Job Insecurity and Performance: the Mediating Role of Organizational Justice in Terms of Type of Contract

• Beatriz Sora ^[1] ; Thomas Hög ^[2] ; Amparo Caballer ^[3] ; José María Peiró ^[3] ; Joan Boada ^[1]
  1. [1] Universitat Rovira i Virgili

     Universitat Rovira i Virgili

     Tarragona, España

     
  2. [2] University of Innsbruck

     University of Innsbruck

     Innsbruck, Austria

     
  3. [3] Universitat de València

     Universitat de València

     Valencia, España

     

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• Localización: Psicothema, ISSN-e 1886-144X, ISSN 0214-9915, Vol. 33, Nº. 1, 2021, págs. 86-94
• Idioma: inglés
• Títulos paralelos:
  • Inseguridad y Desempeño Laboral: el Papel Mediador de la Justicia Organizacional Considerando el Tipo de Contrato
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• Dialnet Métricas: 2 Citas
• Resumen
  • español

    Antecedentes: la inseguridad laboral ha sido ampliamente estudiada en la investigación. Sin embargo, esta presenta resultados inconsistentes sobre la asociación entre la inseguridad laboral y el desempeño laboral. Este estudio propuso un modelo de mediación multigrupo para explicar los mecanismos subyacentes de esta relación de acuerdo con el contrato psicológico y la teoría del intercambio social. Método: los datos fueron recogidos a través de un cuestionario. La muestra estuvo compuesta por 1.435 empleados de 138 organizaciones de dos países europeos (España y Austria). Resultados: los resultados mostraron que la inseguridad laboral estaba indirectamente relacionada con OCB y el desempeño auto-evaluado, a través de los tres tipos de justicia organizacional (justicia distributiva, procesal e interactiva); y que estas relaciones variaban en función del tipo de contrato. Conclusiones: este estudio contribuye a comprender mejor la relación entre la inseguridad laboral y el desempeño laboral al aclarar los mecanismos subyacentes considerando el tipo de contrato.

  • English

    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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