Academic journal article International Journal of Education and Management Studies

Role of Work Based Support in Moderating the Relation between Job Insecurity, Turnover Intention and Organizational Commitment

Academic journal article International Journal of Education and Management Studies

Role of Work Based Support in Moderating the Relation between Job Insecurity, Turnover Intention and Organizational Commitment

Article excerpt

According to Hartley, Jacobson, Klandermans, and VanVuuren (1991) feeling of "Job Insecurity" arises when employees find inconsistency between the desires they have from the organization and the job, and what they actually receive. In simple terms, job insecurity as experienced by employees may be labeled as amalgamation of apparent threats concerning theirjob and a feeling of helplessness to counter those threats (Ashford, Lee, & Bobko, 1989). Even though 'job insecurity' is a common dilemma faced by employees and organizations worldwide, its impact on employees psyche, their attitudes and on organizations still needs to be investigated further (Jalajas & Bommer, 1999). Juxtaposed results have been proposed regarding the outcomes of 'job insecurity'. Some researchers proposed that job insecurity induces employees to put more efforts at work, hence increasing their overall performance and participation (O'Drisco & Cooper, 1996) while according to others job insecurity produces slackness among employees, making them disengaged and less motivated to put more efforts in work.

In our research, we aim to find out the moderating role of 'Work Based Support' on the relation between Job Insecurity and its proposed consequences (lesser Organizational Commitment & higher turnover intention). Work based support is the support received by an employee at the workplace from fellow employee as a part of social environment, which may be supportive to them in times when they need help regarding work or non-work based problems.

Due to accumulated stress and the non-reciprocity by the organization, employees often feel cheated and betrayed by the organization. Under such circumstances, they start to lose their emotional bonding with the organization which they developed over a course of time, and ultimately lose their trust in the organization and its management, as well as become less committed to work or think for the betterment for the same.

It is important for us to study the antecedents and consequences of job insecurity security because of not only the negative significances it has for employees but also for the management and the organization. In the wake of growing job insecurity among employees, trade unions have stepped up their bargaining efforts in order to ensure long termjob security for employees (Bolt, 1983). Also, the employers, who have for long ignored or underestimated the issue ofjob insecurity, have been steadily realizing the benefits for the organizations by providing long term job security to employees (Gutchess, 1985).

In spite of agreeing on the significance of job insecurity, academicians have largely ignored this topic, especially in Indian context. According to Greenhalgh and Rosenblatt (1984) job security has mostly been considered or studied only as a secondary measure inmost of the researches. Our research focuses on studying certain antecedents of job insecurity, i.e., Organizational Commitment and Turnover Intentions among the temporary/ contractual or ad-hoc staff of teachers in schools and colleges in Delhi.

Literature review

Job Insecurity and Turnover intention: Job insecurity has been widely linked with employees' turnover. Job insecurity induces stress, and by nature humans avoid any situation which results in a persistent stress. Hence, job insecurity encourages employees to leave any such job or organization which results in psychological stress and move or shift to a better one (Arnold & Feldman, 1982).

Another practical reason why employees may chose to leave ajob or organization resulting in stress is that they naturally preferajob which gives them security regarding the future prospects of the dareer. Hence, when such employees start to persistently doubt their current job's career prospects, they are more likely to shift to one which provide them a career security to a certain extent (Greenhalgh & Rosenblatt, 1984).

Job insecurity and organizational commitment

When an individual has worked for an organization for quite some time, he tends to form a reciprocal relation with the organization in terms of "paying back to the organization". …

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