Quantitative and Qualitative Job Insecurity and Idea Generation: The Mediating Role of Psychological Contract Breach

	M	SD	1		2		3		4		5		6		7		8		9		10		11		12		13		14		15
1. Women	0.38	na	x
2. Age under 35	0.14	na	0.07	**	x
3. Age between 45–54	0.34	na	–0.01		–0.29	**	x
4. Age over 55	0.20	na	–0.14	**	–0.20	**	–0.36	**	x
5. No high school degree	0.20	na	–0.14	**	–0.14	**	0.05		0.23	**	x
6. Degree of higher ed.	0.17	na	0.06	*	0.04		0.04		–0.08	**	–0.23	**	x
7. Org. Tenure < 5 years	0.18	na	0.06	*	0.51	**	–0.20	**	–0.20	**	–0.14	**	0.17	**	x
8. Org. Tenure > 10 years	0.55	na	–0.13	**	–0.44	**	0.34	**	0.39	**	0.19	**	–0.10	**	–0.51	**	x
9. Job tenure < 1 year	0.13	na	0.04		0.13	**	–0.04		–0.10	**	0.03		–0.04		0.16	**	–0.14	**	x
10. Job tenure > 5 years	0.38	na	–0.09	**	–0.20	**	0.09	**	0.21	**	0.01		–0.02		–0.25	**	0.28	**	–0.30	**	x
11. Part-time empl.	0.14	na	0.07	*	–0.02		–0.02		0.12	**	0.00		0.02		–0.05		0.05		–0.02		0.09	**	x
12. French	0.40	na	–0.02		–0.02		0.00		–0.05	*	0.04		0.04		–0.01		–0.06	*	0.03		–0.03		–0.02		x
13. Qualitative JI	4.49	1.27	0.00		–0.08	**	0.04		–0.07	**	–0.04		–0.04		–0.07	*	0.02		–0.07	*	0.05	*	0.01		0.10	**	x
14. Quantitative JI	3.34	1.42	0.00		–0.06	*	0.03		–0.02		–0.07	**	0.02		–0.02		0.01		0.00		0.06	*	0.04		–0.11	**	0.57	**	x
15. PC breach	3.19	1.26	–0.02		–0.02		0.06	*	–0.02		–0.05		0.03		0.03		0.00		–0.01		0.06	*	0.07	*	–0.02		0.36	**	0.43	**	x
16. Idea Generation	5.43	1.15	–0.01		–0.07	**	–0.01		–0.08	*	0.02		–0.05		0.05		–0.08	**	0.05		–0.09	**	–0.03		0.05	*	–0.14	**	–0.15	**	–0.24	**

[i] Note: na = not applicable, ed. = education, empl. = employment, JI = job insecurity, PC = psychological contract. Dummies: the reference groups were male, Dutch speaking, fulltime workers, with an age between 35 and 44 years, who obtained only a high school degree and have a tenure of 5 to 10 years in the company and 1 to 5 years in their job. **p < 0.01, *p < 0.05.

Table 2

Fit indices of competing nested factor models, standardized maximum likelihood estimates.

Model	χ²	df	RMSEA	SRMR	CFI	TLI	Model comparison	Δ χ²
Model 1	5228,313	76	0,218	016	0,514	0,418
Model 2	802,426	73	0,084	0,052	0,931	0,914	\|Model 2–Model 1\|	4425,887*
Model 3	700,983	70	0,080	0,049	0,940	0,923	\|Model 3–Model 2\|	101,443*

[i] Note: *p < .001; Model 1 = 1-factor model; Model 2 = 3-factor model (quantitative and qualitative job insecurity load on same factor); Model 3 = 4-factor model.

Table 3

Hierarchical regression analysis.

Control variables	Idea Generation
Control variables	Step 2		Step 3
Women	–0.028		–0.034
Age: Under 35	0.034		0.037
Age: 45–54	–0.012		0.003
Age: Over 55	–0.060		–0.055
Education: no high school degree	0.015		0.009
Education: degree of higher Education	–0.060	*	–0.057
Organizational tenure < 5 year	–0.004		0.004
Organizational tenure > 10 year	–0.014		–0.019
Job tenure < 1 year	0.017		0.017
Job tenure > 5 year	–0.063		–0.054
Full-time employment	0.003		0.017
French	0.059	*	0.061	*
Step 2
Qualitative job insecurity	–0.090	*	–0.056
Quantitative job insecurity	–0.079	*	–0.015
Step 3
PC breach			–.198	**
R² change	0.01	**	0.01	**

[i] Notes: Standardized regression coefficients. Reference categories are: male, Dutch speaking, full-time workers, with an age between 35 and 44 years, who obtained only a high school degree and have a tenure of 5 to 10 years in the company and 1 to 5 years in their job. *p < 0.05, **p < 0.01.

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DOI: https://doi.org/10.16993/sjwop.36 | Journal eISSN: 2002-2867

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Language: English

Page range: 3 - 3

Submitted on: May 4, 2017

Accepted on: Feb 22, 2018

Published on: Mar 26, 2018

Published by: Stockholm University Press

In partnership with: Paradigm Publishing Services

Keywords:

job insecurity,

psychological contract theory,

idea generation,

innovative work behaviour,

supervisors

© 2018 Wendy Niesen, Anahí Van Hootegem, Yasmin Handaja, Adalgisa Battistelli, Hans De Witte, published by Stockholm University Press
This work is licensed under the Creative Commons Attribution 4.0 License.

Volume 3 (2018): Issue 1