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Job insecurity and employees' attitudes: The moderating role of fairness

DOI:10.1108/01437721011057029
Authors:
Inmaculada Silla at University of Valencia
Inmaculada Silla
Francisco J. Gracia at University of Valencia
Francisco J. Gracia
Miguel A Mañas Rodríguez at Universidad de Almería
Miguel A Mañas Rodríguez
Jose M. Peiro at University of Valencia
Jose M. Peiro
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Abstract

Purpose The purpose of this paper is to examine the relationships between both job insecurity and fairness and employees' attitudes (job satisfaction, organisational commitment and turnover intention). Moreover, of even greater interest, it aims to test whether fairness mitigates the negative correlates associated with job insecurity. Design/methodology/approach The aproach takes the form of a cross‐sectional study based on self‐reported data. The sample was composed of 697 employees from a Spanish public organisation. Findings The findings showed that job insecurity is detrimental to employees' attitudes, whereas fairness is beneficial. Moreover, the results showed the negative correlates of job insecurity to be less strong in the presence of fairness. Research limitations/implications First, this is a cross‐sectional study, and therefore no causal relationships can be assumed. Second, the study is based on self‐reported data, which could lead to common variance source and method problems. Practical implications Job insecurity is a widespread concern in contemporary societies. Thus, research on how to palliate its negative correlates is valued. This study suggests fairness judgements might buffer the negative correlates associated with job insecurity. Originality/value Previous research has shown job insecurity to be detrimental to both individuals and organisations (e.g. job satisfaction, organisational commitment and turnover intention). Nonetheless, differences observed across studies in the strength of these relationships suggest the presence of moderating factors. The study provides evidence on the moderating role of fairness judgements.
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www.emeraldinsight.com/O I 43 -7 7 2O.}:ltrr:.
Job insecurity and employees' The moderating
role of fairness
attitudes: the moderating role of
fairness
Inmaculada Silla
CIEMAT-UWG Research Growp, Barcelona, Spain
Francisco J. Gracia
Departrnent of Social Psychologt, IDOCAL, OPAL, UrLiuersity of Valencia,
Valencia, Spain
Miguel Angel Mañas
Uniuersity of Alanerta, Altnena, Spain, and
José M. Peiró
Departtment of Social Psycltology. [-lniuersity of Valencia, IVIE, IDOCAL,
Valencia, Spain
449
Abstract
Purpose - The purpose of this paper is to examine the relarionships betseen both job insecurity and
faimess and emplovees' atlifudes (job satisfaction, organisa¡ional comrnilment and turnover
intention). Moreover, of even ¡yeater interest. it aims to test rvhether fairness mitigates the negative
correlates associated with job insecurity.
Desigrr/methodology/approach * The aproach takes the fonn of a cr-oss-sectional study based on
self-repofied data. 'lhe sample was composed of 697 employees from a Spanish public organisation.
Findings - The findings showed that job insecurity is detrimental to employees' attitr-rdes, whereas
faimess is benef,cial. Moreover, the results showed the negative corelates of job insecuriry to be less
strong in the presence of faimess.
Research limitations/implications - First, this is a cross-sectionai study, and therefore no causal
relationships can be assumed. Second, the study is based on seif-reported data, which could lead to
common variance source and method prclblems.
Practical implications - Job insecurity is a widespread concern in contemporary societies. Thus,
research on how to palliate its negative correlates is valued. This study suggests fairness judgemcrtts
might buffer the negative correlates associated with job insecurity.
Originality/value * Previous research has shorvn jrü insecurity to be detnmental to both
individuals and organisations (e.g. job satisfaction, organisationai commitment and turnover
intention). Nonethelqss, differences observed across studies in the strength of these relationships
suggest the presence of moderating factors. The study provides evidence on the moderating roie of
fairness judgements.
Keywords Empioyment protection, Employee attitudes, Unceftainty management, Spain
Paper type Research paper
Intemational Joumal of N{arpower
\krl. 31 No. 4. 2010
pp. 449-465
{t) Emerald Group Publi,shing Linited
01,13"7720
DOI 10.1108i01437721011057029
Francisco J. Gracia ancl José M. Peiró acknorvledge the support of CONSOLIDER EJEC (SEJ
2006 14086/PSrC).
... In this regard, a novel theoretical approach has been introduced to the fielduncertainty management theory (Lind & Van den Bos, 2002) -which places justice in the focus of HRM as a key factor that breaks the harmful vicious circle in which job insecurity undermines organizational effectiveness, which then further increases experience of job insecurity (Greenhalgh & Rosenblatt, 1984). Research has shown that external resources such as fair treatment and organizational justice moderate the association of job insecurity with job attitudes (Richter & Näsvall, 2019;Silla et al., 2010;Sverke & Hellgren, 2002). In a longitudinal study, Chirumbolo and Areni (2005) found that job satisfaction and organizational commitment moderate the negative impact of job insecurity on job performance and suggested organizational interventions that lead to greater job satisfaction and organizational commitment among employees. ...
... On the contrary, perceived injustice of organizational procedures (especially those related to layoffs), distribution of resources and information could intensify the negative emotions and frustrations that job insecurity already caused, as well as foster the belief that the organization is not worth employee work engagement. Researchers that focus on justice, fairness, or external resources representing their correlates (e.g., voice, communication, or social support) ground their hypotheses on social exchange theory (e.g., Chirumbolo & Areni, 2005;Schreurs et al., 2012;Silla et al., 2010). ...
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Although the most recent meta-analysis by Sverke et al. (2019) provides conclusive evidence documenting adverse effects of employees’ perceived job insecurity on a wide range of performance outcomes, theoretical understanding of the psychological processes underlying these relationships and their boundary conditions is still lagging behind. The aim of this review chapter is to address these lacunae by summarizing dominant theoretical frameworks used to explain the job insecurity-performance relationship. In particular, in the following paragraphs we (i) describe and integrate main theoretical explanations of the negative effects of job insecurity on performance; and (ii) account for moderators that can potentially ameliorate indirect effects of job insecurity by placing particular emphasis on organizational justice. We also highlight several plausible research pathways that could further advance the understanding of the intervening variables in the job insecurity-performance relationship, including test of multiple mediators, more rigorous longitudinal research methodology and test of boundary conditions.
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... H2: Job insecurity on turnover intention has a partial and significant mediating effect through job satisfaction. Silla et al. (2010) stated that psychological contract theory is a condition of uncertainty in the organization that will cause serious problems, one of which is job insecurity which can have an impact on employee job satisfaction. Mahaputra et al. (2013) stated that the psychological contract theory of employees who feel high job insecurity will increasingly have low job satisfaction. ...
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Study this aim for knowing the influence of job insecurity and job stress on the turnover intention with job satisfaction as variable mediation employee at PT. Graha Maju Property Palembang. Study this done with use approach quantitative with sample 130 employee at PT. Graha Maju Property Palembang. Data processing using Structural Equation Modeling (SEM) with the Smart PLS program. Research results show that job insecurity and job stress are influential and significant to turnover intention. Job satisfaction has a significant effect on turnover intention and can partially mediate the relationship between job insecurity and job stress among employees at PT. Graha Maju Property Palembang.
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... Sementara Hurriyati & Apriyanti, (2022) menjelaskan bahwa job insecurity dapat menciptakan ketidaknyamanan dalam melakukan pekerjaan sehingga menimbulkan kekhawatiran akan kelanjutan kerja mereka. Silla et al., 2010) Hasil penelitian ah Ezra et al., (2019) menemukan fakta bahwa karyawan berkeinginan keluar dari perusahaan yang dikarebakan ketidakamanan saat bekerja, dengan tuntutan pekerjaan yang tinggi serta konpensasi yang diterima tidak sesuai dengan kinerja mereka. Indikator job insecurity yang digunakan dalam penelitian diadopsi dari penelitian Prestiana & Putri, (2013), antara lain terdiri dari: pentingnya job event yang negatif, pentingnya faktor-faktor pekerjaan, kemungkinan perubahan negatif, kemungkinan adanya job event yang negatif dan kemampuan dalam mengendalikan perubahan. ...
Pengaruh Kompensasi, Job Insecurity Stres Kerja dan Kepuasan Kerja Terhadap Turnover Intention (Studi Kasus pada Karyawan CV XYZ)
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Kompensasi, ketidakamanan kerja, stres kerja dan kepuasan kerja dapat mempengaruhi turnover intention karyawan. Penelitian ini bertujuan untuk menganalisis pengaruh kompensasi, ketidakamanan kerja, Stres Kerja terhadap kepuasan kerja dan turnover intention. Penelitian ini dilakukan di Kantor perusahaan CV XYZ dengan mengambil sampel sebanyak 91 orang. Data di kumpulkan dengan menyebarkan kuesioner dengan pernyataan sebanyak 25 items. Selanjutnya data yang telah dikumpulkan dianalisis dengan analisis jalur menggunakan SPSS dan dan Partial Least Square Structural Equation Modeling (PLS-SEM). Penelitian ini menyimpulkan bahwa terdapat empat hipotesis yang ditolak dan tiga hipotesis yang diterima. Hipotesis yang diterima dalam penelitian ini antara lain adalah konpensasi bepengaruh terhadap kepuasan kerja, job insecurity berpengaruh terhadap tunrover intention dan stres kerja berpengaruh tunrover intention karyawan. Sedangkan job insecurity tidak berpengaruh kepuasan kerja, stres kerja tidak berpengaruh kepuasan kerja, kompensasi tidak berpengaruh tunrover intention dan kepuasan kerja tidak berpengaruh tunrover intention
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... Happy employees are less likely to be on sick leave, enjoy more job security, are more open, and help fellow employees (Harrison et al., 2006;Riketta, 2008;Scherer et al., 2010;Warr, 2007;Silla et al., 2010). ...
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The traditional education industry has undergone rapid changes to keep learning alive and unaffected during the pandemic. There was a lot of uncertainty and fear among the teachers as they had to change the pedagogy to suit the current requirements. Many studies in the past revealed that the performance of teachers is dependent on their well-being. This is an empirical study wherein primary details were collected from B-school faculty working in various B-schools in India. To analyze the effect of well-being on subjective happiness two instruments were used. Employee well-being was measured using a scale consisting of 33 items and four core dimensions such as psychological, social, workplace, and subjective well-being items. A self-evaluation scale on The Subjective Happiness Scale (SHS) was used to measure the subjective happiness of B-school faculty. The questionnaire was administered to B-school faculty. The analysis revealed that psychological, social, and subjective well-being had an effect on the happiness of B-school faculty, but workplace well-being did not have any effect on subjective happiness as most of the B-school faculty were trying to sustain the pandemic and get adjusted to the rapid changes. They did not have many expectations from their employer as they were amidst fear and uncertainty.
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