35 research outputs found
Validation and Measurement of Perceived Environmental Threat as an Antecedent to Job Insecurity
No full text The Perceived Environmental Threat scale was designed to measure perception of environmental sources of threat to an individual's job. A total of 276 managers responded to a survey to test the psychometric characteristics. Analysis supported the internal reliability and factor structure and anticipated correlations were observed with two measures of job insecurity. The Perceived Environmental Threat scale also demonstrated convergent validity as scores correlated positively with those on Anticipated Organizational Change which, generally, did not correlate significantly with trust, commitment, or role ambiguity, variables with which it was not expected to be related. The evidence was generally supportive of the overall psychometric properties, offering academic researchers and managers a useful means of evaluating perceived environmental threat. </jats:p
VALIDATION AND MEASUREMENT OF PERCEIVED ENVIRONMENTAL THREAT AS AN ANTECEDENT TO JOB INSECURITY
No full textPredicting Job Insecurity via Moderating Influence of Individual Powerlessness
No full text While job insecurity has been extensively studied since Greenhalgh and Rosenblatt called attention to it in 1984, this paper examined why some individuals respond to the antecedents of job insecurity with increased job insecurity while others do not. This research sought to assess whether a moderator variable, individual powerlessness, might offer explanatory information on why people experience job insecurity. Moderated multiple regression analysis on a sample of 276 managers using Caplan, Cobb, French, Van Harrison, and Pinneau's 1975 Job Insecurity scale and Ashford, Lee, and Bobko's 1989 Powerlessness scale, suggested that an individual's powerlessness moderates the effect of antecedents on measured job insecurity. An interaction was found for subjects scoring high on powerlessness and not for those scoring low as hypothesized. </jats:p
Job insecurity and discretionary behaviors: Social exchange perspective versus group value model
No full textThis study examines the relationship between job insecurity and discretionary behaviors, that is, organizational citizenship behaviors (OCB) and counterproductive work behaviors (CWB), with the purpose to extend knowledge on the theoretical explanations for these outcomes. Considering the employment relationship with the organization, two different perspectives are suggested and compared in a multiple mediator model, in order to understand the reasons for discretionary behaviors. We draw upon social exchange theory as the basis of psychological contract perceptions and we rely on the group value model to explain organizational justice evaluations. A total of 570 blue-collar workers in Italy participated in our survey. The results show that job insecurity is indirectly related to OCB and CWB through psychological contract breach and organizational injustice. Both mediational mechanisms have equivalent strength in explaining the relationships, namely, they are complementary processes in accounting for both behaviors. These findings suggest that employees’ behaviors in job insecure contexts are driven not only by concerns related to the exchange of resources with the organization, but also by evaluations about their value as important members of the group
Expatriate Managers′ Loyalty to the MNC: Myth or Reality? An Exploratory Study
No full textThis exploratory study examines five antecedent conditions of organizational commitment among groups of American, Dutch, Israeli and British managers in six multinational banking corporations. Role, nationality, age, seniority, and rank are tested as correlates of the organizational commitment construct among three groups of managers: Headquarters (HQ) officials, expatriate managers, and host-country managers in foreign subsidiaries.No support was found to the widespread belief that expatriate managers are more loyal to the company than host-country nationals. Age predicted organizational commitment more accurately than did nationality or role. Further analysis of the organizational commitment construct found evidence for a two-factor model: Loyalty/identification and involvement. Age was then found to be predictive of organizational loyalty/identification and nationality predicted organizational involvement. Managers′ nationality could therefore be used to compare and differentiate their organizational involvement.© 1993 JIBS. Journal of International Business Studies (1993) 24, 233–248
The influence of supportive leadership and job characteristics on work alienation: A six-country investigation
No full textThis study examines the relationships between supportive leadership and job characteristics and workers' alienation in Cuba, Germany, Hungary, Israel, Russia, and the United States. One thousand and nine hundred and thirty-three workers and non-managerial personnel participated in the research. Supportive leadership and job characteristics were found to be related to alienation. Evidence is provided along with implications for theory and practice.Alienation Supportive leadership Job characteristics
Comparison of a Multidimensional and a Global Measure of Job Insecurity: Predicting Job Attitudes and Work Behaviors
No full text This paper examined the multidimensional formulation of job insecurity theory described by Greenhalgh and Rosenblatt in 1984. They held that job insecurity is multidimensional and is comprised of two principle threats, (1) threat to the job and (2) threat to job features. To date, there has been no empirical test comparing the predictive value of the separate dimensions of job insecurity on the outcome variables commitment, trust, and job search behavior. A total of 276 managers completed surveys of their job insecurity using both multidimensional and global measures of job insecurity. Regression analysis suggested that the job threat dimension better explains outcome attitudes and behaviors than the job features dimension. Further, contrary to earlier reports, the global measure of job insecurity explained more variance in two out of three outcome variables investigated here. Implications for job insecurity measurement and theory are discussed. </jats:p
Relating patient satisfaction to nurses' job satisfaction, job security, and obedience OCBs
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