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The moderating effect of trust in management on consequences of job insecurity

Author

Listed:
  • Lixin Jiang

    (University of Wisconsin Oshkosh, USA)

  • Tahira M Probst

    (Washington State University Vancouver, USA)

Abstract

Using data from 1071 staff and administrative professionals at a large university experiencing repeated rounds of budget cuts, this article examines the attenuating effect of trust in management on the negative consequences of job insecurity. Results show that job insecurity was associated with increased burnout and psychological distress as well as decreased work and supervisor satisfaction and affective commitment. However, trust in management was negatively related to burnout and psychological distress but positively related to work and supervisor satisfaction and affective commitment. More importantly, trust in management was found to consistently buffer the relationships between job insecurity and these job-related outcomes. Implications for successfully managing job insecurity during times of organizational or economic upheaval are discussed.

Suggested Citation

  • Lixin Jiang & Tahira M Probst, 2019. "The moderating effect of trust in management on consequences of job insecurity," Economic and Industrial Democracy, Department of Economic History, Uppsala University, Sweden, vol. 40(2), pages 409-433, May.
    • Handle: RePEc:sae:ecoind:v:40:y:2019:i:2:p:409-433
    DOI: 10.1177/0143831X16652945
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    References listed on IDEAS

    as
    1. Lixin Jiang & Tahira M Probst, 2014. "Organizational communication: A buffer in times of job insecurity?," Economic and Industrial Democracy, Department of Economic History, Uppsala University, Sweden, vol. 35(3), pages 557-579, August.
    2. Jiang, Lixin & Probst, Tahira M., 2015. "Do your employees (collectively) trust you? The importance of trust climate beyond individual trust," Scandinavian Journal of Management, Elsevier, vol. 31(4), pages 526-535.
    3. Kurt T. Dirks & Donald L. Ferrin, 2001. "The Role of Trust in Organizational Settings," Organization Science, INFORMS, vol. 12(4), pages 450-467, August.
    4. H. Barton & L. Barton, 2011. "Trust and psychological empowerment in the Russian work context," Post-Print hal-00675957, HAL.
    5. Bill McEvily & Vincenzo Perrone & Akbar Zaheer, 2003. "Introduction to the Special Issue on Trust in an Organizational Context," Organization Science, INFORMS, vol. 14(1), pages 1-4, February.
    6. Inmaculada Silla & Nele Cuyper & Francisco Gracia & José Peiró & Hans Witte, 2009. "Job Insecurity and Well-Being: Moderation by Employability," Journal of Happiness Studies, Springer, vol. 10(6), pages 739-751, December.
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    Cited by:

    1. Michael Tonneey Kwaku Todoko & Crispen Chipunza & Lineo Dzansi & Samson Adeoluwa Adewumi, 2024. "Impact of job insecurity, job stress and negative emotions on counterproductive work behaviour among academic employees in Ghana," International Journal of Research in Business and Social Science (2147-4478), Center for the Strategic Studies in Business and Finance, vol. 13(7), pages 88-102, October.
    2. Mauro Caselli & Andrea Fracasso & Arianna Marcolin & Sergio Scicchitano, 2025. "Technological innovations and workers’ job insecurity: the moderating role of human resource strategies," Economia e Politica Industriale: Journal of Industrial and Business Economics, Springer;Associazione Amici di Economia e Politica Industriale, vol. 52(1), pages 153-176, March.
    3. Suhaer Yunus & Ahmed Mohammed Sayed Mostafa, 2022. "Flexible working practices and job-related anxiety: Examining the roles of trust in management and job autonomy," Economic and Industrial Democracy, Department of Economic History, Uppsala University, Sweden, vol. 43(3), pages 1340-1368, August.

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