Examining job involvement and perceived organizational support toward organizational commitment: job insecurity as mediator
This study delves into the intricate relationships among job involvement (JI), perceived organizational support (POS), job insecurity (JIS), and organizational commitment (OC), with a particular focus on the mediating role of JIS within the context of the Malaysian private sector. The research delve...
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| Format: | Article |
| Language: | English |
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Frontiers Media S.A.
2024-01-01
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| Series: | Frontiers in Psychology |
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| Online Access: | https://www.frontiersin.org/articles/10.3389/fpsyg.2024.1290122/full |
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| author | Chin Ling Hngoi Nurul-Azza Abdullah Wan Shahrazad Wan Sulaiman Norshaffika Izzaty Zaiedy Nor |
| author_facet | Chin Ling Hngoi Nurul-Azza Abdullah Wan Shahrazad Wan Sulaiman Norshaffika Izzaty Zaiedy Nor |
| author_sort | Chin Ling Hngoi |
| collection | DOAJ |
| description | This study delves into the intricate relationships among job involvement (JI), perceived organizational support (POS), job insecurity (JIS), and organizational commitment (OC), with a particular focus on the mediating role of JIS within the context of the Malaysian private sector. The research delves into the antecedents of job insecurity and organizational commitment, offering insights to enhance commitment. Our study involved 440 employees in the Malaysian private sector, utilizing self-report questionnaires administered online. Notably, our findings underscore the significance of employment flexibility, job positions, and tenure in shaping JIS. Furthermore, we identify significant relationships among the variables: POS negatively predicts JIS, while JI, JIS, and POS collectively predict OC, with JIS partially mediating the POS-OC relationship. These empirically-grounded insights offer actionable guidance for organizations, empowering human resources practitioners to craft effective talent retention strategies and allocate resources strategically. In doing so, organizations can enhance employee productivity and bolster organizational commitment, ultimately contributing to sustained success in a dynamic work environment. These findings hold valuable implications for human resources practitioners, guiding the development of talent retention strategies and resource allocation to enhance employee productivity. |
| format | Article |
| id | doaj-art-050eea57aaeb4ec8a5a53b74e8a2fded |
| institution | Kabale University |
| issn | 1664-1078 |
| language | English |
| publishDate | 2024-01-01 |
| publisher | Frontiers Media S.A. |
| record_format | Article |
| series | Frontiers in Psychology |
| spelling | doaj-art-050eea57aaeb4ec8a5a53b74e8a2fded2025-08-20T03:54:06ZengFrontiers Media S.A.Frontiers in Psychology1664-10782024-01-011510.3389/fpsyg.2024.12901221290122Examining job involvement and perceived organizational support toward organizational commitment: job insecurity as mediatorChin Ling HngoiNurul-Azza AbdullahWan Shahrazad Wan SulaimanNorshaffika Izzaty Zaiedy NorThis study delves into the intricate relationships among job involvement (JI), perceived organizational support (POS), job insecurity (JIS), and organizational commitment (OC), with a particular focus on the mediating role of JIS within the context of the Malaysian private sector. The research delves into the antecedents of job insecurity and organizational commitment, offering insights to enhance commitment. Our study involved 440 employees in the Malaysian private sector, utilizing self-report questionnaires administered online. Notably, our findings underscore the significance of employment flexibility, job positions, and tenure in shaping JIS. Furthermore, we identify significant relationships among the variables: POS negatively predicts JIS, while JI, JIS, and POS collectively predict OC, with JIS partially mediating the POS-OC relationship. These empirically-grounded insights offer actionable guidance for organizations, empowering human resources practitioners to craft effective talent retention strategies and allocate resources strategically. In doing so, organizations can enhance employee productivity and bolster organizational commitment, ultimately contributing to sustained success in a dynamic work environment. These findings hold valuable implications for human resources practitioners, guiding the development of talent retention strategies and resource allocation to enhance employee productivity.https://www.frontiersin.org/articles/10.3389/fpsyg.2024.1290122/fulljob involvementperceived organizational supportjob insecurityorganizational commitmentemployment flexibilitypositions (in)security |
| spellingShingle | Chin Ling Hngoi Nurul-Azza Abdullah Wan Shahrazad Wan Sulaiman Norshaffika Izzaty Zaiedy Nor Examining job involvement and perceived organizational support toward organizational commitment: job insecurity as mediator Frontiers in Psychology job involvement perceived organizational support job insecurity organizational commitment employment flexibility positions (in)security |
| title | Examining job involvement and perceived organizational support toward organizational commitment: job insecurity as mediator |
| title_full | Examining job involvement and perceived organizational support toward organizational commitment: job insecurity as mediator |
| title_fullStr | Examining job involvement and perceived organizational support toward organizational commitment: job insecurity as mediator |
| title_full_unstemmed | Examining job involvement and perceived organizational support toward organizational commitment: job insecurity as mediator |
| title_short | Examining job involvement and perceived organizational support toward organizational commitment: job insecurity as mediator |
| title_sort | examining job involvement and perceived organizational support toward organizational commitment job insecurity as mediator |
| topic | job involvement perceived organizational support job insecurity organizational commitment employment flexibility positions (in)security |
| url | https://www.frontiersin.org/articles/10.3389/fpsyg.2024.1290122/full |
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