Abstract
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.
| Original language | English |
|---|---|
| Pages (from-to) | 532-552 |
| Number of pages | 21 |
| Journal | Human Resource Management Journal |
| Volume | 31 |
| Issue number | 2 |
| Early online date | 13 Oct 2020 |
| DOIs | |
| Publication status | Published - Apr 2021 |
UN SDGs
This output contributes to the following UN Sustainable Development Goals (SDGs)
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SDG 8 Decent Work and Economic Growth
User-Defined Keywords
- age
- career commitment
- job insecurity
- organizational commitment
- proactivity towards one's career
- proactivity towards one's organization
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