Supervisor and customer incivility as moderators of the relationship between job insecurity and work engagement: Evidence from a new context
Abstract
Earlier studies on job insecurity tested job resources that may buffer the usual negative impact of job insecurity on job outcomes. The current study extends prior results by establishing that, given certain conditions, such as during an economic crisis that often gives rise to a dearth of employment opportunities and a precariousness of employment, perceived job insecurity could positively predict work engagement. Specifically, this study examined the relationship between perceived job insecurity and work engagement, and supervisor and customer incivility as moderators of this relationship. Cross-sectional data were collected from 1,200 volunteer mini-bus drivers from nine mass transit services companies in the Southeastern region of Nigeria. Results of a structural equation model (SEM) showed that job insecurity was positively related to work engagement. In turn, this positive relationship was weakened by supervisor incivility (but not by customer incivility). The results suggest that when supervisors are not supervised they could jeopardize employee effort.
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Biographies
Fabian O Ugwu teaches at the Department of Psychology at Alex Ekwueme Federal University, Ndufu-Alike, Ebonyi State, Nigeria. His work focuses specifically on positive organizational phenomena, career development, and well-being at work. His articles have been published in high impact factor journals including The Lancet, Personnel Review, Occupational Medicine-Oxford, and Journal of Career Assessment.
Ike E Onyishi is a professor at the Department of Psychology, University of Nigeria, Nsukka. His current research interests include citizenship behavior, work engagement and well-being at work. His articles have appeared in reputable journals including Proceedings of the National Academy of Sciences, Journal of Career Assessment, Personnel Review, and Journal of Cross-cultural Psychology.
Lawrence E Ugwu holds a doctorate degree in Industrial/Organizational Psychology. He lectures in the Department of Psychology at Renaissance University, Ugbawka, Enugu, Nigeria. His research interests are in retirement, work ethics and well-being. His articles have been published in refereed journals including Personnel Review, Journal of Psychology in Africa, Ethics & Behavior, among others.
Jens Mazei currently works in the Department of Psychology at TU Dortmund University in Germany. In his research, Jens focuses on the topics of gender differences in negotiation, motivation in teams, as well as the replicability of research findings. His work has been published in prestigious outlets such as Academy of Management Review, Psychological Bulletin, and Sex Roles.
Joy Ugwu works in the Department of Business Administration at Alex Ekwueme Federal University Ndufu-Alike Ebonyi State, Nigeria. Her research interests focus on human resource management, industrial relations, entrepreneurship, and organizational behavior. Her articles have been published in reputable outlets including Solid State and Technology and Linguistica Antiverpiensia.
Josephine M Uwouku has a PhD degree in Industrial/Organizational Psychology, She teaches in the Department of Educational Psychology at the College of Education Katsina-Ala, Benue State, Nigeria. Her research interests include occupational stress, human resources management, and employee well-being. She has published in Journal of Interdisciplinary Research and Journal of Sociology and Anthropology in Practice.
Kwasedoo M Ngbea holds a doctorate degree in Industrial/Organizational Psychology and works in the Department of Psychology, Benue State University, Nigeria. Her research centers on job satisfaction, leadership and management, and organizational behaviors. She has published in many journals including Humanity Jos Journal of General Studies and Journal of Sociology and Anthropology in Practice.
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