Adekiya Adewale
Department of Business Administration and Entrepreneurship, Bayero University Kano, Kano, Nigeria.
Curr Psychol. 2023 Feb 22:1-19. doi: 10.1007/s12144-023-04408-4.
Employee task performance is considered to be of crucial importance for organizational survival and growth, at the same time, the struggle for organizational survival and growth most especially in the current economic climate gives rise to perceptions of job insecurity among employees thereby making the perception of job insecurity a relevant topic. This study examined the effect of perceived job insecurity on task performance. In addition, the effect of both quantitative and qualitative facets of job insecurity on the different components of task performance, was investigated. By making use of the multi-stage sampling technique, a total of 342 employees with age range of 23 to 46 years were proportionately selected from the cluster that represents each bank. Furthermore, the close ended and structured questionnaire was utilized in a descriptive cross-sectional research design to elicit responses from these employees. Based on the regression analysis conducted, it was revealed that while perceived job insecurity as a uni-dimensional construct exercise a significant and negative effect on task performance, both quantitative and qualitative job insecurity also have a significant and negative effect on this performance with the later, found to exercise a stronger negative impact. Furthermore, results also indicate that while quantitative job insecurity is more negatively related with the job quality component of performance, both job quantity and job time limit are more negatively related with qualitative job insecurity. To conclude, recommendations were made on the need for organizations to focus intervention on antecedents of job insecurity which have been classified as macro level, micro level and personality factors with the view of reducing the incidence of perceived job insecurity. It was also recommended that managers should endeavor to concentrate more resources on those employees who suffer from qualitative job insecurity whenever there is a need to make use of these interventions, while also being in cognizant of the fact that a different level of intervention is required for employees with different level of job quality, job quantity and job time limit.
员工任务绩效被认为对组织的生存和发展至关重要，与此同时，尤其是在当前经济形势下，为组织生存和发展而进行的斗争引发了员工对工作不安全感的认知，从而使工作不安全感的认知成为一个相关话题。本研究考察了工作不安全感认知对任务绩效的影响。此外，还研究了工作不安全感的定量和定性方面对任务绩效不同组成部分的影响。通过采用多阶段抽样技术，从代表每家银行的集群中按比例选取了342名年龄在23岁至46岁之间的员工。此外，在描述性横断面研究设计中使用封闭式结构化问卷来获取这些员工的回答。基于所进行的回归分析，结果显示，虽然工作不安全感认知作为一个单维结构对任务绩效有显著的负面影响，但定量和定性的工作不安全感对这种绩效也有显著的负面影响，且定性工作不安全感的负面影响更强。此外，结果还表明，虽然定量工作不安全感与绩效的工作质量组成部分的负相关性更强，但工作数量和工作时间限制与定性工作不安全感的负相关性更强。总之，研究提出了一些建议，即组织需要将干预重点放在工作不安全感的前因上，这些前因已被归类为宏观层面、微观层面和个性因素，以期减少工作不安全感认知的发生率。研究还建议，管理者在需要利用这些干预措施时，应努力将更多资源集中在那些遭受定性工作不安全感的员工身上，同时也要认识到，对于工作质量、工作数量和工作时间限制不同水平的员工，需要不同水平的干预。
