TY - JOUR
T1 - Job insecurity and job performance : the moderating role of organizational justice and the mediating role of work engagement
AU - WANG, Haijiang
AU - LU, Changqin
AU - SIU, Oi Ling
PY - 2015/7
Y1 - 2015/7
N2 - Organizational justice has been shown to play an important role in employees’ affective and performance outcomes particularly in uncertain contexts. In this study, we investigated the interaction effect of job insecurity and organizational justice on employees’ performance, and examined the mediating role of work engagement from the perspective of uncertainty management theory. We used 2-wave data (Study 1) from a sample of 140 Chinese employees and 3-wave data (Study 2) from a sample of 125 Chinese employees to test our hypotheses. In Study 1, we found that when employees perceived low levels of organizational justice, job insecurity was significantly negatively related to job performance. In contrast, we found that job insecurity was not related to job performance when there were high levels of organizational justice. Study 2 again supported the interaction of job insecurity and organizational justice on job performance. Furthermore, it was found that work engagement mediated the interaction effect. The results of the mediated moderation analysis revealed that job insecurity was negatively associated with job performance through work engagement when organizational justice was low.
AB - Organizational justice has been shown to play an important role in employees’ affective and performance outcomes particularly in uncertain contexts. In this study, we investigated the interaction effect of job insecurity and organizational justice on employees’ performance, and examined the mediating role of work engagement from the perspective of uncertainty management theory. We used 2-wave data (Study 1) from a sample of 140 Chinese employees and 3-wave data (Study 2) from a sample of 125 Chinese employees to test our hypotheses. In Study 1, we found that when employees perceived low levels of organizational justice, job insecurity was significantly negatively related to job performance. In contrast, we found that job insecurity was not related to job performance when there were high levels of organizational justice. Study 2 again supported the interaction of job insecurity and organizational justice on job performance. Furthermore, it was found that work engagement mediated the interaction effect. The results of the mediated moderation analysis revealed that job insecurity was negatively associated with job performance through work engagement when organizational justice was low.
KW - job insecurity
KW - job performance
KW - organizational justice
KW - work engagement
KW - uncertainty management
UR - http://commons.ln.edu.hk/sw_master/2668
UR - https://www.scopus.com/inward/record.uri?eid=2-s2.0-84937027610&doi=10.1037%2fa0038330&partnerID=40&md5=d472fcb9aedafefdbe475ff63d2d44e8
U2 - 10.1037/a0038330
DO - 10.1037/a0038330
M3 - Journal Article (refereed)
C2 - 25402953
SN - 0021-9010
VL - 100
SP - 1249
EP - 1258
JO - Journal of Applied Psychology
JF - Journal of Applied Psychology
IS - 4
ER -