scholarly journals Locus of control as a moderator of the effects of COVID‐19 perceptions on job insecurity, psychosocial, organisational, and job outcomes for MENA region hospitality employees

2021 ◽  
Author(s):  
Ali B. Mahmoud ◽  
William D. Reisel ◽  
Leonora Fuxman ◽  
Dieu Hack‐Polay
Keyword(s):  
Locus Of Control ◽  
Job Insecurity ◽  
Job Outcomes ◽  
Mena Region

Antecedents and outcomes of job insecurity among salespeople

2018 ◽  
Vol 36 (2) ◽  
pp. 290-302 ◽  
Author(s):  
Mona Bouzari ◽  
Osman M. Karatepe
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Job Insecurity ◽  
Job Resources ◽  
Equation Modeling ◽  
Creative Performance ◽  
Job Outcomes ◽  
Content Type ◽  
Career Opportunities ◽  
Intermediate Linkage

Purpose The purpose of this paper is to examine the impacts of job resources, as manifested by selective staffing, training (TR), and career opportunities, on job insecurity and the influence of job insecurity on hope, job satisfaction, and creative performance. By investigating these relationships, the present study also aims to provide the managers the ways by which they can foster job resources, reduce job insecurity, and activate hope and job outcomes of their salespeople. Design/methodology/approach Data came from hotel salespeople in Iran. Structural equation modeling was used to test the aforesaid relationships. Findings The empirical data lend support to the overwhelming majority of the relationships. Specifically, job insecurity and hope act as mediators of the impacts of job resources on job satisfaction. Job satisfaction mediates the impacts of job insecurity and hope on creative performance. Contrary to what has been hypothesized, job insecurity positively influences salespeople’s hope. Such salespeople in turn exhibit higher job satisfaction. In addition, job resources do not significantly influence hope via job insecurity. Practical implications Management should invest in job resources to reduce job insecurity. Management should also try to hire individuals high on hope since hope is treated as a malleable variable and can be developed via TR interventions. Workshops can be organized to enable junior salespeople to learn senior salespeople’s practices regarding the solutions to new customer requests and problems. Originality/value Job insecurity is an endemic problem in many industries and there is a lack of empirical research about the intermediate linkage between job insecurity and employees’ job outcomes. There is also a need for more research to ascertain the factors influencing job insecurity.

scholarly journals Work locus of control and sense of coherence as antecedents of job insecurity

2016 ◽  
Vol 47 (3) ◽  
pp. 35-43
Author(s):  
J. Pienaar ◽  
H. De Witte
Keyword(s):  
Locus Of Control ◽  
Sense Of Coherence ◽  
Chemical Industry ◽  
Financial Services ◽  
Job Insecurity ◽  
Meta Analysis ◽  
Regression Analyses ◽  
Cross Sectional ◽  
Work Locus Of Control ◽  
Individual Contributions

Previous research has highlighted various antecedents of job insecurity, both in cross-sectional research and in a recent meta-analysis. A review of this literature indicates that work locus of control actually is the only personality antecedent that has received considerable attention, while sense of coherence may also be an important factor to consider. Data on biographical variables, cognitive and affective job insecurity, work locus of control and sense of coherence were gathered from employees across 3 organisations (N=718), presenting two different sectors (chemical industry and financial services), by means of anonymous surveys. Data were analysed by means of correlations and regression analyses. Results indicate that both work locus of control and sense of coherence play a role in predicting job insecurity, even after controlling for biographical variables. Considering their individual contributions, it is suggested here that sense of coherence may be even more important than work locus of control as a personality antecedent of job insecurity.

scholarly journals Examining occupational self-efficacy, work locus of control and communication as moderators of the job insecurity—job performance relationship

2010 ◽  
Vol 31 (2) ◽  
pp. 231-247 ◽  
Author(s):  
Cornelius J König ◽  
Maike E Debus ◽  
Stéphanie Häusler ◽  
Nora Lendenmann ◽  
Martin Kleinmann
Keyword(s):  
Locus Of Control ◽  
Job Performance ◽  
Self Efficacy ◽  
Significant Interaction ◽  
Job Insecurity ◽  
Interaction Effects ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
Work Locus Of Control

Employees’ performance has been shown to be moderately hampered by job insecurity. Based on conservation of resources theory, the study examines whether three possible resources (occupational self-efficacy, work locus of control and communication) moderate the negative job insecurity—performance relationship. Analyses of a large Swiss dataset reveal two significant interaction effects: the higher the job insecurity, the less influence work locus of control and perceived communication exert on the job insecurity—performance relationship. This suggests that work locus of control and perceived communication may be resources that can only act beneficially in a situation of low job insecurity.

Job Insecurity and Workplace Deviance: The Moderating Role of Locus of Control

2018 ◽  
Vol 46 (10) ◽  
pp. 1673-1686 ◽  
Author(s):  
Zengrui Xiao ◽  
Daoyou Wu ◽  
Zhongju Liao
Keyword(s):  
Locus Of Control ◽  
Job Insecurity ◽  
Workplace Deviance ◽  
Counterproductive Work Behaviors ◽  
Hierarchical Regression ◽  
Work Behaviors ◽  
Internal Locus Of Control ◽  
Constructive Work ◽  
Interpersonal Deviance

Job insecurity has been widely associated with reduced constructive work behaviors; however, few researchers have taken counterproductive work behaviors into consideration when investigating job insecurity. From a retaliation perspective, we investigated whether qualitative and quantitative job insecurity increase or reduce employees' workplace deviance and how locus of control moderates these relationships. A survey was carried out with 263 participants from 40 firms in China, who completed mature, established scales, and hypotheses were tested using hierarchical regression modeling. The empirical results showed that quantitative job insecurity reduced organizational deviance and increased interpersonal deviance, whereas qualitative job insecurity increased both organizational and interpersonal deviance. Moreover, internal locus of control weakened the positive relationship between job insecurity and workplace deviance. Therefore, qualitative job insecurity was more detrimental than quantitative job insecurity in terms of workplace deviance, and both were more detrimental to those who are of an external locus of control.

Effects of abusive supervision on employees’ innovative behavior: The role of job insecurity and locus of control

2018 ◽  
Vol 60 (2) ◽  
pp. 152-159 ◽  
Author(s):  
Dawei Wang ◽  
Xiaowen Li ◽  
Mengmeng Zhou ◽  
Phil Maguire ◽  
Zhaobiao Zong ◽  
...  
Keyword(s):  
Locus Of Control ◽  
Job Insecurity ◽  
Abusive Supervision ◽  
Innovative Behavior

PERAN LOCUS OF CONTROL PADA HUBUNGAN JOB INSECURITY, KOMITMEN DAN KEPUASAN KERJA

2016 ◽  
Vol 1 (1) ◽  
pp. 71-80 ◽  
Author(s):  
Santi Retno Sari ◽  
Sitti Marijam Thawil
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Locus Of Control ◽  
Job Insecurity ◽  
Managerial Practices ◽  
Research Findings ◽  
Job Levels ◽  
Moderator Role ◽  
The Impact

The purpose of this paper is to examine the relationships between job insecurity and its outcomes (job satisfaction and commitment), also to examine the moderator role of locus of control in this relationship. Data were collected from 143 employees across different industries, and also different job levels. A series of regressions are employed to test the hypotheses. The results showed that job insecurity was directly and negatively related to job satisfaction and organizational commitment. The research findings also showed that locus of control moderated relations between job insecurity and two studied outcomes (job satisfaction and commitment). This study offers implications for managerial practices. This result suggest for manager how to overcome the impact of job insecurity on commitment and job satisfaction through locus of control. Keywords: job insecurity, locus of control, job satisfaction, commitment

Well-being at work from a multilevel perspective: what is the role of personality traits?

2019 ◽  
Vol 12 (5) ◽  
pp. 298-317 ◽  
Author(s):  
Annick Parent-Lamarche ◽  
Alain Marchand
Keyword(s):  
Locus Of Control ◽  
Personality Traits ◽  
Job Insecurity ◽  
Work Organization ◽  
Working Hours ◽  
Well Being ◽  
Self Esteem ◽  
Multilevel Regression ◽  
Content Type ◽  
Psychological Demands

PurposeIt is of great importance for organizations to identify what can influence employees’ well-being. The theoretical model that the authors propose combines psychological and social determinants of stress at work. The purpose of this paper is to evaluate the contribution of work organization conditions, personality traits and their interaction to well-being in a sample of Canadian workers and companies.Design/methodology/approachMultilevel regression analyses were performed on a sample of 1,957 workers employed in 63 Quebec firms. Work organization conditions included (skill utilization, decision authority, psychological demands, physical demands, job insecurity, irregular schedule, number of working hours, social support from colleagues and supervisors, job promotion, and recognition) and personality traits included (self-esteem, locus of control and Big Five).FindingsWork organization conditions (psychological demands, number of hours worked and job insecurity) and personality (self-esteem, locus of control, extraversion, neuroticism and conscientiousness) were significantly associated with well-being. The results of the analysis show that none of the personality traits included in this study interacts with work organization conditions to explain workers’ level of well-being.Originality/valueThis study provides support for the implementation of human resource management (HRM) practices in order to diminish the presence of stressful working conditions as well as for the eventual development of training programs designed to raise personality traits.

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