The direct and interactive effects of job insecurity and job embeddedness on unethical pro-organizational behavior: An empirical examination
TL;DR: In this paper, the authors examined both the direct effects and the interactive effects of job insecurity and job embeddedness on unethical pro-organizational behavior, and found that both job insecureness and job embeddings are positively linked to unethical proorganizational behaviour.
Abstract: The purpose of this paper is to empirically examine both the direct effects and the interactive effects of job insecurity and job embeddedness on unethical pro-organizational behavior.,Data were collected, using established scales, from employees of different Indian organizations. In all, 346 responses were collected. The data were analyzed using a stepwise multiple regression technique.,The results of the analysis reveal that both job insecurity and job embeddedness are positively linked to unethical pro-organizational behavior. Further, the relationship between job insecurity and unethical pro-organizational behavior is moderated by job embeddedness.,The study’s results indicate that managers should be aware that employees who run the risk of losing their jobs might be inclined to perform pro-organizational behavior that could be unethical. Intrinsically, such acts could be detrimental to the organization’s long-term health and therefore managers should be vigilant and timely in discouraging this behavior.,Unethical pro-organizational behavior as a means used by employees to combat job insecurity has not previously been addressed by researchers. Thus, this study contributes to the literature through its empirical examination of the role of job insecurity and job embeddedness as factors influencing unethical pro-organizational behavior.
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TL;DR: In this article, the mediating role of affective commitment between psychological well-being and job performance was investigated, while considering the moderated role of job insecurity on psychological wellbeing.
Abstract: Given the importance of employee psychological well-being to job performance, this study aims to investigate the mediating role of affective commitment between psychological well-being and job performance while considering the moderating role of job insecurity on psychological well-being and affective commitment relationship.,The data were gathered from employees working in cellular companies of Pakistan using paper-and-pencil surveys. A total of 280 responses were received. Hypotheses were tested using structural equation modeling technique and Hayes’s Model 1.,Findings suggest that affective commitment mediates the association between psychological well-being (hedonic and eudaimonic) and employee job performance. In addition, perceived job insecurity buffers the association of psychological well-being (hedonic and eudaimonic) and affective commitment.,The study results suggest that fostering employee psychological well-being may be advantageous for the organization. However, if interventions aimed at ensuring job security are not made, it may result in adverse employee work-related attitudes and behaviors.,The study extends the current literature on employee well-being in two ways. First, by examining psychological well-being in terms of hedonic and eudaimonic well-being with employee work-related attitude and behavior. Second, by highlighting the prominent role played by perceived job insecurity in explaining some of these relationships.
69 citations
TL;DR: The authors proposed a research model in which self-efficacy mediated the impact of job insecurity on absenteeism, service commitment, and absenteeism in service-recruitment and termination.
Abstract: Drawing on social cognitive theory and threat-rigidity thesis, our study proposed a research model in which self-efficacy mediated the impact of job insecurity on absenteeism, service recov...
67 citations
Cites background from "The direct and interactive effects ..."
...Under these circumstances, employees are beset with job insecurity, which reflects employees’ worries about the future existence of the present job (Dekker & Schaufeli, 1995; Ghosh, 2017)....
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...…workload and exhibit reduced organizational identification, poor task and contextual performances, lower job satisfaction, unethical pro-organizational behavior, and heightened quitting intentions (e.g., Ghosh, 2017; Giunchi, Emanuel, Chambel, & Ghislieri, 2016; Piccoli et al., 2017; Shoss, 2017)....
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TL;DR: A comprehensive theory-based review of the past developments in this field can be found in this paper, where the authors classify previous studies based on their underlying theoretical perspectives and discuss the antecedents and consequences of unethical proorganizational behavior in work context.
Abstract: Since the conceptualization of unethical pro-organizational behavior ten years ago, scholarly interest in exploring this phenomenon has multiplied. Given a burgeoning body of empirical research, a review of unethical pro-organizational behavior literature is warranted. This study, therefore, systematically reviews the extant literature on unethical pro-organizational behavior and presents a comprehensive theory-based review of the past developments in this field. We classify previous studies based on their underlying theoretical perspectives and discuss the antecedents and consequences of unethical pro-organizational behavior in work context. We also explicate the boundary conditions under which the influence of these antecedents gets accentuated or alleviated. Overall, this study synthesizes past knowledge to elucidate why, how, and when unethical pro-organizational behavior unfolds in the workplace. Finally, the gaps in the extant theorization are identified and an agenda for future research is proposed.
44 citations
TL;DR: Li et al. as discussed by the authors investigated the effect of authentic leadership on service employees' emotional labour strategies, surface acting and deep acting, from a human energy perspective, and found that authentic leadership predicts service employees’ emotional labor strategies.
Abstract: This study investigates the effect of authentic leadership on service employees’ emotional labour strategies, surface acting and deep acting, from a human energy perspective.,A three-wave survey was conducted in a hotel chain in China, and 347 valid responses were obtained. Mplus software was used for structural equation modelling and bootstrapping analysis.,This study finds the following: authentic leadership predicts service employees’ emotional labour strategies; job insecurity mediates the influence of authentic leadership on surface acting but not on deep acting; relational energy mediates both surface and deep acting; and relational energy has more negative (positive) indirect effects than job insecurity.,The findings provide hospitality managers with insights into how to improve service employees’ capacity for emotional regulation. Hospitality managers should show more authenticity, pay attention to subordinates’ energy level and select and recruit candidates with positive energy traits. Hospitality organisations should encourage, select and train managers to behave as authentic leaders.,This study links authentic leadership with service employees’ emotional management in the hospitality industry. Moreover, it demonstrates the energising function of authentic leadership and introduces the new perspective of human energy to emotional labour research.
42 citations
TL;DR: In this paper, the authors used social identification theory to explain how employees' perception of corporate reputation and their identification with a company shape their work attitudes in the presence of job-insecurity.
34 citations
References
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01 Jan 1973
TL;DR: In this paper, a six-step framework for organizing and discussing multivariate data analysis techniques with flowcharts for each is presented, focusing on the use of each technique, rather than its mathematical derivation.
Abstract: Offers an applications-oriented approach to multivariate data analysis, focusing on the use of each technique, rather than its mathematical derivation. The text introduces a six-step framework for organizing and discussing techniques with flowcharts for each.
Well-suited for the non-statistician, this applications-oriented introduction to multivariate analysis focuses on the fundamental concepts that affect the use of specific techniques rather than the mathematical derivation of the technique. Provides an overview of several techniques and approaches that are available to analysts today - e.g., data warehousing and data mining, neural networks and resampling/bootstrapping. Chapters are organized to provide a practical, logical progression of the phases of analysis and to group similar types of techniques applicable to most situations.
Table of Contents
1. Introduction.
I. PREPARING FOR A MULTIVARIATE ANALYSIS.
2. Examining Your Data.
3. Factor Analysis.
II. DEPENDENCE TECHNIQUES.
4. Multiple Regression.
5. Multiple Discriminant Analysis and Logistic Regression.
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7. Conjoint Analysis.
8. Canonical Correlation Analysis.
III. INTERDEPENDENCE TECHNIQUES.
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IV. ADVANCED AND EMERGING TECHNIQUES.
11. Structural Equation Modeling.
12. Emerging Techniques in Multivariate Analysis.
Appendix A: Applications of Multivariate Data Analysis.
Index.
37,124 citations
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TL;DR: In a seminal work as discussed by the authors, Peter M. Blau used concepts of exchange, reciprocity, imbalance, and power to examine social life and to derive the more complex processes in social structure from the simpler ones.
Abstract: In his landmark study of exchange and power in social life, Peter M. Blau contributes to an understanding of social structure by analyzing the social processes that govern the relations between individuals and groups. The basic question that Blau considers is: How does social life become organized into increasingly complex structures of associations among humans. This analysis, first published in 1964, represents a pioneering contribution to the sociological literature. Blau uses concepts of exchange, reciprocity, imbalance, and power to examine social life and to derive the more complex processes in social structure from the simpler ones. The principles of reciprocity and imbalance are used to derive such processes as power, changes in group structure; and the two major forces that govern the dynamics of complex social structures: the legitimization of organizing authority of increasing scope and the emergence of oppositions along different lines producing conflict and change.
16,278 citations
TL;DR: Conservation of Resources (COR) theory predicts that resource loss is the principal ingredient in the stress process as discussed by the authors, and resource gain, in turn, is depicted as of increasing importance in the context of loss.
Abstract: Conservation of Resources (COR) theory predicts that resource loss is the principal ingredient in the stress process. Resource gain, in turn, is depicted as of increasing importance in the context of loss. Because resources are also used to prevent resource loss, at each stage of the stress process people are increasingly vulnerable to negative stress sequelae, that if ongoing result in rapid and impactful loss spirals. COR theory is seen as an alternative to appraisal-based stress theories because it relies more centrally on the objective and culturally construed nature of the environment in determining the stress process, rather than the individual’s personal construel. COR theory has been successfully employed in predicting a range of stress outcomes in organisational settings, health contexts, following traumatic stress, and in the face of everyday stressors. Recent advances in understanding the biological, cognitive, and social bases of stress responding are seen as consistent with the original formulation of COR theory, but call for envisioning of COR theory and the stress process within a more collectivist backdrop than was first posited. The role of both resource losses and gains in predicting positive stress outcomes is also considered. Finally, the limitations and applications of COR theory are discussed.
4,586 citations
TL;DR: In this paper, a typology of deviant workplace behaviors using multidimensional scaling techniques was developed, and it was found that employee deviance appears to fall into four distinct categories: production deviance, property deviances, political deviance and personal aggression.
Abstract: In this study, we developed a typology of deviant workplace behaviors using multidimensional scaling techniques. Results suggest that deviant workplace behaviors vary along two dimensions: minor versus serious, and interpersonal versus organizational. On the basis of these two dimensions, employee deviance appears to fall into four distinct categories: production deviance, property deviance, political deviance, and personal aggression. Theoretical and empirical implications are discussed.
2,918 citations
TL;DR: This article conducted a survey to examine the impact of distributive and procedural justice on the reactions of 217 employees to decisions about pay raises, finding that distributive justice accounted for more unique reactions than procedural justice.
Abstract: We conducted a survey to examine the impact of distributive and procedural justice on the reactions of 217 employees to decisions about pay raises. Distributive justice accounted for more unique va...
2,484 citations