Although previous works have examined how job insecurity affects the perceptions, attitudes, and behaviors of members in an organization, those studies have not paid enough attention to the relationship between job insecurity and performance or the mediating processes in that relationship. Considering that organizational performance is a fundamental target or purpose, investigating it is greatly needed. This research examines both mediating factors and a moderator in the link between job insecurity and organizational performance by building a moderated sequential mediation model. To be specific, we hypothesize that the degree of an employee’s job stress and organizational commitment sequentially mediate the relationship between job insecurity and performance. Furthermore, ethical leadership could moderate the association between job insecurity and job stress. Using a three-wave data set gathered from 301 currently working employees in South Korea, we reveal that not only do job stress and organizational commitment sequentially mediate the job insecurity–performance link, but also that ethical leadership plays a buffering role of in the job insecurity–job stress link. Our findings suggest that the degree of job stress and organizational commitment (as mediators), as well as ethical leadership (as a moderator), function as intermediating mechanisms in the job insecurity–performance link.

中文翻译：

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工作不安全感对绩效的影响：工作压力和组织承诺的顺序中介作用，以及道德领导力的缓冲作用

尽管以前的工作已经研究了工作不安全感如何影响组织中成员的观念，态度和行为，但是这些研究并未充分关注工作不安全感与绩效之间的关系或该关系中的调解过程。考虑到组织绩效是基本目标或宗旨，因此非常需要对其进行调查。这项研究通过建立适度的顺序调解模型，研究了工作不安全感与组织绩效之间联系的调解因素和调解人。具体而言，我们假设员工的工作压力和组织承诺的程度顺序地介导了工作不安全感与绩效之间的关系。此外，道德领导可以减轻工作不安全感与工作压力之间的联系。使用从韩国301名当前在职员工中收集的三波数据集，我们发现，工作压力和组织承诺不仅可以依次调解工作不安全感与绩效之间的联系，而且道德领导者在工作中起着缓冲作用不安全感—工作压力链接。我们的研究结果表明，工作压力和组织承诺（作为调解人）以及道德领导（作为主持人）的程度，在工作不安全感与绩效之间起着中介作用。而且，道德领导在工作不安全感-工作压力之间起着缓冲作用。我们的研究结果表明，工作压力和组织承诺（作为调解人）以及道德领导（作为主持人）的程度，在工作不安全感与绩效之间起着中介作用。而且，道德领导在工作不安全感-工作压力之间起着缓冲作用。我们的研究结果表明，工作压力和组织承诺（作为调解人）以及道德领导（作为主持人）的程度，在工作不安全感与绩效之间起着中介作用。