The Study On The Relationship Between Job Insecurity And Employee’s Performance

In order to deal with the competitive environment which marked of the globalization andimproving technology, increasing enterprises take the measures of layoff, restructure andstreamline. Therefore, the employment relationship has undergone a fundamental change,which brings related social and psychological issues including job insecurity.Job insecurity, which will significantly impact on both enterprises and employees,isdefined as powerlessness of how to maintain the whole work in the future and importantfeature of the work. Few researches pay attention to the condition and mechanism of jobinsecurity working on the employees’ performance.So this study focuses on the theme of therelationship between job insecurity and employees’ performance. Based on the literaturereview, this study adds employability, job satisfaction and management style to serve asmoderating variables, to explore the moderating roles and their strength of the three variableson the relationship between job insecurity and employees’ performance. Accordingly，webuild the model and research assumptions. Then, we collect large amounts of data throughquestionnaires and deal with data with spss16.0. Finally, the conclusions of this study andresearch prospects will be proposed.Through empirical research, we reached the following conclusions:Firstly, job insecurity is negatively related to employees’ performance. Job loss, jobexecution, payment insecurity and interpersonal insecurity are negatively correlated withperformance, while excessive competition insecurity and employees’ performance is notcorrelated.Secondly, employability plays moderating role on the relationship between job loss andinterpersonal insecurity and employees’ performance. To employees with high employability,job loss and interpersonal insecurity have weaker impact on performance; while to employeeswith lower employability, job loss and interpersonal insecurity have stronger effect onperformance.Thirdly, job satisfaction plays moderating role on the relationship between job execution,payment insecurity and interpersonal insecurity and employees’ performance. To employeeswith higher job satisfaction, job execution, payment insecurity and interpersonal insecurityhave weaker impact on performance; and to employees with low job satisfaction, job execution, payment insecurity and interpersonal insecurity strongly affect performance.Lastly, management style is divided into two variables: supporting management andcontrolling management. Supporting management plays the similar role of job satisfaction.Controlling management plays moderating role on the relationship between job execution andinterpersonal insecurity and performance. Specifically, to employees who perceived strongcontrolling management, job execution and interpersonal insecurity have stronger impact onperformance; to employees who perceived weak controlling management, the impact of jobexecution and interpersonal insecurity on performance is weaker.