The effect of procedural fairness and supervisor support in the relationship between job insecurity and organizational citizenship behaviour

Abstract Purpose: The aim of this paper is to examine whether the perception of job insecurity negatively affects procedural fairness, which may relate to the Organizational Citizenship Behavior (OCB). Finally, we have tested whether perceived supervisor support has a moderating effect in the relationship between procedural fairness and OCB. Design/methodology/approach: Data were collected from a sample of 707 employees in a metal-mechanic company in Chile. Regression analysis was used to analyze the mediating and moderating effects. Findings: It was found that procedural fairness fully mediates the relationship between Job Insecurity and OCB, such that Job Insecurity is negatively related to procedural fairness, which in turn is positively related to OCB. Also, perceived supervisor support moderates the relationship between procedural fairness and OCB. Originality/value: The paper provides new theoretical insights on the effects that perceived job insecurity has on OCB, giving an empirical insight of the mediator and moderator effects that aid in the comprehension of this relationship.

摘要
研究目的：本文旨在探讨工作不安全感（Job Insecurity）感知是否会对程序公平（procedural fairness）产生负向影响，而程序公平或与组织公民行为（Organizational Citizenship Behavior, OCB）相关。此外，本研究检验了主管支持感知在程序公平与OCB的关系中是否具有调节效应。
研究设计与方法：本研究的数据取自智利一家金属机械制造企业的707名员工样本，采用回归分析方法对中介效应与调节效应进行检验。
研究结果：结果表明，程序公平在工作不安全感与OCB之间发挥完全中介作用：工作不安全感与程序公平呈负相关，而程序公平又与OCB呈正相关。此外，主管支持感知对程序公平与OCB之间的关系具有调节效应。
研究创新与价值：本研究为工作不安全感感知对OCB的影响效应提供了全新的理论洞见，并通过检验中介与调节效应的实证结果，为理解二者间的作用关系提供了有益参考。