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Social exchange under fire: Direct a...

Bultena, Charles Dean.

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Social exchange under fire: Direct and moderated effects of job insecurity on social exchange.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Social exchange under fire: Direct and moderated effects of job insecurity on social exchange./
Author:	Bultena, Charles Dean.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 1998,
Description:	232 p.
Notes:	Source: Dissertations Abstracts International, Volume: 60-02, Section: B.
Contained By:	Dissertations Abstracts International60-02B.
Subject:	Occupational psychology. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=9830822
ISBN:	9780591837261

Social exchange under fire: Direct and moderated effects of job insecurity on social exchange.
Bultena, Charles Dean.

Social exchange under fire: Direct and moderated effects of job insecurity on social exchange. - Ann Arbor : ProQuest Dissertations & Theses, 1998 - 232 p.

Source: Dissertations Abstracts International, Volume: 60-02, Section: B.

Thesis (Ph.D.)--University of North Texas, 1998.

This item must not be sold to any third party vendors.

Uncertain economic conditions, global competition, and a dramatic increase in mergers and acquisitions over the past decade have forced most American companies to streamline operations through downsizing and restructuring. This trend has created a deep-seated fear of job loss among American workers--a job insecurity crisis. Relatively few studies have investigated employee reactions to job insecurity. This study is concerned with the impact of job insecurity on the vital social exchange relationship between employee and employer. Specifically, it explored the relationship between job insecurity and two important social exchange outcomes--organizational commitment and organizational citizenship behavior. Moreover, it assessed the moderating effects of individual factors (communal orientation and powerlessness) and situational factors (trust in management, procedural fairness, and organizational support) on these relationships. The study was conducted in a downsizing state mental health hospital. Data were collected from 193 nurses and psychiatric technicians and their immediate supervisors who provided ratings of their citizenship behavior. Hierarchical set regression, which provides a theory-driven framework for evaluating the direct and moderating effects of sets of interrelated variables, was the primary analytical tool. Results of the study indicated that job insecurity was, indeed, associated with lower levels of organizational commitment and some organizational citizenship behaviors, like sportsmanship. Tests of individual and situational moderators in the study offered some hope for mitigating these negative effects. Trust in management buffered the negative relationship between job insecurity and organizational commitment, and communal orientation buffered the negative relationship between job insecurity and two organizational citizenship behaviors--altruism and conscientiousness. This suggests that employers may minimize the inevitable effects of job insecurity by striving to maintain a high level of trust among employees and by fostering communal orientation or concern for others in the workplace. Two other findings are worthy of note. First, this study introduced a new measure of job insecurity that demonstrated greater reliability and predictive validity than traditional measures of job insecurity. Secondly, powerlessness did not act as a moderator of the job insecurity-social exchange outcomes relationship, as expected. Instead, it was strongly related to job insecurity and was the strongest correlate of organizational commitment in the study. Overall, this study reveals some of the hidden costs of job insecurity. Job insecurity is associated with reduced organizational commitment and citizenship behavior. Building trust and fostering concern for others may offer some hope for mitigating these effects.

ISBN: 9780591837261Subjects--Topical Terms:

2122852
Occupational psychology.

Social exchange under fire: Direct and moderated effects of job insecurity on social exchange.
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245 1 0 $a Social exchange under fire: Direct and moderated effects of job insecurity on social exchange.
260 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 1998
300 $a 232 p.
500 $a Source: Dissertations Abstracts International, Volume: 60-02, Section: B.
500 $a Publisher info.: Dissertation/Thesis.
500 $a Advisor: Johnson, Lynn;Goodwin, Vicki.
502 $a Thesis (Ph.D.)--University of North Texas, 1998.
506 $a This item must not be sold to any third party vendors.
506 $a This item must not be added to any third party search indexes.
520 $a Uncertain economic conditions, global competition, and a dramatic increase in mergers and acquisitions over the past decade have forced most American companies to streamline operations through downsizing and restructuring. This trend has created a deep-seated fear of job loss among American workers--a job insecurity crisis. Relatively few studies have investigated employee reactions to job insecurity. This study is concerned with the impact of job insecurity on the vital social exchange relationship between employee and employer. Specifically, it explored the relationship between job insecurity and two important social exchange outcomes--organizational commitment and organizational citizenship behavior. Moreover, it assessed the moderating effects of individual factors (communal orientation and powerlessness) and situational factors (trust in management, procedural fairness, and organizational support) on these relationships. The study was conducted in a downsizing state mental health hospital. Data were collected from 193 nurses and psychiatric technicians and their immediate supervisors who provided ratings of their citizenship behavior. Hierarchical set regression, which provides a theory-driven framework for evaluating the direct and moderating effects of sets of interrelated variables, was the primary analytical tool. Results of the study indicated that job insecurity was, indeed, associated with lower levels of organizational commitment and some organizational citizenship behaviors, like sportsmanship. Tests of individual and situational moderators in the study offered some hope for mitigating these negative effects. Trust in management buffered the negative relationship between job insecurity and organizational commitment, and communal orientation buffered the negative relationship between job insecurity and two organizational citizenship behaviors--altruism and conscientiousness. This suggests that employers may minimize the inevitable effects of job insecurity by striving to maintain a high level of trust among employees and by fostering communal orientation or concern for others in the workplace. Two other findings are worthy of note. First, this study introduced a new measure of job insecurity that demonstrated greater reliability and predictive validity than traditional measures of job insecurity. Secondly, powerlessness did not act as a moderator of the job insecurity-social exchange outcomes relationship, as expected. Instead, it was strongly related to job insecurity and was the strongest correlate of organizational commitment in the study. Overall, this study reveals some of the hidden costs of job insecurity. Job insecurity is associated with reduced organizational commitment and citizenship behavior. Building trust and fostering concern for others may offer some hope for mitigating these effects.
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