The purpose of this paper is to examine the relationship between job insecurity and adaptive performance (AP), contingent on changes to core work tasks, which we position as a situational cue to employees regarding important work behaviors.,Employees and their supervisors were invited to participate in the study. Supervisors were asked to provide ratings of employees’ AP and changes to core tasks; employees reported on job insecurity.,As predicted, changes to core tasks moderated the relationship between job insecurity and AP. Job insecurity was negatively related to AP for those experiencing low levels of change, but was not related to AP for those experiencing high levels of change. Counter to expectations, no main effect of job insecurity was found.,This study employed a fairly small sample of workers from two organizations, which could limit generalizability.,The study identifies changes to core tasks as a boundary condition for the job insecurity–AP relationship. Findings suggest that organizations may not observe deleterious consequences of job insecurity on AP when changes to core tasks are high.,Few researchers have examined boundary conditions of the impact of job insecurity on AP. Furthermore, inconsistent findings regarding the link between job insecurity and AP have emerged. This study fills the gap and expands upon previous research by examining changes to core tasks as a condition under which job insecurity does not pose an issue for AP.

中文翻译：

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没有工作保障的员工什么时候适应变化？

本文的目的是检查工作不安全感与适应性绩效（AP）之间的关系，视核心工作任务的变化而定，我们将其作为员工就重要工作行为提出的情境提示。员工及其上司应邀参加参加研究。要求主管提供员工的AP评分和核心任务的更改；员工报告了工作不安全感。正如预期的那样，对核心任务的更改缓和了工作不安全感与AP之间的关系。对于经历低水平变化的人，工作不安全感与AP呈负相关，而对于经历高水平变化的人，工作不安全感与AP无关。与预期相反，没有发现工作不安全感的主要影响。本研究采用了来自两个组织的相当少量的工人样本，该研究将核心任务的更改确定为工作不安全感与AP关系的边界条件。研究结果表明，当核心任务的变化很大时，组织可能不会观察到工作不安全感对AP的有害后果。很少有研究人员检查过工作不安全感对AP影响的边界条件。此外，关于工作不安全感与AP之间的联系出现了不一致的发现。这项研究填补了空白，并通过检查核心任务的变化来扩展先前的研究，以作为工作不安全不会对AP造成影响的条件。研究结果表明，当核心任务的变化很大时，组织可能不会观察到工作不安全感对AP的有害后果。很少有研究人员检查过工作不安全感对AP影响的边界条件。此外，关于工作不安全感与AP之间的联系出现了不一致的发现。这项研究填补了空白，并通过检查核心任务的变化来扩展先前的研究，以作为工作不安全不会对AP造成影响的条件。研究结果表明，当核心任务的变化很大时，组织可能不会观察到工作不安全感对AP的有害后果。很少有研究人员检查过工作不安全感对AP影响的边界条件。此外，关于工作不安全感与AP之间的联系出现了不一致的发现。这项研究填补了空白，并通过检查核心任务的变化来扩展先前的研究，以作为工作不安全不会对AP造成影响的条件。