Job insecurity and performance: The mediating role of organizational justice in terms of type of contract

Identifier:  imarina:9150162

Handle: https://hdl.handle.net/20.500.11797/imarina9150162

Authors:  Sora, B; Höge, T; Caballer, A; Peiró, JM; Boada, J

Abstract:
© 2021 Psicothema. Background: Job insecurity has been widely researched. However, there have been inconsistent results about the association between job insecurity and job performance. This study proposed a multi-group mediation model to explain the underlying mechanisms of this relationship according to psychological contract and social exchange theory. Method: Data were collected through a survey. The sample was composed of 1,435 employees in 138 organizations from two European countries (i.e. Spain and Austria). Results: Results showed that job insecurity was indirectly related to OCB and self-rated performance through the three types of organizational justice (distributive, procedural, and interactional justice); and these relationships varied depending on the type of contract. Conclusions: This study contributes to a better understanding of the relationship between job insecurity and performance by clarifying underlying mechanisms according to the type of contract.