Qualitative job insecurity and extra-role behaviours: The moderating role of work motivation and perceived investment in employee development

Irina Nikolova*, Marjolein C.J. Caniels, Magnus Sverke

*Corresponding author for this work

Research output: Contribution to journalArticleAcademicpeer-review

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Abstract

This article examines how qualitative job insecurity, work motivation and perceived investment in employee development (PIED) are associated with employees’ contextual performance in terms of extra-role behaviours (ERBs). The authors propose a three-way interaction model and suggest that the way qualitative job insecurity relates to employees’ ERBs is contingent upon their work motivation and PIED. Results showed that there was a significant three-way interaction between job insecurity, PIED and intrinsic motivation (but not for extrinsic motivation) for ERBs. Employees who reported high qualitative job insecurity but had low intrinsic motivation engaged in more ERBs when they were given ample opportunities for development, while highly intrinsically motivated individuals exhibited fewer ERBs when the organization supported their professional development. This study contributes to the job insecurity and motivation literatures. To increase ERBs, organizations are advised to reduce qualitative job insecurity and to provide ample learning opportunities for employees who have low levels of intrinsic motivation.
Original languageEnglish
Article number0143831X221081167
Pages (from-to)547-572
Number of pages26
JournalEconomic and Industrial Democracy
Volume44
Issue number2
Early online date11 Mar 2022
DOIs
Publication statusPublished - May 2023

Keywords

  • Employee development
  • extra-role behaviours
  • intrinsic and extrinsic motivation
  • OCB
  • qualitative job insecurity
  • SELF-DETERMINATION THEORY
  • INTRINSIC MOTIVATION
  • ORGANIZATIONAL SUPPORT
  • MEDIATING ROLE
  • EXTRINSIC MOTIVATION
  • MULTIPLE-REGRESSION
  • PSYCHOLOGICAL NEEDS
  • METHOD VARIANCE
  • PERFORMANCE
  • SATISFACTION

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