Job Insecurity and Performancethe Mediating Role of Organizational Justice in Terms of Type of Contract

  1. Beatriz Sora 1
  2. Thomas Hög 2
  3. Amparo Caballer 3
  4. José María Peiró 3
  5. Joan Boada 1
  1. 1 Universitat Rovira i Virgili
    info

    Universitat Rovira i Virgili

    Tarragona, España

    ROR https://ror.org/00g5sqv46

  2. 2 University of Innsbruck
    info

    University of Innsbruck

    Innsbruck, Austria

    ROR https://ror.org/054pv6659

  3. 3 Universitat de València
    info

    Universitat de València

    Valencia, España

    ROR https://ror.org/043nxc105

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Journal:
Psicothema

ISSN: 0214-9915,  1886-144X

Year of publication: 2021

Volume: 33

Issue: 1

Pages: 86-94

Type: Article

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More publications in: Psicothema

Abstract

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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