Drawing on the job demands-resources model, this study aims to explore the boundary conditions that buffer the negative effect of job insecurity on work engagement and job performance. It is predicted that job insecurity is negatively associated with job performance by undermining work engagement. This relationship is proposed to weaken when employees give and receive help arising from prosocial motivation. To test these propositions, we conducted two cross-sectional studies in the South Korean service sector, which demonstrated a similar pattern of results. Work engagement significantly mediated the link between job insecurity and job performance. We further found a significant three-way interaction between job insecurity, giving help, and prosocial motivation on work engagement such that the negative relationship between job insecurity and work engagement was weakest when employees’ help-giving and prosocial motivation were both high. The indirect effect of job insecurity on job performance through work engagement was also weakest for high levels of help-giving and prosocial motivation. Contrary to our prediction, we found no support for the three-way interaction between job insecurity, receiving help, and prosocial motivation on work engagement as well as on the indirect effect on job performance through work engagement. These findings have theoretical and practical implications for managing employees in job-insecurity contexts.

本研究借鉴工作需求-资源模型，旨在探索缓冲工作不安全感对工作投入和工作绩效的负面影响的边界条件。据预测，工作不安全感通过破坏工作投入与工作绩效呈负相关。当员工因亲社会动机而给予和接受帮助时，这种关系会减弱。为了检验这些命题，我们在韩国服务业进行了两项横断面研究，结果显示出类似的模式。工作投入显着调节了工作不安全感和工作绩效之间的联系。我们进一步发现工作不安全感、给予帮助、和亲社会动机对工作投入的影响，当员工的帮助和亲社会动机都高时，工作不安全感和工作投入之间的负相关关系最弱。对于高水平的帮助和亲社会动机，工作不安全感通过工作参与对工作绩效的间接影响也最弱。与我们的预测相反，我们发现不支持工作不安全感、接受帮助和亲社会动机对工作投入以及通过工作投入对工作绩效的间接影响之间的三向相互作用。这些发现对于在工作不安全的环境中管理员工具有理论和实践意义。对于高水平的帮助和亲社会动机，工作不安全感通过工作参与对工作绩效的间接影响也最弱。与我们的预测相反，我们发现不支持工作不安全感、接受帮助和亲社会动机对工作投入以及通过工作投入对工作绩效的间接影响之间的三向相互作用。这些发现对于在工作不安全的情况下管理员工具有理论和实践意义。对于高水平的帮助和亲社会动机，工作不安全感通过工作参与对工作绩效的间接影响也最弱。与我们的预测相反，我们发现不支持工作不安全感、接受帮助和亲社会动机对工作投入以及通过工作投入对工作绩效的间接影响之间的三向相互作用。这些发现对于在工作不安全的情况下管理员工具有理论和实践意义。