interpreted as illustrating the importance of distinguishing between commitment based on desire and commitment based on need and as supporting organizational efforts to foster affective commitment in their employees.
One issue that has united Conservative and Labour governments over the last decade is concern over the rising numbers of working age adults drawing incapacity benefits, even at a time of falling unemployment and despite repeated attempts to tackle the problem. Robert Walker stresses how little we know about what is a very heterogeneous population and suggests a mechanism that might help the authorities find out more so as to better target specific support.
This research assessed the causes and consequences of job insecurity using a new theory-based measure incorporating recent conceptual arguments. We also compared the measure's reliability and construct validity to those of two existing global measures of job insecurity. Results indicated that personal, job, and organizational realities associated with a perceived lack of control are correlated with measured job insecurity. Job insecurity in turn leads to attitudinal reactions— intentions to quit, reduced commitment, and reduced satisfaction. These results generally support the utility of our new measure and provide important directions for future research.
Linear and curvilinear components of job performance were studied in relation to turnover. Neither the linear nor the curvilinear hypothesis was supported as job performance was unrelated to turnover. Other higher-order effects were also not evident as job satisfaction did not moderate the job performance-turnover relationship. Using a path model, indirect linkages between job performance and job satisfaction and job performance and job search were investigated. Niether linkage was supported suggesting that job performance is not central to the turnover process. Implications of these findings for future research were discussed.
Dans sa definition la plus englobante, la securite d'emploi signifie le maintien des individus dans leur emploi sans perte d'anciennete, de remuneration, de droits relatifs a la retraite, etc. De nos jours, moins de 20% des salaries faisant partie des grandes unites de negociation au Canada jouissent d'une forme de securite d'emploi qui s'approche de cette definition. On qualifie de quasi-securite d'emploi une categorie connexe caracterisee par la presence, dans les conventions collectives, de clauses excluant le recours a la sous-traitance, l'application du critere d'anciennete en cas de licenciement, etc. Environ le tiers des salaries couverts par les grandes conventions collectives beneficient de clauses restreignant le recours a la sous-traitance, la plupart sont regis par des clauses ou l'anciennete joue sous une forme ou une autre en cas de licenciement, et la moitie, par des clauses de preavis de licenciement. Des clauses de non licenciement se retrouvent egalement dans les conventions collectives des employes de certaines grandes entreprises. Ces clauses pourraient s'accroitre quelque peu, mais il semble peu probable qu'elles deviennent une constituante d'importance majeure des relations industrielles au Canada. Alors que Rosow et Zager ont developpe un plaidoyer convaincant en faveur de la securite d'emploi, la vague de licenciements que le pays a connue lors de la recession du debut des annees '80 reflete un certain malaise. Cela laisse donc supposer qu'on devra assister a de profonds changements d'attitude de la part des dirigeants envers leurs employes. De plus, l'echelle des operations des organisations canadiennes devra permettre que les clauses de securite d'emploi prennent davantage d'importance. On peut cependant s'attendre a une certaine continuite dans le developpement progressif de la securite d'emploi, et plus particulierement de la quasi-securite d'emploi. Si on ne parvient pas ainsi a obtenir tous les avantages qui y sont relies, il semble toutefois qu'on se dirige presentement dans la bonne direction.