Job preservation efforts: when does job insecurity prompt performance?
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Job preservation efforts: when does job insecurity prompt performance?

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Job preservation efforts: when does job insecurity prompt performance?

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dc.contributor.author Jessie, K
dc.contributor.author Low, T.H.J
dc.contributor.author Annelies, Van Vianen
dc.date.accessioned 2020-04-22T13:46:19Z
dc.date.available 2020-04-22T13:46:19Z
dc.date.issued 2019 es_ES
dc.identifier.uri https://hdl.handle.net/10550/74007
dc.description.abstract While job insecurity generally impedes performance, there may be circumstances under which it can prompt performance. The purpose of this paper is to examine a specific situation (reorganization) in which job insecurity may prompt task and contextual performance. The authors propose that performance can represent a job preservation strategy, to which employees may only resort when supervisor-issued ratings of performance are instrumental toward securing one’s job. The authors hypothesize that because of this instrumentality, job insecurity will motivate employees’ performance only when they have low intrinsic motivation, and only when they perceive high distributive justice. es_ES
dc.language.iso en es_ES
dc.source Koen, J., Low, J. T., & Van Vianen, A. (2019). Job preservation efforts: When does job insecurity prompt performance? Career Development International, 25(3), 287-305. es_ES
dc.subject Job Perservation Efforts es_ES
dc.subject Organiational Justice es_ES
dc.subject Work Motivation es_ES
dc.subject Organizational Citizenship Behaviour es_ES
dc.title Job preservation efforts: when does job insecurity prompt performance? es_ES
dc.type info:eu-repo/semantics/article es_ES
dc.subject.unesco UNESCO::PSICOLOGÍA es_ES
dc.identifier.doi https://doi.org/10.1108/cdi-04-2018-0099 es_ES

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