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The relationship between qualitative job insecurity and employee performance

Boek - Dissertatie

This PhD research followed three objectives: (1) to validate QUAL-JIS, a brief and generic qualitative job insecurity scale, (2) to analyse the reciprocal causality of the qualitative job insecurity-performance relationship, and (3) to investigate the multivariate relationship between job insecurity types (quantitative and qualitative) and employee performance facets (proficiency, adaptivity, and proactivity) at the individual, team, and organizational levels. Three studies allowed us to meet these objectives, bringing contributions to both the job insecurity and the performance literature. Our findings in Study 1 support the continued usage of QUAL-JIS. We found the scale to be reliable and valid, and it compared favourably to another qualitative job insecurity scale, explaining additional variance in the measured outcome. QUAL-JIS displayed partial scalar invariance across time and between two countries. We provided recommendations on when a brief and generic scale, such as QUAL-JIS, should be preferred to measurements of job insecurity which assess specific characteristics of work, and when the reverse may be true. Study 2 showed that while increased qualitative job insecurity may lower performance, the reversed effect may also happen, with lower in-role performance leading to higher job insecurity. Identifying such a loss cycle is an important step in both the job insecurity and employee performance literature, allowing research to move on to the next steps of reducing job insecurity's negative impact on employees and organizations. In Study 3, job insecurity (quantitative and qualitative) was found to be negatively associated mostly with the proficiency facet of performance, and minimally with the proactivity dimension. Interestingly, qualitative job insecurity was negatively associated with more performance facets than quantitative job insecurity. We found no dominant association with a specific level of performance (individual, team, or organizational), results indicating that performance may be affected at all levels.
Jaar van publicatie:2021
Toegankelijkheid:Closed