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The Joint Importance of Secure and Satisfying Work: Insights from Three Studies

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Abstract

Concerns about job insecurity are on the rise given changes in the technological, political, and economic context of work. Building on the ideas of resource value and threat from Conservation of Resources theory (Hobfoll, Am Psychol 44:13–24, 1989), we proposed that job satisfaction moderates the relationship between job insecurity and various emotional, attitudinal, and behavioral outcomes. While job insecurity reflects a threat to one’s job, job satisfaction captures the value of the resources provided by one’s job. We expected those most satisfied with their jobs to be most negatively impacted by job insecurity. We found support for the interactive effects of job insecurity and job satisfaction on well-being, turnover intent attitudes and behaviors (i.e., job search), affective commitment, and organization-directed counterproductive work behaviors across three methodologically distinct studies, which together encompass data from over 24,000 workers from 31 countries. Our findings suggest that job insecurity and job satisfaction combined contribute to the most desirable outcomes. We discuss implications for organizational practice and labor policy, which have typically focused on job insecurity or job satisfaction instead of both together.

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Notes

  1. Whereas job involvement (Kanungo, 1982; Lodahl & Kejner, 1965) reflects the extent to which employees are psychologically invested in their job, job satisfaction reflects the value employees place on the resources provided by the job (Kalleberg, 2011). In other words, job involvement is a valued resource because of the investment of time and energies the employee has put into the job, whereas job satisfaction reflects the value of the resources provided by the job. As one might expect, meta-analytic research (Brown, 1996) has shown that job involvement is significantly correlated with job satisfaction (disattenuated rs ranging from .11 to .53); yet, the magnitude of these relationships indicate that they are conceptually distinct constructs.

  2. During the review process, the 2015 ISSP Work Orientations dataset became available. This dataset includes questions for job insecurity, job satisfaction, and intentions to quit. However, exhaustion is not assessed. This dataset involves data from 37 countries; however, we dropped Taiwan due to a lack of corresponding unemployment rate and Denmark because age was assessed in the Danish survey differently from how it was assessed by the other countries. The results from this dataset (N = 24,382) are virtually identical to those found in the 2005 dataset. Consistent with our findings from the 2005 database, the results revealed main effects of job insecurity (γ = 0.09, SE = 0.02, p < 0.01) and job satisfaction (γ = − 0.25, SE = 0.02, p < .01) on intentions to quit, supporting hypotheses 2a and 4c. As expected, the interaction between job insecurity and job satisfaction was also significant (γ = 0.03, SE = 0.01, p < 0.01). Simple slopes revealed that the relationship between job insecurity and intentions to quit was stronger under conditions of higher job satisfaction (+ 1 SD, B = 0.12, SE = 0.02, p < 0.01) than under conditions of lower job satisfaction (− 1 SD, B = 0.06, SE = 0.02, p < 0.01), supporting hypothesis 6a. Pseudo-R2 for this model was 0.13. The interaction remained significant when the control variables were included, indicating the robustness of the results.

  3. We combined east and west Germany, which are listed separately in the dataset, for the analyses.

  4. The World Bank does not provide unemployment rate data for Taiwan. So that the estimated models are comparable, we excluded Taiwan from all analyses, regardless of whether the unemployment rate is included as a predictor.

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Acknowledgements

Study 2 was partially funded by an Edward R. Meyer Distinguished Professorship awarded to the third author by Washington State University. The authors wish to thank Sergio Lopez-Bohle and Nicholas J. Gailey for their assistance with study 2 data collection.

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Authors and Affiliations

  1. Department of Psychology, University of Central Florida, Orlando, FL, 32816, USA

    Mindy K. Shoss

  2. Department of Psychology, The University of Tulsa, 800 South Tucker Dr., Tulsa, OK, 74104, USA

    Bradley J. Brummel

  3. Department of Psychology, Washington State University Vancouver, 14204 NE Salmon Creek Avenue, Vancouver, WA, 98686-9600, USA

    Tahira M. Probst

  4. School of Psychology, University of Auckland, 23 Symonds Street, Auckland, 1010, New Zealand

    Lixin Jiang

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  1. Mindy K. Shoss
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  2. Bradley J. Brummel
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  3. Tahira M. Probst
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  4. Lixin Jiang
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Correspondence to Mindy K. Shoss.

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Shoss, M.K., Brummel, B.J., Probst, T.M. et al. The Joint Importance of Secure and Satisfying Work: Insights from Three Studies. J Bus Psychol 35, 297–316 (2020). https://doi.org/10.1007/s10869-019-09627-w

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