A model for the effects of job insecurity on performance, turnover intention, and absenteeism

By T. Staufenbiel, Cornelius J. Konig. 2010

450 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/943036770a871d94da13aed42eef50d9ba7ec5db

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Differentiating cognitive and affective job insecurity: Antecedents and outcomes (2012, background): “Staufenbiel and König (2010) found both positive (direct) and negative (indirect through work attitudes) effects between JI and performance, but the negative effect was stronger than the positive effect.”
Effects of Economic Uncertainty on Mental Health in the COVID-19 Pandemic Context: Social Identity Disturbance, Job Uncertainty and Psychological Well-Being Model (2020, background): “Job insecurity is a stressor consuming mental and affective resources thus causing psychological strain (Staufenbiel and Konig, 2010).”
Doing more with less? Employee reactions to psychological contract breach via target similarity or spillover during public sector organizational change (2014, unknown): “Previous research supports a positive relationship between job insecurity, in-role and organizational citizenship behaviour toward the organization (Staufenbiel & König, 2010; Ye, Cardon, & Rivera, 2012).”
Does job insecurity threaten who you are? Introducing a social identity perspective to explain well-being and performance consequences of job insecurity (2017, background): “…theoretical models - such as organisational outcomes (for a discussion see, e.g., Probst, 2000; Selenko, Mäkikangas, Mauno, & Kinnunen, 2013; Staufenbiel & König, 2010) and perhaps even outcomes that go beyond the organisational context, such as voting preferences (De Weerdt et al., 2004)…”
The mediating role of psychological needs in the relation between qualitative job insecurity and counterproductive work behavior (2014, methodology): “Need frustration was measured using the 18-item Work-related Basic Need Satisfaction Scale which was validated by Van den Broeck et al. (2010), which covers three dimensions of need frustration, with six items each: autonomy frustration (e.”
On the Relation of Job Insecurity, Job Autonomy, Innovative Work Behaviour and the Mediating Effect of Work Engagement (2014, unknown): “Job insecurity has been linked to a variety of negative employee outcomes in terms of health (Sverke, Hellgren & Näswall, 2002; Cheng & Chan, 2008), turnover (Probst, 2008; Staufenbiel & König, 2010) and reduced organizational citizenship behaviours (Reisel et al., 2010).”
Effect of job insecurity on frontline employee’s performance: Looking through the lens of psychological strains and leverages (2017, background): “Although previous researches(Schreurs et al., 2012;Staufenbiel & Konig, 2010 ; Wang et al., 2014)have examined the impacts of JI on different kinds of job outcomes among various kind of employees, to the researchers‟ knowledge, none of them focused on the relationship betwixt JI andjob performance…”
Job Insecurity: An Integrative Review and Agenda for Future Research (2017, background): “Staufenbiel and König (2010) found evidence of these competing tensions in a cross-sectional study.”
Why Do Adaptable People Feel Less Insecure? Indirect Effects of Career Adaptability on Job and Career Insecurity via Two Types of Perceived Marketability (2016, methodology): “We assessed job insecurity with a slightly adapted German scale used by Staufenbiel and König (2010).”
A dialectical theory of the decision to go to work: Bringing together absenteeism and presenteeism (2014, methodology): “As an empirical example of this process, Staufenbiel and König (2010) found that the effect of job insecurity on absenteeism depended on how the employee thought about job insecurity.”