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Job Insecurity and Employee Engagement: A Moderated Dual Path Model

Author

Listed:
  • Shengxian Yu

    (School of Business Administration, South China University of Technology, Guangzhou 510640, China)

  • Xiaoxiao Gong

    (School of Business Administration, Southwestern University of Finance and Economics, Chengdu 611130, China)

  • Na Wu

    (School of Business Administration, Zhongnan University of Economics and Law, Wuhan 430000, China)

Abstract

In a new stage of booming platform economy, improving the employees’ job security is the key factor to ensure the sustainable development of a platform organization. Based on the cognitive behavior theory, this study introduces the perceived insider status as the moderator variable, and constructs the process mechanism model of job insecurity on employee engagement. The aim of this study is to examine the relationship between job insecurity, emotional response and employee engagement, and provide suggestions for reducing job insecurity and improving employee engagement. Using a 2-wave time-lagged survey data of 341 workers in China firms, data were collected with a self-report questionnaire and analyzed with the statistical package for the social science (AMOS, SPSS). The research result found a negative relationship between job insecurity and employee engagement, and that this negative relationship was mediated by negative emotion or positive emotion. Furthermore, perceived insider status moderated the relationship between job insecurity and positive emotion or negative emotion; the higher the perceived insider status is, the weaker the negative impact of job insecurity on positive emotion and the weaker the positive impact on negative emotion. The research results provide theoretical guidance for organizations to improve employee engagement and help to strengthen the importance of organizations to employees’ job insecurity.

Suggested Citation

  • Shengxian Yu & Xiaoxiao Gong & Na Wu, 2020. "Job Insecurity and Employee Engagement: A Moderated Dual Path Model," Sustainability, MDPI, vol. 12(23), pages 1-15, December.
    • Handle: RePEc:gam:jsusta:v:12:y:2020:i:23:p:10081-:d:455441
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    References listed on IDEAS

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    4. P. Matthijs Bal & Dorien T. A. M. Kooij & Simon B. De Jong, 2013. "How Do Developmental and Accommodative HRM Enhance Employee Engagement and Commitment? The Role of Psychological Contract and SOC Strategies," Journal of Management Studies, Wiley Blackwell, vol. 50(4), pages 545-572, June.
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