Makalenin Dili
: TR
The main purpose of this study is to examine the effect of job insecurity on compulsory citizenship behavior. Different theories, such as the Conservation of Resources Theory, can be used to explain the relationship between these variables. The theory developed by Hobfoll (1989) suggests that people are motivated to retain, protect, and reproduce the resources they value. These resources include tangible (income) and intangible (social support, job security, etc.) elements. Job insecurity threatens these critical resources of workers. The threat of losing some important resource may have the same detrimental health (or other negative) effects as the actual loss of that resource, and this threat may cause employees to make extra efforts to protect their jobs (Mauno et al., 2017; Jiang & Probst, 2019). An alternative perspective argues that job insecurity may motivate employees to engage in behaviors designed to reduce the threat of potential job loss (Shoss, 2017; Shoss et al., 2022). According to this perspective, rather than accepting
potential job loss without resisting, employees want to prevent job loss by making more effort to perform behaviors that are evaluated positively by employers or managers. (Huang et al., 2013). Therefore, employees experiencing job insecurity, acting out of fear of losing their current jobs, may voluntarily (compulsorily?) make additional contributions to increase their value in the eyes of their employers and reduce the risk of dismissal. However, these extra efforts do not always occur with the employee’s internal motivation. Especially in countries with high unemployment rates, such as Turkey, employers or managers may ask employees to make more effort with the threat of dismissal and may make additional demands such as assuming responsibilities outside the job description. Thus, compulsory citizenship behavior may emerge. Fear appeal theory can also be used to explain this situation. The theory explains how when individuals are exposed to fear-based messages, these messages influence their attitudes and behaviors (Johnston et al., 2015; Williams, 2012) and works based on the balance between individuals’ assessments of threats and solutions. An individual can be motivated to change behavior if he or she takes a threat seriously, believes that the proposed solution is effective and feasible, and sees in himself or herself the competence to implement it. Accordingly, fear appeal may play a role as a mechanism that enables employees to exert extra effort in the event of job insecurity by acting out of fear of losing their jobs. This fear may require employees to compulsively engage in citizenship behaviors to be noticed and appreciated by their employers and thus reduce the risk of losing their jobs.
In addition, the study aims to determine whether job insecurity differs according to the gender and educational status of the employees. So, the following hypotheses have been tested.
H1: Job insecurity differs according to the gender of individuals.
H2: Job insecurity varies depending on individuals’ educational status.
H3: Job insecurity has a significant effect on compulsory citizenship behavior.
The research was conducted on chain market employees operating in the Eastern Black Sea Region, and 307 employees participated. Independent sample t-test was conducted to examine whether job insecurity differs according to gender. According to Table 3, employees’ job insecurity differs according to gender, and women are more likely to be job insecure than men. So, H1 is accepted. The results of the variance analysis (ANOVA) performed to examine whether job insecurity differs according to the educational status of the participants are given in Table 4. Accordingly, the job insecurity of employees does not differ according to their educational status, and H2 was rejected.
In line with the main purpose of the research, the effect of job insecurity on compulsory citizenship behavior, was examined with a two-factor simple structural regression model carried out with the MPlus 7 program. The statistical findings regarding the model goodness of fit value for the analysis and the level of
explanation of the independent variable on the dependent variable are given in Table 5. Figure 3 shows the path diagram of the SEM analysis summarizing the effect of organizational justice perception on emotional burnout. Accordingly, the fit values of the model established are: x2/df= 2,242; RMSEA= 0.064; CFI= 0.966; TLI= 0.949 and SRMR= 0.056. These values indicate that the model created to measure the effect of job insecurity on compulsory citizenship behavior has an acceptable level of fit. Also, it was found that job insecurity had a significant effect on compulsory citizenship behavior (B= 0.636; p<0.001) and that job insecurity had the power to explain 40% of the variance in compulsory citizenship behavior.
Findings show that job insecurity causes compulsory citizenship behaviors by forcing employees to undertake additional duties outside their job descriptions. It can be stated that, in parallel with the recent developments in economic, political, and employment conditions, employers and managers pressure their employees to show higher performance and act with the expectation that they will undertake the responsibilities of various jobs that are outside the job description and force the employees in this regard. In particular, studies showing that the abusive management approach is a strong determinant of compulsory citizenship behavior (Zhao et al., 2014; Baig & Riaz, 2021; Wu et al., 2018) and studies revealing the negative relationship between job insecurity and organizational citizenship behavior (Lam et al., 2015; Bohle & Alonso, 2017; Gürbüz & Dede 2018), it was predicted that job insecurity may have a direct significant relationship with compulsory citizenship behavior. There is a noticeable lack of empirical research on the relationship between job insecurity and compulsory citizenship behavior. Therefore, it is thought that this finding will make a meaningful contribution to addressing the gap in the literature.
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