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Job Insecurity and Performance: The Mediating Role of Organizational Justice in terms of Type of Contract
Beatriz Sora1, Thomas Höge, Amparo Caballer
1Universitat Rovira i Virgili.
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.
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