How COVID-19 Perceived Risk Causes Turnover Intention Among Chinese Flight Attendants: A Moderated Mediation Model

Purpose

This study examined the influencing mechanism and boundary conditions underlying the relation between COVID-19 perceived risk and flight attendants' turnover intention by investigating the mediating role of job insecurity and the moderating effect of job crafting.

Methods

 A two-wave survey was conducted with 240 Chinese flight attendants. We used structural equation modeling to test the moderated mediation model.

Results

The results indicated that perceived risk of COVID-19 positively affected flight attendants' job insecurity and turnover intention. Moreover, job insecurity plays a fully mediating role in the relationship between perceived risk and turnover intention. Furthermore, the mediating role of job insecurity was moderated by job crafting; for higher levels of job crafting (opposed to low), the effect of job insecurity on turnover intention was significantly weaker.

Conclusion

 Our findings indicate that dissipating job insecurity and increasing job crafting behavior are critical to employees' work-related attitudes and behavior during the COVID-19 pandemic.

Relationship between job involvement, perceived organizational support, and organizational commitment with job insecurity: A systematic literature review

This manuscript aims to review the literature on the relationship between job insecurity and job involvement, perceived organizational support, organizational commitment, and positional characteristics. The definition and conceptualization of the variables are discussed for clarity. This systematic review used the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines to summarize and review 19 articles on job insecurity. The result shows gaps in the relationship between job involvement and organizational commitment, yielding no result from the search. This review identified implications and areas for future research on the topic. It also found evidence supporting the need to further investigate the antecedents and consequences of job insecurity in order to improve productivity and reduce attrition.

Psychosocial risk factors for low back pain in US workers: Data from the 2002-2018 quality of work life survey

BACKGROUND

Examining workplace psychosocial risk factors for back pain becomes increasingly important because of the changing nature of work and rising healthcare costs. Some psychosocial risk factors for back pain, such as work and family imbalance, exposure to a hostile work environment, and job insecurity, are understudied for the working population in the United States.

METHODS

Data used in this study came from the Quality of Work Life Survey (QWL), a supplementary module of the General Social Survey conducted in the United States. Data from the 2002, 2006, 2010, 2014, and 2018 QWL surveys were used in these analyses, giving a total sample size of 6661. Five domains of workplace psychosocial risk factors for back pain were examined, including job strain, low social support, work-family imbalance, exposure to a hostile work environment (harassment and discrimination), and job insecurity. The adjusted odds ratio (aOR) of each psychosocial risk factor for back pain with 95% confidence intervals (CI) was estimated using a multivariable logistic regression model after controlling for job physical factors, occupation, and demographic and socioeconomic characteristics.

RESULTS

Significant associations were found between back pain and several psychosocial factors including job strain (aOR 1.19; CI 1.00,1.41), work-family imbalance (aOR,1.42; CI 1.22,1.64), harassment (aOR 1.40; CI 1.15,1.71), and discrimination (aOR 1.20 CI 1.00,1.44).

CONCLUSION

This study contributes to the understanding of the relationship between a variety of workplace psychosocial factors and back pain. Our findings suggest directions in future longitudinal research to examine emerging workplace psychosocial factors for back pain.

Measuring the unmeasurable: defining and rating precarity with the aid of EU-LFS data

Precarity has been established as a central theoretical issue in labour market research and numerous attempts have been made in the past to provide indicators that measure it. Precarity has also been present in political discourse and linked to specific new forms of employment (temporary, part-time, insecure, and atypical amongst others) and certain social groups often defined as vulnerable groups (youth, women, ethnic minorities). However, precarity still remains a phenomenon that needs to be quantified with the use of reliable data. The present paper aims at providing a methodology for measuring individuals that are in precarious employment with data drawn from the EU-Labour Force Survey (EU-LFS). Thus, it presents a way of identifying individuals in the core of precarity and others that belong to this set to a lesser degree. More specifically, four different levels of precarity are identified and the methodology is illustrated and tested for a specific case study, that of Greece. However, the proposed technique can be applied with no or minor modifications to other data sets of EU member states, where the common EU-LFS questionnaire is used. An effort is also made to recognise the socio-demographic characteristics of the individuals that are identified as being precarious belonging to the four levels of precarity and to specify their differences. The analysis yields that as we move from the fist level of weak precarity to the last one of strong precarity the individuals become younger, worse paid and better educated.

Impact of Performance Climate on Overtime Behaviors of New Generation Employees: The Moderating Effect of Perceived Employability and Mediating Role of Job Insecurity

Purpose

In the post-pandemic era, the employment environment in China has been worsening. New generation employees are faced with higher work requirements. Against the backdrop, the "involution" culture has been a mainstream culture of different walks of life. Pressure of competition brought about by "involution" has made overtime behaviors increasingly prevailing among new generation employees. In this background, this research discusses about the impact of organizational performance climate on new generation employees' overtime behaviors as well as the role of job insecurity and perceived employability in the process.

Patients and Methods

The data collection is conducted in the currently popular industries. Ultimately, 348 valid questionnaires are collected. Later, the regression analysis and bootstrap methods are used to test the theoretical hypotheses.

Results

Organizational performance climate can promote new generation employees' overtime behaviors; job insecurity plays a mediating role between organizational performance climate and new generation employees' overtime behaviors; perceived employability can negatively moderate the correlation between job insecurity and overtime behaviors, and negatively moderate the mediating effect between performance climate and overtime behaviors.

Conclusion

Based on conservation of resources theory, this research explains the new generation employees' overtime behaviors formation mechanism under the "involution" culture in China. These results deepen the understanding of the overtime work mechanism according to characteristics of new generation employees and post-pandemic era, which can provide theoretical support and practical guidance for a reasonable control of employees' overtime behaviors under the "involution" culture.

Influencing mechanism of coal miners' safety compliance: A chain mediating model

The influence that job insecurity has on employees' safety psychology and behavior has been identified in many empirical studies, but few of these examine the influencing mechanism of job insecurity on coal miners' safety behaviors. In the de-overcapacity circumstances of coal production in China, using the strength model of self-control and conservation of resources theories, a chain mediating model was constructed to determine the relationships between job insecurity, emotional exhaustion, mind wandering, and safety compliance among coal miners. Data were collected from 447 coal miners working in three coal mines of Henan Pingdingshan Coal Industry Group. It was found that job insecurity negatively affected safety compliance, and emotional exhaustion and mind wandering played a chain mediating effect in the relationship between job insecurity and miners' safety compliance, along three specific paths. This study helps advance the understanding of the internal mechanisms of coal miners' job insecurity and how this affects individual safety performance. It also provides empirical evidence that managers can use effectively intervene in coal miners' safety performance.

The Impact of Job Insecurity on Knowledge-Hiding Behavior: The Mediating Role of Organizational Identification and the Buffering Role of Coaching Leadership

As the global economic situation deteriorates due to the prolonged COVID-19 pandemic, the business environment is plagued by uncertainty and risk. To address this, many organizations have sought to optimize efficiency, especially by downsizing and restructuring, to reduce costs. This causes anxiety among employees, who worry about whether they will be fired. We hypothesize that such job insecurity increases knowledge-hiding behavior by employees, and we investigate the mechanism underlying such a negative effect. In addition, we attempt to capture the boundary conditions of how to reduce the adverse effects of job insecurity, focusing on the role of coaching leadership. Using three-wave time-lagged cohort-study data from 346 Korean workers, we empirically found that employees who perceive job insecurity are less likely to feel organizational identification, leading to increased knowledge-hiding behavior. This study also demonstrated that coaching leadership operates as a boundary condition which buffers the negative influence of job insecurity on organizational identification. Theoretical and practical implications are discussed.

Impact of mental health, job insecurity, and COVID-19 symptoms on protective behavior changes among White, Black, and other minorities in the US

INTRODUCTION

Job insecurity such as loss of jobs or reduced wages has become a serious social problem in the US since COVID-19 started. Combined with psychological distress and experience of COVID-19 symptoms, the changes of people's protective behaviors vary across states in the US.

METHODS

This research investigated racial differences in the COVID-19 related factors among White, Black, and other minorities in the US, and examined how mental health mediated the impact of job insecurity on protective behaviors, and how the COVID-19 symptoms moderated the mediation effect of mental health. The 731 valid responses in a cross-sectional survey from May 23 to 27, 2020, in the US were analyzed with independent sample t-tests, Pearson's chi-square tests, and path analysis.

RESULTS

The findings showed that there were significant differences in job insecurity and Nonpharmaceutical Interventions (NPIs) practice among White, Black, and other minorities. Job insecurity was significantly negatively associated with NPIs practice and was significantly positively associated with mental health. Mental health significantly partially mediated the effect of job insecurity on NPIs practice, in that job insecurity is a better predictor of NPIs practice for individuals with worse mental health than that for individuals with better mental health. Experience of COVID-19 symptoms moderates the mediation effect of mental health on the relationship between job insecurity and NPIs practice, in that mental health is a better predictor of NPIs practice for individuals with a higher experience of COVID-19 symptoms than for individuals with a lower experience of COVID-19 symptoms.

DISCUSSION

The findings in this study shed lights on psychological and behavioral studies of people's behavior changes during a pandemic. The study indicates the importance of treating mental health to promote protective behaviors during a pandemic, as well as advocating for employees by identifying the needs for those whose jobs were negatively impacted the most.

Living in Liquid Times: The Relationships among Job Insecurity, Life Uncertainty, and Psychosocial Well-Being

Stress research has widely documented how uncertainty represents a strong stressor that, in general, is negatively associated with well-being. While the literature on job insecurity about this topic is extensive and exhaustive, empirical research on the outcomes of life uncertainty, namely the perception and feeling of precariousness regarding the present and future of one's own life, is yet to be fully explored. In the present paper, we aimed to investigate the relationships among job insecurity, life uncertainty, and psychosocial well-being outcomes, specifically, with a focus on job satisfaction and burnout. The participants were 357 workers (M = 146 and F = 211), with an average age of 41.78 y.o. (SD = 13.49), who completed an online questionnaire containing, in addition to sociodemographics information, measures of the study variables, namely job insecurity, life uncertainty, job satisfaction, and burnout. The results pointed out negative relationships of both job insecurity and life uncertainty with individual well-being, as they were negatively associated with job satisfaction and positively related to burnout. In a path analysis with latent variables, life uncertainty proved to fully mediate the relationship between job insecurity and psychosocial well-being.

Impact of COVID-19 Risk Perception on Emotional Exhaustion among Chinese Hospitality Employees: The Mediating Effect of Job Insecurity

This study aims to investigate the levels of COVID-19 risk perception (CVRP), job insecurity (JI), and emotional exhaustion (EE) among Chinese hospitality employees to examine the mediating effect of JI on the relationship between CVRP and EE. The moderating role of employee mindfulness (MF) and perceived employability (PE) have also be examined. Data were collected from 652 hospitality employees in Shandong and Jiangsu Province, China. We used structural equation modeling (SEM) to test the hypothesized relationship among the variables. Significant relationships were found between hospitality employees' CVRP and EE (β = 0.103, p < 0.01), CVRP and JI (β = 0.168, p < 0.001), and JI and EE (β = 0.378, p < 0.001). According to the results, the higher level of the CVRP of hospitality employees, the higher level of the EE. In addition, results showed mediating effects of JI on the relationship between CVRP and EE. This study also found that MF buffered the positive relationship between CVRP and EE. Therefore, in the era of COVID-19, an effective support system at the organizational level is necessary to reduce JI and EE of hospitality employees.

Technology Advancements and Employees' Qualitative Job Insecurity in the Republic of Korea: Does Training Help? Employer-Provided vs. Self-Paid Training

While technological advancements have proliferated in our daily lives, they also pose threats to the job security of employees. Despite these growing concerns about technology-related job insecurity, little research has been carried out on the antecedents and outcomes of tech-related job insecurity. Using a cross-sectional, nationally representative survey sample of 28,989 Korean workers drawn from the Korean Working Conditions Survey, we examined the impacts of technology advancements on employee perceptions of technology-related qualitative job insecurity (i.e., perceived technology-related threat to the continued existence of valued job features) and subsequent effects on employees' work (i.e., work engagement, job satisfaction), health (i.e., sleep), and life (i.e., work-to-family conflict) outcomes. Furthermore, we investigated the extent to which employer-provided (versus self-funded) training buffers the adverse impacts of technology advancements and associated job insecurity. The path analysis results showed more technology changes were associated with higher job insecurity, which subsequently related to adverse outcomes. While employer-provided training helped workers to reduce the negative impacts of tech changes on job insecurity, workers who paid for their training reported more adverse outcomes in face of job insecurity. We discuss these results in light of the job demands-resources theory and practical implications to buffer the adverse impacts of technology advancements.

Inequality in Household Job Insecurity and Mental Health: Changes During the COVID-19 Pandemic

Using nationally representative data from the Household Pulse Survey (April 2020-March 2021), we examined how associations between household job insecurity and mental health changed throughout the first year of the COVID-19 pandemic in the United States (n = 1,248,043). We also documented changes in the unequal distribution of job insecurity by race/ethnicity and educational attainment over time. We find that job insecurity was strongly associated with depression and anxiety throughout the study period, and the associations strengthened as the pandemic continued, especially in fall 2020. Moreover, racial/ethnic minorities with lower levels of educational attainment had the greatest risk of job insecurity, and educational disparities in job insecurity changed over time. Psychological distress during the pandemic, including disparities therein, must be considered a public health priority.

Can Professionalization Alleviate Job Burnout in Construction Workers in China? A Multivariable Mediating Model

Burnout is at all-time highs across modern professions. As a typical labor-intensive industry, the high-pressure and task-driven nature of the construction industry makes construction workers more prone to burnout. It is still unclear whether increasing the professionalization level can lessen the many harmful consequences of job burnout on construction workers' employment. Therefore, this study examined the influencing mechanism of professionalization on job burnout in the construction industry. First, a theoretical model based on the conservation of resources (COR) theory was developed with workload, job insecurity, and work-family conflict as moderating variables. A reliable sample of 441 Chinese construction workers were then recruited in the investigation. The data analysis was supported by confirmatory factor analysis (CFA) and structural equation modeling (SEM). The results indicated that: (i) an increase in the professionalization level could be directly effective in alleviating job burnout among construction workers; (ii) workload and work-family conflict could play an independent and continuous mediating role between professionalization and job burnout; and (iii) while job insecurity caused by a low professionalization did not have a direct impact on job burnout, it could have an indirect impact on job burnout through workload and work-family conflict, respectively. This study enriches the literature on job burnout among construction workers, as well as provides a theoretical basis and practical management guidance for Chinese construction companies to alleviate job burnout in workers from a professionalization standpoint.

Job Insecurity and Intention to Quit: The Role of Psychological Distress and Resistance to Change in the UAE Hotel Industry

Hotel organizations today are in a state of constant change due to high competition, the emergence of pandemics, and cyclical economic crises. Hospitality employees are currently affected by job insecurity. The purpose of this research was to investigate the effect of job insecurity on intention to quit among hospitality workers, integrating the mediating effect of psychological distress and resistance to change and their mutual relationship. A total of 312 surveys were completed in four four- and five-star hotels in the UAE (Dubai and Sharjah). The SmartPLS 4 software was used to test the hypotheses in a mediation model with the bootstrapping method. The results showed that all of the direct links were positive and significant, and mediating relationships were confirmed. This study found that job insecurity predicts intention to quit through psychological distress and resistance to change acting as mediators, and these factors themselves also impact significantly on intention to quit. Resistance to change is impacted significantly by job insecurity and psychological distress, which suggests that a deeper approach to employees' resistance to change should be taken, especially when conducting performance appraisals in the hotel industry, by searching for its roots and aiming to minimize employees' intention to quit.

Job insecurity, emotional exhaustion, and workplace deviance: The role of corporate social responsibility

Job insecurity is one of top concerns in the contemporary workplace, which significantly affects emotional exhaustion and workplace deviance. Thus, this study seeks to explore the buffering role of employees' corporate social responsibility (CSR) perceptions to against the effect of job insecurity. Based on micro-CSR literature and social identity theory, this study tested the proposition that employees' CSR perceptions moderate the relationship between job insecurity and emotional exhaustion through organizational identification. Using three-wave data collected from 145 employees in one of China's biggest computer equipment providers, we found that employees' CSR perceptions alleviate (exacerbate) the negative relationship between quantitative (qualitative) job insecurity and emotional exhaustion via organization identification. Our findings provided new insights to scholars and managers in dealing with job insecurity.

Employment Precarity, COVID-19 Risk, and Workers' Well-Being During the Pandemic in Europe

The COVID-19 crisis highlights a growing precarity in employment and the importance of employment for workers' well-being. Existing studies primarily examine the consequences of employment precarity through non-standard employment arrangements or the perception of job insecurity as a one-dimensional measure. Recent scholars advocate a multidimensional construct with a wide range of objective and subjective characteristics of precariousness. Using data from Eurofound's Living, Working, and COVID-19 surveys, I define employment precarity as the objective form of employment instability, as well as subjective terms of job insecurity and emotional precariousness. I also investigate whether and how various facets of employment precarity along with COVID-19 risk are associated with workers' mental and subjective well-being across 27 European Union member states during the pandemic. This study sheds light on a comprehensive understanding of objective and subjective dimensions of employment precarity, as well as their effects on workers' well-being during the COVID-19 pandemic.

Job insecurity, employability, and mental health in the new era: A test of plausible influence mechanisms and temporal effects

Although job insecurity and employability have drawn much research attention, the plausible relationships between them and how they jointly influence mental health remain unclear in the literature. We draw upon JD-R and COR theories to test and contrast three plausible relationships between job insecurity and employability, using a longitudinal sample of 1216 employees over 18 years. We further expand tests of these theoretical positions by considering temporal dynamics, using dynamic structural equation models (DSEMs) for stronger mediation evidence and latent growth models (LGMs) to compare the effects of job insecurity and employability trends in predicting the trend of mental health. In general, findings showed that job insecurity mediated the relationship between employability and mental health, supporting the mediation hypothesis. We also found that employability moderated the relationship between job insecurity and mental health, supporting the moderation hypothesis, although the effect was weak. Results further suggested that the effect magnitudes of job insecurity and employability predicting mental health were significantly different. Specifically, job insecurity was a stronger predictor of mental health than employability across all 18 years; the trend of job insecurity also predicted the trend of mental health more strongly than the trend of employability. Taken together, this study not only advances theory precision but also methodological soundness of research on job insecurity, employability, and mental health, supporting the value of considering temporal factors in examining mental health effects of job insecurity and employability.

Racial and ethnic differences in the prevalence of work organization and occupational psychosocial exposures

BACKGROUNDS

This study sought to assess if there were differences in exposure to job insecurity, shift work, work-life imbalance, workplace harassment, and nonstandard work arrangements according to race and ethnicity in the United States.

METHODS

Using data from the nationally representative National Health Interview Survey conducted in 2015, we calculated the prevalence of job insecurity, shift work, work-life imbalance, workplace harassment, and nonstandard work arrangements according to race and ethnicity. Using this data, we then modeled the prevalence of these exposures while adjusting for covariates including occupation.

RESULTS

Compared to non-Hispanic White workers, Hispanic (prevalence ratio [PR] = 1.47, 95% confidence interval [CI] = 1.30, 1.66) and non-Hispanic Asian (PR = 1.57, 95% CI = 1.28, 1.92) workers reported more job insecurity. Non-Hispanic Black workers were more likely to report working in shifts (PR = 1.34, 95% CI = 1.22, 1.46) and Hispanic workers reported being employed in alternative work arrangements (PR = 1.40, 95% CI = 1.23, 1.58) more often than non-Hispanic White workers. Non-Hispanic White workers were slightly more likely to report work-life imbalance and workplace harassment than other races/ethnicities. Occupational segregation accounted for some of the racial/ethnic differences in shift work and alternative work arrangements.

CONCLUSIONS

These findings are consistent with some previous research on differences in the prevalence of these work organization and psychosocial exposures by race/ethnicity, especially with respect to shift work and alternative work arrangements. However, other studies have found contradictory findings, especially with respect to workplace harassment. There is a need for future research that tackles the association between these exposures and racial/ethnic health disparities.

Influences of Distributive Injustice and Job Insecurity Amid COVID-19 on Unethical Pro-Organisational Behaviour: Mediating Role of Employee Turnover Intention

Drawn on Social Exchange Theory and Conservation of Resources Theory, this study developed a research model to examine the direct influence of job insecurity and distributive injustice, which were common in many hotels amid COVID-19, on unethical pro-organisation behaviour (UPoB) among hotel employees. The study also examines the mediating role of turnover intention in the relationship between job insecurity, and distributive injustice, which was result of the COVID-19 pandemic on UPoB. For this purpose, a questionnaire survey was self-dropped and collected through personal network to hotel employees in Eastern Province of Saudi Arabia. The results of structural equation modelling using AMOS (version 23) supported all the study hypotheses. The results showed a significant positive influence of distributive injustice and job insecurity on UPoB among hotel employees. Moreover, turnover intention was found to have a partial mediation role in the relationship between job insecurity, distributive injustice and UPoB. The results extend our understanding of Social Exchange Theory and Conservation of Resources Theory that employees in hotels are more likely to protect themselves and their job by engaging in UPoB if they perceived their job at threat due to a crisis, i.e., the COVID-19 pandemic. The major conclusion of current research is that when hotels employees perceived job insecurity and distributive injustice because of the pandemic, they responded with high turnover intention and as a last choice engaging in UPoB to save their resources, in this case their jobs, since they have no other alternatives outside the organisations. However, this inappropriate antisocial behaviour could have a negative influence on both employees and organisation at the long term. The results of current research have several theoretical implications for tourism scholars and managerial implication for hoteliers.

Unlocking the Effect of Supervisor Incivility on Work Withdrawal Behavior: Conservation of Resource Perspective

Workplace incivility has gotten a lot of attention in recent decades. Researchers have looked at many forms of aggressive conduct in the workplace and their negative impacts on individuals and businesses. The goal of this study was to see how incivility among supervisors leads to work withdrawal and when this link might be mitigated. We argued that supervisor incivility indirectly influences work withdrawal behavior through job insecurity, and that emotional intelligence moderates this connection. This study attempted to evaluate the influence of supervisor incivility on the job withdrawal behavior of personnel working in several banks Lahore by drawing on affective events theory and conservation of resource theory. Data were gathered from 350 workers of banks in Lahore, Gujranwala, and Sheikhupura to test our assumptions, and SPSS 24 was used to generate and analyze data with Hayes Process. The findings revealed a strong link between supervisor incivility and job insecurity but no link between supervisor incivility and work withdrawal behavior. The idea of moderation was validated, since emotional intelligence moderates the relationship between job insecurity and job withdrawal behavior. There are also suggestions for more empirical studies and theoretical and practical ramifications.

The impact of COVID-19 on turnover intention among hotel employees: A moderated mediation model

This study examines the influence of COVID-19 event strength on the turnover intention of hotel employees by incorporating perceived operating performance and job insecurity as mediators and hotel size as a moderator. A moderated mediation model was employed to test the relationship between COVID-19 event strength and turnover intention. The study reveals that COVID-19 event strength might not significantly affect turnover intention through perceived operating performance, likely affecting job insecurity perception. We infer that such a finding might result from a series of policies implemented by authorities to prevent job insecurity perception of hotel employees during the COVID-19 pandemic. Furthermore, we also reveal that small- and middle-sized hotels mitigate the effect of job insecurity on turnover intention somewhat different from our expectations. We infer that most of the entrepreneurs and employees in such hotels are from the same town and unlikely to intensify the effect of job insecurity on turnover intention because of close friendships among them. This finding is closely related to cultural factors in China and has rarely been discussed in the existing literature.

Can Organizational Identification Weaken the Negative Effects of Customer Bullying?-Testing the Moderating Effect of Organizational Identification

Customer bullying is a common phenomenon, causing short-term emotional distress or having long-term psychological impact on frontline employees of service enterprises, yielding either direct or indirect losses to service enterprises. While existing research has focused on the emotional and psychological impact of customer bullying on employees, little attention has been directed at the impact of customer bullying on negative employee behavior and internal mechanisms. In view of this, this paper draws on conservation of resources theory and discusses how and when customer bullying can lead to unethical behaviors. Furthermore, the mediating role of job insecurity and the moderating effect of organizational identification are analyzed. In study 1, 181 valid questionnaire data were collected at two time points, and regression data analysis was used to explore the effect of customer bullying on unethical behaviors through job insecurity. In study 2, 212 employees were recruited to investigate the moderating effect of organizational identification between customer bullying and unethical behaviors through a scenario experimental study. The results reveal that customer bullying is positively related to employees' job insecurity and unethical behaviors. Job insecurity partially mediates the positive relationship between customer bullying and unethical behaviors. Further, the regression analysis results indicate that the direct effect of customer bullying on unethical behaviors is moderated by organizational identification. This study provides theoretical guidance for entrepreneurs to reduce both employee job insecurity and unethical behavior.

Moderating Effects of Transformational Leadership, Affective Commitment, Job Performance, and Job Insecurity

This work explored the mediating effects of affective commitment on transformational leadership and job performance and job insecurity on transformational leadership and affective commitment. Meanwhile, the inter-relationships between the four verified the mediating effect of affective commitment, including job insecurity. The results were as follows: (1) transformational leadership and job performance were positively related. (2) Transformational leadership was proportional to an emotional commitment. (3) The affective commitment had a positive impact on job performance. (4) Transformational leadership indirectly positively affected job performance through the intermediary effect of affective commitment. (5) Transformational leadership regulated affective commitment through job insecurity. The more job security employees have, the higher the impact of transformational leadership on affective commitment; the lower the contrary.

An Unethical Organizational Behavior for the Sake of the Family: Perceived Risk of Job Insecurity, Family Motivation and Financial Pressures

In organizations, unethical behaviors are pervasive and costly, and considerable recent research attention has been paid to various types of workplace unethical behavior. This study examines employees’ behaviors that are carried out for the benefit of one’s family but violate societal and organizational moral standards. Drawing upon the self-maintenance and bounded ethicality theories, this study examines the engagement of unethical organization behaviors (UOB) in the name of the family during the COVID-19 pandemic. It examines the influence of job instability and the mediating role of family financial pressure and family motivation. A total of 770 employees in hotels and travel agents in Egypt were targeted, and the data were analyzed using structural equation modeling. The results posit that perceived risk of job insecurity predicts engagement in unethical organizational behaviors, while intentions of UOB increase by high family motivation and financial pressures. Toward the end of this paper, a discussion on the theoretical and practical implications and are presented.

Unethical Organization Behavior: Antecedents and Consequences in the Tourism Industry

The entire tourism and hospitality industry has witnessed a considerable increase in the number of ethical difficulties that occur in the workplace. It has been discovered that unethical organizational behavior (UOB) is the most significant category in tourists’ unpleasant experiences, driving them to switch and spread unfavorable word-of-mouth information. This study aims to explore the effects of three contextual factors on UOB (i.e., work intensification, job insecurity, and an unethical company-profit climate) and to investigate its possible employee-related consequences, including the feeling of guilt, emotional exhaustion, and customer-oriented citizenship behavior. A total of 970 employees working in hotels (5-star and 4-star) and travel agencies (Category A) participated, and the obtained data were analyzed by structural equation modeling. The results asserted that work intensification, job insecurity, and an unethical company-profit climate stimulate unethical organizational behavior, and unethical organizational behavior leads to feelings of guilt, emotional exhaustion, and customer-oriented citizenship behavior. Significant insights into theoretical and practical implications were further discussed.