TY - JOUR
T1 - Job insecurity, commitment and proactivity towards the organization and one's career
T2 - Age as a condition
AU - Huang, Guo Hua
AU - Zhang, Yong
AU - Zhang, Xiaomeng
AU - Long, Lirong
N1 - Funding Information:
We acknowledge the financial support from the National Natural Science Foundation of China (Grants 71671077, 71974021 and 71772072), and the Hong Kong Research Grants Council (Grant HKBU#12502917) awarded to Guo‐hua Huang and Cynthia Lee.
PY - 2021/4
Y1 - 2021/4
N2 - Employees today are faced with increasing levels of job insecurity (JI), which refers not only to the loss of one's job but also the loss of various job features that one desires to keep. We studied how two different aspects of JI perceptions, namely, quantitative JI and qualitative JI, influence employees' commitment and proactivity towards their organizations and careers, and we examined age as a condition of such effects. Time-lagged data from 236 Chinese employees and their supervisors support most of our hypotheses, that is, qualitative JI affects commitment and, in turn, proactivity towards one's organization, whereas quantitative JI affects commitment and, in turn, proactivity towards one's career. Furthermore, the impact of qualitative JI was found to be stronger for younger employees, while the impact of quantitative JI was found to be stronger for older employees.
AB - Employees today are faced with increasing levels of job insecurity (JI), which refers not only to the loss of one's job but also the loss of various job features that one desires to keep. We studied how two different aspects of JI perceptions, namely, quantitative JI and qualitative JI, influence employees' commitment and proactivity towards their organizations and careers, and we examined age as a condition of such effects. Time-lagged data from 236 Chinese employees and their supervisors support most of our hypotheses, that is, qualitative JI affects commitment and, in turn, proactivity towards one's organization, whereas quantitative JI affects commitment and, in turn, proactivity towards one's career. Furthermore, the impact of qualitative JI was found to be stronger for younger employees, while the impact of quantitative JI was found to be stronger for older employees.
KW - age
KW - career commitment
KW - job insecurity
KW - organizational commitment
KW - proactivity towards one's career
KW - proactivity towards one's organization
UR - http://www.scopus.com/inward/record.url?scp=85092386885&partnerID=8YFLogxK
U2 - 10.1111/1748-8583.12322
DO - 10.1111/1748-8583.12322
M3 - Journal article
AN - SCOPUS:85092386885
SN - 0954-5395
VL - 31
SP - 532
EP - 552
JO - Human Resource Management Journal
JF - Human Resource Management Journal
IS - 2
ER -
