Desperate Times, Desperate Measures: Exploring the Dark Side of Job Embeddedness During COVID-19 Pandemic

IF 1.4 Q3 MANAGEMENT South Asian Journal of Human Resource Management Pub Date : 2022-11-01 DOI:10.1177/23220937221125557

B. Chhabra

引用次数: 0

Abstract

Drawing upon the conservation of resource (COR) theory, the purpose of the article is to explore how the two dimensions of job insecurity, that is, quantitative, and qualitative insecurity relate to unethical pro-organisational behaviour (UPB). The study further aims to investigate if job embeddedness moderates the relationship between two forms of insecurity and UPB. The hypotheses were tested with three wave survey data collected from 354 employees during the period of strict lockdown in India when all the employees were working from home. The main and interaction effects were analysed with regression analysis on PROCESS v 3.0 macro. Quantitative job insecurity was seen to influence UPB positively, whereas no significant relation was found between qualitative insecurity and UPB. The two dimensions of job insecurity and UPB were moderated by job embeddedness such that the association was greater for employees who were more embedded. The results point towards the ‘dark side’ of embeddedness which may have deleterious effects for the organisation in the form of UPB.

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绝望的时代，绝望的措施：探索新冠肺炎大流行期间工作嵌入的黑暗面

根据资源保护理论，本文的目的是探讨工作不安全感的两个维度，即数量和质量上的不安全感与不道德的亲组织行为（UPB）之间的关系。该研究进一步旨在调查工作嵌入性是否调节两种形式的不安全感和UPB之间的关系。这些假设是用印度严格封锁期间从354名员工那里收集的三波调查数据进行检验的，当时所有员工都在家工作。在PROCESS v3.0宏上，通过回归分析分析了主要效应和相互作用效应。定量的工作不安全感对UPB有正向影响，而定性的不安全感与UPB之间没有显著关系。工作不安全感和UPB这两个维度受到工作嵌入性的调节，因此嵌入程度越高的员工的关联性越大。研究结果指向嵌入性的“黑暗面”，这可能会以UPB的形式对组织产生有害影响。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

South Asian Journal of Human Resource Management MANAGEMENT-

CiteScore

2.30

自引率

23.50%

发文量

期刊介绍： South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.