Meta-analytic techniques were used to estimate how job insecurity relates to its postulated outcomes. Consistent with the conceptual framework, the results indicate that job insecurity has detrimental consequences for employees' job attitudes, organizational attitudes, health, and, to some extent, their behavioral relationship with the organization. Moderator analyses suggest that these relationships may be underestimated in studies relying on single-item measures of job insecurity and that the behavioral consequences of insecurity are more detrimental among manual, as compared with nonmanual, workers. Recommendations made for future research include utilization of multidimensional measures, consideration of a broader spectrum of outcomes and moderators, and use of longitudinal designs.

No security: a meta-analysis and review of job insecurity and its consequences.

We quantitatively integrated 169 samples (N= 35,265 employees) that have been used to investigate the relationships of the following 7 work-related stressors with job performance: role ambiguity, role conflict, role overload, job insecurity, work–family conflict, environmental uncertainty, and situational constraints. Overall, we obtained a negative mean correlation between each job performance measure and each stressor included in our analyses. As hypothesized, role ambiguity and situational constraints were most strongly negatively related to performance, relative to the other work-related stressors. Analysis of moderators revealed that (a) the negative correlation of role overload and performance was higher among managers relative to nonmanagers; (b) publication year moderated the relation of role ambiguity and role overload with performance, although in opposite directions; (c) the correlations obtained for published versus unpublished studies were not significantly different; and (d) using the Rizzo et al. scale of role ambiguity and role conflict decreased the magnitude of the correlations of these stressors with performance, relative to other scales. Theoretical contributions, future research directions, and practical implications are discussed.

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A meta-analysis of work demand stressors and job performance: examining main and moderating effects

The present meta-analysis examined the tenure, age, and gender differences in the relationship between job insecurity and its job-related and health-related consequences. A total of 133 studies, providing 172 independent samples, were included in the analysis. Our results basically replicated Sverke et al.'s (2002) meta-analytic findings with an updated methodological approach and a larger database. The main differences between our findings and Sverke et al.'s are that the negative association between job insecurity and job performance was significant and that the relationship between insecurity and job involvement was smaller in our study. The moderator analysis also indicated that: (1) the positive association between job insecurity and turnover intention was stronger among employees with shorter tenure than those with longer tenure, and was stronger among younger than older employees; (2) the negative effect of insecurity on its health outcomes was more severe among employees with longer tenure than those with shorter tenure, and was more severe among older than younger employees; (3) the relationship between insecurity and the criterion variables was similar across gender. Results are discussed with reference to Hulin's (1991) theory of job adaptation and Greenhalgh and Rosenblatt's (1984) job dependence perspective.

Who suffers more from job insecurity? A Meta-Analytic review

Purpose – This research aims at investigating the role of certain factors in organizational culture in the success of knowledge sharing Such factors as interpersonal trust, communication between staff, information systems, rewards and organization structure play an important role in defining the relationships between staff and in turn, providing possibilities to break obstacles to knowledge sharing This research is intended to contribute in helping businesses understand the essential role of organizational culture in nourishing knowledge and spreading it in order to become leaders in utilizing their know-how and enjoying prosperity thereafter Design/methodology/approach – The conclusions of this study are based on interpreting the results of a survey and a number of interviews with staff from various organizations in Bahrain from the public and private sectors Findings – The research findings indicate that trust, communication, information systems, rewards and organization structure are positively related to knowledge sharing in organizations Research limitations/implications – The authors believe that further research is required to address governmental sector institutions, where organizational politics dominate a role in hoarding knowledge, through such methods as case studies and observation Originality/value – Previous research indicated that the Bahraini society is influenced by traditions of household, tribe, and especially religion of the Arab and Islamic world These factors define people’s beliefs and behaviours, and thus exercise strong influence in the performance of business organizations This study is motivated by the desire to explore the role of the national organizational culture on knowledge sharing, which may be different from previous studies conducted abroad

Organizational culture and knowledge sharing: critical success factors

Although research into the determinants of service provider switching has grown in recent years, the focus has been predominantly on transactional, not relational, variables. In this research, the authors address the role of consumer commitment on consumers’ intentions to switch. Drawing from the organizational behavior literature, they build on previous service switching research by developing a switching model that includes a three-component conceptualization of customer commitment. Structural equation modeling is used to test the model based on data from a survey of 356 auto repair service customers. The authors’ results support the notion that customer commitment affects intentions to switch service providers and that the psychological states underlying that commitment may differ. As such, future marketing research should consider these different forms of commitment in understanding customer retention. The implications of this model for theory and practice are discussed.

A Three-Component Model of Customer to Service Providers

This article investigates the potential mediating role of organizational commitment in the relationships of leadership behavior with the work outcomes of job satisfaction and job performance in a non‐western country where multiculturalism is a dominant feature of the workforce. It also explores the moderating effects of national culture on the relationships of leadership behavior with organizational commitment, job satisfaction and job performance in such a setting. Results suggest (in support of many western studies) that those who perceive their superiors as adopting consultative or participative leadership behavior are more committed to their organizations, more satisfied with their jobs, and their performance is high. The results also indicate that national culture moderates the relationship of leadership behavior with job satisfaction.

Organizational commitment: a mediator of the relationships of leadership behavior with job satisfaction and performance in a non‐western country

This study investigates the moderating impacts of the Islamic work ethic on the relationships between organizational commitment and job satisfaction. It uses a sample of 425 Muslim employees in several organizations in the United Arab Emirates (UAE). The empirical results indicate that the Islamic work ethic directly affects both organizational commitment and job satisfaction, and that it moderates the relationship between these two constructs. Results further reveal that national culture does not moderate the relationship between the Islamic work ethic and both organizational commitment and job satisfaction. Results also point out that support of the Islamic work ethic differs across age, education level, work experience, national culture, organization type (manufacturing or service), and ownership (private or public). Furthermore, empirical results suggest that there is a positive and significant relationship between job satisfaction and organizational commitment. Implications, limitations and lines of future research are discussed.

Islamic work ethic – A moderator between organizational commitment and job satisfaction in a cross‐cultural context

The study explores the role of satisfaction with job security in predicting organizational commitment and job performance in a multicultural non‐Western environment. It also examines factors contributing to the variations in satisfaction with job security among employees. Results indicate that satisfaction with job security is positively correlated with both organizational commitment and job performance. Furthermore, employees’ age, educational level, job level, monthly income, marital status, tenure in present job, tenure in present organization and an organization’s activity contribute significantly to the variations in satisfaction with job security among employees. Finally, the relationship between satisfaction with job security, and both organizational commitment and job performance vary across national cultures.

Satisfaction with job security as a predictor of organizational commitment and job performance in a multicultural environment

This paper investigates the potential mediating role of job satisfaction between role stressors, namely role conflict and role ambiguity as sources of stress, on the one hand, and various facets of organizational commitment, namely affective, continuance and normative, on the other. A sample of 361 employees in a number of organizations in the United Arab Emirates was used. Path analysis revealed that role ambiguity directly and negatively influences both affective and normative commitments. Results also revealed that job satisfaction directly and positively influences affective and normative commitments and negatively influences continuance commitment‐low perceived alternatives. Results further suggest that both role conflict and role ambiguity directly and negatively influence job satisfaction. It was also found that job satisfaction mediates the influences of role conflict and role ambiguity on various facets of organizational commitment, except continuance commitment‐high personal sacrifice. Implications, future lines of research and limitations are discussed.

Job satisfaction as a mediator of the relationship between role stressors and organizational commitment: A study from an Arabic cultural perspective

This study investigates the role of various dimensions of organizational commitment and job satisfaction in predicting various attitudes toward organizational change in a non‐western work setting. The study uses a sample of 474 employees in 30 organizations in the United Arab Emirates. Path analysis results reveal that employees’ affective and behavioral tendency attitudes toward organizational change increase with the increase in affective commitment, and that continuance commitment (low perceived alternatives) directly and negatively influences cognitive attitudes toward change. Results further show that affective commitment mediates the influences of satisfaction with working conditions, pay, supervision and security on both affective and behavioral tendency attitudes toward change. Continuance commitment (low perceived alternatives) mediates the influences of satisfaction with pay on cognitive attitudes toward change. Satisfaction with various facets of the job directly and positively influences different dimensions of organizational commitment. Implications, limitations and lines of future research are discussed.

Darwish A. Yousef

Papers

Organizational commitment: a mediator of the relationships of leadership behavior with job satisfaction and performance in a non‐western country

Islamic work ethic – A moderator between organizational commitment and job satisfaction in a cross‐cultural context

Satisfaction with job security as a predictor of organizational commitment and job performance in a multicultural environment

Job satisfaction as a mediator of the relationship between role stressors and organizational commitment: A study from an Arabic cultural perspective

Organizational commitment and job satisfaction as predictors of attitudes toward organizational change in a non‐western setting