SavedAdd your journal

Journals / Fiscaoeconomia / 2026 / Volume: 10 Issue: 1

Job Insecurity and Organizational Citizenship Behavior Among Migrant Employees: Organizational Identification as Mediator and Intention to Stay as Moderator

Göçmen Çalışanlar Arasında İş Güvencesizliği ve Örgütsel Vatandaşlık Davranışı: Aracı Olarak Örgütsel Özdeşleşme ve Moderatör Olarak Kalma Niyeti

Raeda Shakkour(RECEP TAYYIP ERDOGAN UNIVERSITY)0000-0003-2176-2410
Halis Demir(RECEP TAYYIP ERDOGAN UNIVERSITY)0000-0002-1284-4759
Pages
—
Publication Date
2026-03-18
🏛️Bibliographic metadata and full text access for this article are provided via DergiPark.
DergiPark Record ↗
✨

AI Summary & Key Takeaways

AI Insight
⚡ TL;DR(Too Long; Didn't Read)

The results show that job insecurity negatively affects organizational identification and citizenship behaviors.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:This research examines the effect of job insecurity on organizational citizenship behavior among migrant employees, drawing on social exchange theory and the psychological contract framework.
📊
Key Findings & Data:Data were collected through an online questionnaire from 275 migrant employees.
💡
Conclusion & Impact:The results show that job insecurity negatively affects organizational identification and citizenship behaviors.
🔬Design:Survey & Empirical Study
📍Scope:Comprehensive Sample
⚙️Variables:Job Insecurity · Intention to Stay in the Host Country · Organizational Identification

Abstract

This research examines the effect of job insecurity on organizational citizenship behavior among migrant employees, drawing on social exchange theory and the psychological contract framework. It also investigates the mediating role of organizational identification, grounded in social identity theory. In addition, the study explores the moderating role of intention to stay in the host country within the conservation of resources framework. Data were collected through an online questionnaire from 275 migrant employees. The results show that job insecurity negatively affects organizational identification and citizenship behaviors. Furthermore, organizational identification fully mediates the relationship between job insecurity and organizational citizenship behavior. The findings also reveal that intention to stay in the host country does not significantly moderate the negative indirect effect of job insecurity on organizational citizenship behavior. This study contributes to organizational behavior and migration research by extending knowledge on the job stressor–outcome relationship and identifying conditional boundaries of this relationship, with a particular focus on migrant employees.

Özet

Bu çalışma, sosyal değişim ve psikolojik sözleşme teorilerini dikkate alarak göçmen çalışanlar arasında iş güvencesizliğinin örgütsel vatandaşlık davranışı üzerindeki etkilerini araştırmayı amaçlamaktadır. Bu ilişkide örgütsel özdeşleşmenin aracılık rolü sosyal kimlik teorisi temelinde incelenmektedir. Ayrıca bu ilişki üzerinde ev sahibi ülkede kalma niyetinin düzenleyici etkisi kaynakların korunması teorisi çerçevesinde araştırılmaktadır. Veriler 275 göçmen çalışandan anket aracılığıyla toplanmıştır. Çalışmada göçmen çalışanların algıladığı iş güvencesizliğinin örgütsel vatandaşlık davranışları üzerinde olumsuz etkisine ve bu ilişkide örgütsel özdeşleşmenin tam aracı rolüne dair anlamlı sonuçlara ulaşılmıştır. Ayrıca, ev sahibi ülkede kalma niyeti, iş güvencesizliğinin örgütsel vatandaşlık davranışı üzerindeki dolaylı olumsuz etkisini önemli ölçüde hafifletmediğini ortaya koymaktadır. Bu çalışma, olumsuz iş stresörü-sonuç ilişkisine dair mevcut literatürü genişleterek örgütsel davranış ve göç literatürüne katkıda bulunmaktadır.

🔖

Cite This Article

Shakkour, R., Demir, H. (2026). Job Insecurity and Organizational Citizenship Behavior Among Migrant Employees: Organizational Identification as Mediator and Intention to Stay as Moderator. Fiscaoeconomia, Volume: 10 Issue: 1. https://doi.org/10.25295/fsecon.1822463

📄 Full Text PDF Viewer

📄

PDF görüntüleyici hazırlanıyor...

References (133)

  1. Aguiar-Quintana, T., Nguyen, T. H. H., Araujo-Cabrera, Y., & Sanabria-Díaz, J. M. (2021). Do job insecurity, anxiety and depression caused by COVID-19 influence hotel employees’ self-rated task performance? The moderating role of employee resilience. International Journal of Hospitality Management, 94, 102868. https://doi.org/10.1016/j.ijhm.2020.102868
  2. Ashford, S. J., Lee, C., & Bobko, P. (1989). Content, cause, and consequences of job insecurity: A theory-based measure and substantive test. Academy of Management Journal, 32(4), 803-829.
  3. Ashforth, B. E., & Mael, F. (1989). Social identity theory and the organization. Academy of Management Review, 14, 20–39.
  4. Atkinson, R., & Flint, J. (2001). Accessing hidden and hard-to-reach populations: Snowball research strategies. Social Research Update, 33, 1–4. https://sru.soc.surrey.ac.uk/SRU33.html
  5. Bagozzi, R.P., & Yi, Y. (1988). On the evaluation of structural equation models. Journal of the Academy of Marketing Science, 16(1), 74–94.
  6. Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173–1182.
  7. Bartram, T., Karimi, L., Leggat, S.G., & Stanton, P. (2014). Social identification: linking high performance work systems, psychological empowerment and patient care. The International Journal of Human Resource Management, 25(17), 2401-2419.
  8. Baruch, Y., & Cohen, A. (2007). The dynamics between organizational commitment and professional identity formation at work. A. Brown, S. Kirpal & F. Rauner (Eds.), Identities at work (241–260). Germany: Springer.
  9. Bergkvist, L., & Rossiter, J. R. (2007). The predictive validity of multiple-item versus single-item measures of the same constructs. Journal of Marketing Research, 44(2), 175-184. DOI:10.1509/jmkr.44.2.175
  10. Blau, P. (1964). Exchange and power in social life. New York: Wiley.
  11. Browne, M. W., & Cudeck, R. (1993). Alternative ways of assessing model fit. K. A. Bollen & J. S. Long (Eds.), Testing structural equation models (136-162). Sage.
  12. Bultena, C. D. (1998). Social exchange under fire: Direct and moderated effects of job insecurity on social exchange. University of North Texas.
  13. Bussing, A. (1999). Can control at work and social support moderate psychological consequences of job insecurity? Results from a quasi-experimental study in the steel industry. European Journal of Work and Organizational Psychology, 8(2), 219-242. DOI: 10.1080/135943299398339
  14. Callea, A., Urbini, F., Ingusci, E., & Chirumbolo, A. (2016). The relationship between contract type and job satisfaction in a mediated moderation model: the role of job insecurity and psychological contract violation. Economic and Industrial Democracy, 37(2), 399-420.
  15. Campbell, D. T., & Fiske, D. W. (1959). Convergent and discriminant validation by the multitrait-multimethod matrix. Psychological Bulletin, 56(2), 81–105. https://doi.org/10.1037/h0046016
  16. Cao, L., Hirschi, A., & Deller, J. (2013). The positive effects of expatriates' personality and host country support on cross-cultural adjustment and job satisfaction. Career Development International, 18(1), 56-77. DOI:10.1108/13620431311305971
  17. Caplan, R. D. (1983). Person-environment fit: Past, present, and future. C. L. Cooper (Ed.), Stress research: Where do we go from here? (35-77). London: Wiley.
  18. Chen, F.F. (2007). Sensitivity of goodness of fit indexes to lack of measurement invariance. Structural Equation Modeling, 14(3), 464–504.
  19. Cheng, G. H. L., & Chan, D. K. S. (2008). Who suffers more from job insecurity? A meta-analytic review. Applied Psychology: An International Review, 57(2), 272–303. DOI: 10.1111/j. 1464-0597.2007.00312.x
  20. Cheung, G.W., & Rensvold, R.B. (2002). Evaluating goodness-of-fit indexes for testing measurement invariance. Structural Equation Modeling, 9(2), 233–255.
  21. Cheung, G.W., Cooper-Thomas, H. D., Lau, R. S., & Wang, L. C. (2024). Reporting reliability, convergent and discriminant validity with structural equation modeling: A review and best‑practice recommendations. Asia Pacific Journal of Management 41, 745–783. https://doi.org/10.1007/s10490-023-09871-y
  22. Chhabra, B., & Pandey, P. (2023). Job insecurity as a barrier to thriving during COVID-19 pandemic: A moderated mediation model of knowledge hiding and benevolent leadership. Journal of Knowledge Management, 27(3), 632-654. DOI:10.1108/JKM-05-2021-0403
  23. Chreim, S. (2002). Influencing organizational identification during major change: A communication-based perspective. Human Relations, 55, 1117–1137.
  24. Cochran, W. G. (1963). Sampling Techniques (2nd Ed.). New York: John Wiley and Sons, Inc.
  25. Cronbach, L. J. (1951). Coefficient alpha and the internal structure of tests. Psychometrika, 16(3), 297–334. https://doi.org/10.1007/BF02310555
  26. Darvishmotevali, M., Arasli, H., & Kilic, H. (2017). Effect of job insecurity on frontline employees’ performance. International Journal of Contemporary Hospitality Management, 29(6), 1724–1744.
  27. De Cuyper, N., & De Witte, H. (2006). The impact of job insecurity and contract type on attitudes, well-being and behavioral reports. A psychological contract perspective. Journal of Occupational and Organizational Psychology, 79, 395–409.
  28. De Cuyper, N., & De Witte, H. (2007). Job insecurity in temporary versus permanent workers: Association with attitudes, well-being, and behavior. Work & Stress, 21, 65–84.
  29. Drolet, A. L., & Morrison, D. G. (2001). Do we really need multiple-item measures in service research?. Journal of Service Research, 3(3), 196-204. DOI:10.1177/109467050133001
  30. Eisinga, R., Grotenhuis, M., & Pelzer, B. (2013). The reliability of a two-item scale: Pearson, Cronbach, or Spearman-Brown?. International Journal of Public Health, 58(4), 637-642. DOI:10.1007/s00038-012-0416-3
  31. Faugier, J., & Sargeant, M. (1997). Sampling hard to reach populations. Journal of Advanced Nursing, 26, 790-797.
  32. Feather, N. T., & Rauter, K. A. (2004). Organizational citizenship behaviours in relation to job status, job insecurity, organizational commitment and identification, job satisfaction and work values. Journal of Occupational and Organizational Psychology, 77(1), 81–94. https://doi.org/10.1348/096317904322915928
  33. Field, A. (2009). Discovering statistics using SPSS. London: SAGE Publications Ltd.
  34. Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18, 39–50.
  35. Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25, 161-178.
  36. Gowing, M.K., Kraft, J.D., & Campbell Quick, J. (Eds). (1998). The new organizational reality: Downsizing, restructuring, and revitalization. Washington, DC. American Psychological Association.
  37. Greenhalgh, L., & Rosenblatt, Z. (1984). Job insecurity: Toward conceptual clarity. The Academy of Management Review, 9(3), 438-448.
  38. Greenhalgh, L., & Rosenblatt, Z. (2010). Evolution of research on job insecurity. International Studies of Management & Organization, 40, 6–19. http://dx.doi.org/10.2753/IMO0020-8825400101
  39. Greenhalgh, L., & Sutton, R. (1991). Organizational effectiveness and job insecurity. J. Hartley, D. Jacobson, B. Klandermans, & T. Van Vuuren (Eds), Job insecurity: Coping with jobs at risk (151-171). London: Sage.
  40. Griffiths, P., Gossop, M., Powis, B., & Strang, J. (1993). Reaching hidden populations of drug users by privileged access interviewers: Methodological and practical issues. Addiction, 88, 1617-1626.
  41. Guzzo, R. A., Noonan, K. A., & Elron, E. (1994). Expatriate managers and the psychological contract. Journal of Applied Psychology, 79(4), 617–626. https://doi.org/10.1037/0021-9010.79.4.617
  42. Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2009). Multivariate data analysis (7th ed.). Prentice-Hall.
  43. Hair, J. F., Rolph E. A., Ronald, L. T., & William, C. B. (1998). Multivariate data analysis (5th ed). Upper Saddle River, NJ: Prentice Hall.
  44. Halbesleben, J. R. B., Neveu, J. P., Paustian-Underdahl, S. C., & Westman, M. (2014). Getting to the “COR”: Understanding the role of resources in Conservation of Resources theory. Journal of Management, 40(5), 1334–1364. https://doi.org/10.1177/0149206314527130
  45. Hartley, J., Jacobson, D., Klandermans, B., & van Vuuren, T. (1991). Job insecurity: Coping with jobs at risk. London: Sage.
  46. Haslam, S. A., & J. C. Turner (2001). Social identity, organizations, and leadership. M. E. Turner (ed.), Groups at work: Theory and research (25–65). Lawrence Erlbaum, Mahwah, NJ.
  47. Hayes, A. F. (2015). An index and test of linear moderated mediation. Multivariate Behavioral Research, 50(1), 1–22. https://doi.org/10.1080/00273171.2014.962683
  48. Heath, A. (1976). Rational choice and social exchange: A critique of exchange theory. Cambridge University Press.
  49. Heggestad, E. D., Scheaf, D. J., Banks, G. C., Hausfeld, M. M., Tonidandel, S., & Williams, E. B. (2019). Scale adaptation in organizational science research: A review and best-practice recommendations. Journal of Management, 45, 2596–2627.
  50. Hellgren, J., Sverke, M., & Isaksson, K. (1999). A Two dimensional Approach to Job Insecurity: Consequences for Employee Attitudes and Well-being. European Journal of Work and Organizational Psychology, 8(2), 179-195. DOI: 10.1080/135943299398311
  51. Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513–524.
  52. Hobfoll, S. E., Freedy, J., Lane, C., & Geller, P. (1990). Conservation of social resources: Social support resource theory. Journal of Social and Personal Relationships, 7, 465-478. SAGE, London, Newbury Park and New Delhi.
  53. Hobfoll, S.E. (1988). The ecology of stress. New York: Hemisphere Publishing Corporation.
  54. Hogg, M. A., & Terry, D. I. (2000). Social identity and self-categorization processes in organizational contexts. Academy of Management Review, 25(1), 121–140. https://doi.org/10.5465/amr.2000.2791606
  55. Holmes, J. G. (1981). The exchange process in close relationships: Microbehavior and macromotives. M. J. Lemer & S. C. Lemer (Eds.), The justice motive in social behavior (261-284). New York: Plenum.
  56. Homans, G. C. (1961). Social behavior: Its elementary forms. New York: Harcourt, Brace & World, Inc.
  57. Homans, G. C. (1974). Social behavior: Its elementary forms (Rev. ed.). New York: Harcourt Brace Jovanovich, Inc.
  58. Howard, A. (1995). The changing nature of work. San Francisco, CA: Jossey-Bass.
  59. Hu, L. T., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1-55. DOI:10.1080/10705519909540118
  60. International Labour Organization. (2021). ILO global estimates on international migrant workers results and methodology third edition. https://www.ilo.org/sites/default/files/wcmsp5/groups/public/%40dgreports/%40dcomm/%40publ/documents/publication/wcms_808935.pdf
  61. International Labour Organization. (2024). Global estimates on international migrant workers. International migrants in the labour force Fourth edition. https://www.ilo.org/publications/major-publications/ilo-global-estimates-international-migrants-labour-force
  62. International Organization for Migration. (2022). World migration report. https://publications.iom.int/system/files/pdf/WMR-2022.pdf
  63. Jöreskog, K. G., & Sörbom, D. (1984). LISREL VI: Analysis of linear structural relationships by maximum likelihood and least squares methods. Scientific Software.
  64. Julià, M., Vanroelen, C., Bosmans, K., Van Aerden, K., & Benach, J. (2017). Precarious employment and quality of employment in relation to health and well-being in Europe. International Journal of Health Services, 47(3), 389–409. https://doi.org/10.1177/0020731417707491
  65. Jung, H. S., Jung, Y. S., & Yoon, H. H. (2021). COVID-19: The effects of job insecurity on the job engagement and turnover intent of deluxe hotel employees and the moderating role of generational characteristics. International Journal of Hospitality Management, 92, 102703.
  66. Katz, D., & Kahn, R. L. (1978). The social psychology of organizations. New York: Wiley.
  67. Kia, N., Halvorsen, B., & Bartram, T. (2019), Ethical leadership and employee in-role performance. Personnel Review, 48(7), 1716-1733.
  68. Kim, B. J. (2019). Unstable jobs cannot cultivate good organizational citizens: The sequential mediating role of organizational trust and identification. International Journal of Environmental Research and Public Health, 16(7), 1102. https://doi.org/10.3390/ijerph16071102
  69. Kline, P. (1994). An easy guide to factor analysis. Routledge.
  70. Koseoglu Ornek, O., Waibel, J., Wullinger, P., & Weinmann, T. (2022). Precarious employment and migrant workers’ mental health: A systematic review of quantitative and qualitative studies. Scand J Work Environ Health, 48(5), 327–350. DOI:10.5271/ sjweh.4019
  71. LePine, J. A., Erez, A., & Johnson, D. E. (2002). The nature and dimensionality of organizational citizenship behavior: A critical review and meta-analysis. Journal of Applied Psychology, 87(1), 52-65. DOI: 10.1037//0021-9010.87.1.52
  72. Loi, R., Ngo, H. Y., Zhang, L. Q., & Lau, V. P. (2011). The interaction between leader- member exchange and perceived job security in predicting employee altruism and work performance. Journal of Occupational and Organizational Psychology, 84, 669–685. http://dx.doi.org/ 10.1348/096317910X510468
  73. Mael, F., & Ashforth, B. E., (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of Organizational Behavior, 13,103–123.
  74. Matilla-Santander, N., Ahonen, E., Albin, M., Baron, S., Bolíbar, M., & Bosmans, K. (2021). COVID-19 and precarious employment: Consequences of the evolving crisis. International Journal of Health Services, 51(2), 226–228. https://doi.org/10.1177/0020731420986694
  75. Matteson, M.T., & Ivancevich, J.M. (1987). Controlling work stress: Effective human resource and management strategies. San Francisco: Jossey-Bass.
  76. McFarlane Shore, L., & Tetrick, L. E. (1994). The psychological contract as an explanatory framework in the employment relationship. Trends in Organizational Behavior, 7(1), 91-109. John Wiley & Sons Ltd.
  77. Meade, A. W., Johnson, E. C., & Braddy, P. W. (2008). Power and sensitivity of alternative fit indices in tests of measurement invariance. Journal of Applied Psychology, 93(3), 568–592.
  78. Merenda, P. F. (1997). A guide to the proper use of factor analysis in the conduct and reporting of research: Pitfalls to avoid. Measurement and Evaluation in Counseling and Development, 30, 156-164.
  79. Moorman, R. H. (1991). Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship?. Journal of Applied Psychology, 76, 845-855.
  80. Morrison, E. W., & Robinson, S. L., (1997). When employees feel betrayed: A model of how psychological contract violation develops. Academy of Management Review, 22, 226–256.
  81. Nemteanu, M. S., Dinu, V., & Dabija, D. C. (2021). Job Insecurity, Job Instability, and Job Satisfaction in the Context of the COVID-19 Pandemic. Journal of Competitiveness, 13(2), 65–82. https://doi.org/10.7441/ joc.2021.02.04
  82. Ngo, H.Y., Loi, R., Foley, S., Zheng, X., & Zhang, L. (2013). Perceptions of organizational context and job attitudes: The mediating effect of organizational identification. Asia Pacific Journal of Management, 30(1), 149-168.
  83. Olkkonen, M., & Lipponen, J. (2006). Relationships between organizational justice, identification with organization and work unit, and group-related outcomes. Organizational Behavior and Human Decision Processes, 100, 202–215.
  84. Organ, D. W. (1988). Organizational citizenship: The good soldier syndrome. Lexington, MA: Lexington Books.
  85. Organ, D. W. (1990). The motivational basis of organizational citizenship behavior. B. M. Staw & L. L. Cummings (Eds.), Research in organizational behavior, 12, 43-72. Greenwich, CT: JAI Press.
  86. Parks, J. M., & Kidder, D. L. (1994). Till death do us part. Changing work relationships in the 1990’s. C. L. Cooper & D. M. Rousseau (Eds.), Trends in organizational behavior 1 (111-136). New York: Wiley & Sons.
  87. Peltokorpi, V., & Allen, D. G. (2023). Job embeddedness and voluntary turnover in the face of job insecurity. Journal of Organizational Behavior, 45, 416–433.
  88. Piccoli, B., Callea, A., Urbini, F., Chirumbolo, A., Ingusci, E., & De Witte, H. (2017). Job insecurity and performance: the mediating role of organizational identification. Personnel Review, 46(8), 1508–1522. doi: https://doi.org/10.1108/PR-05-2016-0120
  89. Piccoli, B., DeWitte, H., & Reisel, W.D. (2017). Job insecurity and discretionary behaviours: Social exchange perspective versus group value model. Scandinavian Journal of Psychology, 58(1), 69-79.
  90. Podsakoff, P. M., MacKenzie, S. B., Moorman, R. H., & Fetter, R. (1990). Transformational leader behaviors and their effects on followers’ trust in leader, satisfaction, and organizational citizenship behaviors. Leadership Quarterly, 1(2), 107–142.
  91. Pratt, M. G. (1998). To be or not to be? Central questions in organizational identification. D. A. Whetten & P. C. Godfrey (Eds), Identity in organizations: Building theory through conversations (171–207). Sage, Thousand Oaks, CA.
  92. Riketta, M. (2005). Organizational identification: A meta-analysis. Journal of Vocational Behavior, 66(2), 358-384.
  93. Riketta, M., & Van Dick, R. (2005). Foci of attachment in organizations: A meta-analytic comparison of the strength and correlates of workgroup versus organizational identification and commitment. Journal of Vocational Behavior, 67, 490–510.
  94. Robinson, S. L., & Morrison, E. (1995). Psychological contracts and OCB: The effect of unfulfilled obligations on civic virtue behavior. Journal of Organizational Behavior, 1(4), 289-298.
  95. Robinson, S. L., & Morrison, E. W. (2000). The development of psychological contract breach and violation: A longitudinal study. Journal of Organizational Behavior, 21, 525–546.
  96. Robinson, S. L., & Rousseau, D. M. (1994). Violating the psychological contract: Not the exception but the norm. Journal of Organizational Behavior, 15, 245-259.
  97. Rönnblad, T., Grönholm, E., Jonsson, J., Koranyi, I., Orellana, C., & Kreshpaj, B. (2019). Precarious employment and mental health: A systematic review and meta-analysis of longitudinal studies. Scand J Work Environ Health, 45(5), 429–443. https://doi.org/10.5271/sjweh.3797
  98. Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 2, 121-139.
  99. Rucker, D. D., Preacher, K. J., Tormala, Z. L., & Petty, R. E. (2011). Mediation analysis in social psychology: Current practices and new recommendations. Social and Personality Psychology Compass, 5(6), 359–371. https://doi.org/10.1111/j.1751-9004.2011.00355.x
  100. Sapeha, H. (2016). Migrants’ intention to move or stay in their initial destination. International Migration, 55(3), 5–19.
  101. Schalk, R., Freese, C., & Van den Bosch, J. (1995). 'Het psychologisch contract van part-timers en fulltimers', Gedrag en Organisatie, 8, 307-317.
  102. Schein, E. (1980). Organizational psychology (3rd. ed.). Englewood Cliffs: Prentice-Hall.
  103. Scherer, R. F., Wiebe, F. A., Luther, D. C., & Adams, J. S., (1988). Dimensionality of coping: Factor stability using the ways of copying questionnaire. Psychological Reports, 62, 763-770.
  104. Shore, L. M., & Wayne, S. J. (1993). Commitment and employee behavior: Comparison of affective commitment and continuance commitment with perceived organizational support. Journal of Applied Psychology, 78, 774–780.
  105. Shoss, M. K. (2017). Job insecurity: An integrative review and agenda for future research. Journal of Management, 43(6), 1911–1939.
  106. Shoss, M. K., & Probst, T. M. (2012). Multilevel outcomes of economic stress: An agenda for future research. P. Perrewe, C. Rosen & J. Halbesleben (Eds.), Research in occupational stress and well-being: The role of economic context on occupational stress and well-being: 10 (43-86). Bingley, UK: Emerald.
  107. Shrestha, N. (2021). Factor analysis as a tool for survey analysis. American Journal of Applied Mathematics and Statistics, 9(1), 4–11. https://doi.org/10.12691/ajams-9-1-2
  108. Simon, R., Blume, J. D., & Berry, D. A., (2010). Evaluating the adequacy of mathematical models in personalized medicine: Comparing predictions and outcomes. New York: Springer.
  109. Sobel, M. E. (1982). Asymptotic confidence intervals for indirect effects in structural equation models. Sociological Methodology, 13, 290–212.
  110. Standing, G. (2016). The precariat: The new dangerous class. London: Bloomsbury Publishing.
  111. Tajfel, H., & Turner, J. (1986). The social identity theory of intergroup behavior. S. Worchel & W. Austin (Eds.), Psychology of intergroup relations (7–24). Chicago, IL: Nelson- Hall.
  112. Tajfel, H., & Turner, J.C. (1979). An integrative theory of intergroup conflict. W. G. Austin & S. Worchel (Eds), The social psychology of intergroup relations (33-47). Brooks-Cole, Monterey, CA.
  113. Tharenou, P., & Caulfield, N. (2010). Will I stay or will I go? Explaining repatriation by self- initiated expatriates. Academy of Management Journal, 53, 1009–1028.
  114. Thibaut, J., & Kelley, H. H. (1959). The social psychology of groups. New York: Wiley.
  115. Van Dick, R. (2001). Identification in organizational contexts: linking theory and research from social and organizational psychology. International Journal of Management Reviews, 3(4), 265–283.
  116. Van Dick, R., Christ, O., Stellmacher, J., Wagner, U., Ahlswede, O., Grubba, C., Hauptmeier, M., Höhfeld, C., Moltzen, K., & Tissington, P. A. (2004). Should I stay or should I go? Explaining turnover intentions with organizational identification and job satisfaction. British Journal of Management, 15(4), 351–360. https://doi.org/10.1111/j.1467-8551.2004.00424.x
  117. Van Dick, R., van Knippenberg, D., Kerschreiter, R., Hertel, G., & Wieseke, J. (2008). Interactive effects of work group and organizational identification on job satisfaction and extra-role behavior. Journal of Vocational Behavior, 72(3), 388-399.
  118. van Knippenberg, D. (2000). Work motivation and performance: A social identity perspective. Applied Psychology: An International Review, 49, 357–371.
  119. van Knippenberg, D., & van Schie, E. C. M. (2000). Foci and correlates of organizational identification. Journal of Occupational and Organizational Psychology, 73, 137–147.
  120. Van Meter, K. (1990). Methodological and design issues: Techniques for assessing the representatives of snowball samples. NIDA Research Monograph, 31-43.
  121. Van Prooijen, J.-W., Van den Bos, K., & Wilke, H. A. M. (2004). Group belongingness and procedural justice: Social inclusion and exclusion by peers affects the psychology of voice. Journal of Personality and Social Psychology, 87(1), 66-79.
  122. Vander Elst, T., Van den Broeck, A., De Witte, H., & De Cuyper, N. (2012). Explaining the relationship between job insecurity and work-related well-being by basic psychological need frustration. Work & Stress, 26(3), 252-271.
  123. Vinokur, A. D., & Schul, Y. (2002). The web of coping resources and pathways to reemployment following a job loss. Journal of Occupational Health Psychology, 7, 68-83.
  124. Waite, L. (2009). A place and space for a critical geography of precarity?. Geography Compass, 3(1), 412–433.
  125. Wang, H. J., Lu, C. Q., & Lu, L. (2014). Do people with traditional values suffer more from job insecurity? The moderating effects of traditionality. European Journal of Work and Organizational Psychology, 23, 107–117. http://dx.doi.org/10.1080/1359432X.2012.712751
  126. Wang, H. J., Lu, C. Q., & Siu, O. L. (2015). Job insecurity and job performance: The moderating role of organizational justice and the mediating role of work engagement. Journal of Applied Psychology, 100(4), 1249–1258. https://doi.org/10.1037/a0038330
  127. Wentzel, A., Herrera Medina, N.E, Vásquez Rodríguez, K.M., & Pretorius, M. (2021). Survival migrants’ intention to stay: The case of Venezuelans in Colombia. International Migration, 60, 107–120. https://doi.org/10.1111/imig.12890
  128. Wiesenfeld, B. M., & Brockner, J. (1993). Procedural unfairness and the psychology of the contingent worker. Academy of Management Meetings, Atlanta, GA.
  129. Wiesenfeld, B. M., Raghuram, S., & Garud, R., (2001). Organizational identification among virtual workers: The role of need for affiliation and perceived work-based social support. Journal of Management, 27, 213–229.
  130. Wong, Y.-T., Wong, C.-S., Ngo, H.-Y., & Lui, H.-K., (2005). Different responses to job insecurity of Chinese workers in joint ventures and state-owned enterprises. Human Relations, 58, 1391–1481.
  131. Yu, S., Wu, N., Liu, S. & Gong, X. (2021). Job insecurity and employees’ extra-role behavior: Moderated mediation model of negative emotion and workplace friendship. Front. Psychol., 12, 631062. DOI: 10.3389/fpsyg.2021.631062
  132. Zhang, Y., & Chen, C. (2013). Developmental leadership and organizational citizenship behavior: mediating effects of self-determination, supervisor identification, and organizational identification. The Leadership Quarterly, 24(4), 534-543.
  133. Parks, J. M., & Kidder, D. L. (1994). Till death do us part. Changing work relationships in the 1990’s. C. L. Cooper & D. M. Rousseau (Eds.), Trends in organizational behavior 1 (111-136). New York: Wiley & Sons.