Students: Dissertation: Khatera Sahibzada

ABSTRACT

Globalization, new technologies, downsizing, and a shift from manufacturing to service-based economies have led to an increase in job insecurity, resulting in deleterious effects on employee work attitudes and behaviors. However, the literature has failed to examine the impact of job insecurity on work-family outcomes. Therefore, the purpose of the present study was to examine the relationship between job insecurity and work-family conflict. The specific research questions addressed were: (a) does job strain mediate the relationship between job insecurity and work-family conflict? and (b) is the relationship between job insecurity and work-family conflict moderated by individual, situational and organizational characteristics?

A total of 264 employees participated in this study through the use of anonymous paper-and-pencil and web-based surveys which asked about their work and family situations, job insecurity, strain, and organizational, situational and individual characteristics. Multiple regression analyses were used to test the 17 specific hypotheses. As expected, job insecurity predicted work-to-family conflict and job strain partially mediated the relationship between job insecurity and work-to-family conflict. The results also demonstrated that role ambiguity moderated the relationship between job insecurity and work-to-family conflict. The relationship between job insecurity and work-to-family conflict was stronger for employees with low levels of role ambiguity compared to employees with high levels of role ambiguity.

Organizations can be proactive in mitigating the effects of employees' job insecurity on work-family outcomes. Specific strategies such as communicating clear and accurate role descriptions, adopting organizational work-family supports, and paying attention to contextual influences could help decrease the negative effects of job insecurity and work-family conflict in employees.