Job Insecurity on Organizational Citizen Behavior: The Mediator Role of Organizational Identification of Bank Employees in Central Region
Keywords:
job insecurity, organizational identity, organizational citizenship behaviorAbstract
This research aims to analyze: 1) the influence of job insecurity and organizational identity toward organizational citizenship behavior; and 2) the mediation role of organizational identity in the relationship between job insecurity and organizational citizenship behavior. The current study is a quantitative method. Data are collected from 365 bank employees in central region by using questionnaires. Structural equation modeling is employed to analyze the data. The results indicated that the majority of the respondents are female, age ranges between 21-30 years old, single status, undergraduate and 4-6 years’ experience. The Structural Equation Modeling (SEM) results indicated a good fit between the model and the empirical data. The goodness-of-fit indices were as follows: = 618.87, df = 262,
/df = 2.36, GFI = 0.879, RMR = 0.055, CFI = 0.931, IFI = 0932, TLI = 0.922, RMSEA = 0.061. Hypothesis testing revealed that: 1) Job insecurity has no significant negative influence on the altruism dimension of organizational citizenship behavior (OCB), but it does have a negative influence on the civic virtue dimension; 2) Job insecurity has a significant negative influence on organizational identification; 3) Organizational identification has a significant positive influence on of OCB, specifically in the dimensions of altruism and civic virtue; and 4) Mediation analysis showed that organizational identification mediates the relationship between job insecurity and OCB. The executive and HR manager can utilize these research findings to foster employee engagement and strengthen organizational identification, thereby enhancing employee retention.
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