The purpose of this paper is to test competing models of the relationship between job insecurity and two forms of impression management (self- and supervisor-focused) on job performance. Specifically, does job insecurity lead to greater subsequent impression management; or, does preventative use of impression management subsequently lead to reductions in job insecurity? Additionally, how do these both relate to in-role performance?,Using two-wave survey data collected from 184 working adults in the USA and the two-step approach recommended by Cole and Maxwell (2003) and Taris and Kompier (2006), the authors tested cross-lagged relationship between job insecurity and both forms of impression management by comparing four different models: a stability model, a normal causation model (with cross-lagged paths from T1 job insecurity to T2 impression management), a reversed causation model (with cross-lagged paths from T1 impression management to T2 job insecurity) and a reciprocal causation model (with all cross-lagged paths described in the normal and reversed causation model).,Results were supportive of the reversed causation model which indicated that greater use of supervisor-focused impression management at Time 1 predicted lower levels of job insecurity at Time 2 (after controlling for prior levels of job insecurity); moreover, job insecurity at Time 1 was then significantly associated with more positive in-role behaviors at Time 2. Moreover, the test of the indirect effect between T1 impression management and T2 performance was significant.,These results suggest that impression management clearly plays an important role in understanding the relationship between job insecurity and job performance. However, employees appear to utilize impression management as a means of pre-emptively enhancing their job security, rather than as a tool to reactively cope with perceived job insecurity.

中文翻译：

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工作不安全感和印象管理

本文的目的是测试工作不安全感与两种形式的印象管理（以自我和主管为重点）之间的竞争模型。具体而言，工作不安全感是否会导致更大的后续印象管理；还是预防性地使用印象管理会导致工作不安全感的减少？此外，这两者与角色表现如何相关？使用从美国184名在职成年人中收集的两波调查数据，以及Cole和Maxwell（2003）和Taris and Kompier（2006）推荐的两步法，作者通过比较四种不同的模型来测试工作不安全感与两种形式的印象管理之间的交叉滞后关系：稳定性模型，常规因果模型（具有从T1作业不安全到T2印象管理的交叉滞后路径），反向因果模型（具有从T1印象管理到T2作业不安全的交叉滞后的路径）和互为因果模型（具有所有交叉滞后的特性）结果支持了反向因果模型，该模型表明在时间1大量使用以主管为中心的印象管理可以预测在时间2较低的工作不安全感水平（在控制了先前的水平之后）工作不安全）; 而且，时间1的工作不安全感与时间2的更积极的角色内行为显着相关。此外，对T1印象管理和T2绩效之间的间接影响的检验也很重要。这些结果表明，印象管理显然在理解工作不安全感与工作绩效之间的关系中起着重要作用。但是，员工似乎将印象管理用作抢先增强其工作安全性的一种手段，而不是作为被动地应对感知到的工作不安全感的工具。