[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-seo-628501-105":3,"detail-sidebar-cat-0-en-105":81,"doc-detail-628501-en":130},{"code":4,"msg":5,"data":6},0,"ok",{"site_id":7,"language":8,"slug":9,"title":10,"keywords":11,"description":12,"schema_data":13,"social_meta":74,"head_meta":76,"extra_data":78,"updated_unix":80},105,"en","a-motivational-standpoint-of-job-insecurity-effects-on-organizational-citizenship-behaviors-a-generational-study","A motivational standpoint of job insecurity effects on organizational citizenship behaviors: A generational study","","An empirical path-model analysis examines how job insecurity affects organizational citizenship behaviors (OCB) through two mediators: intrinsic motivation and job satisfaction. The study evaluates whether the proposed model is invariant across generational cohorts—Generation X, Y, and Z. Employees in Canadian service companies were surveyed and analyzed using partial least square structural equation modeling with path analysis and multi-group analysis. Results show job insecurity reduces intrinsic motivation, which increases job satisfaction; job satisfaction then predicts higher OCB, with both mediators carrying the indirect effects across generations.",{"@graph":14,"@context":73},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/document/","Document",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/document/research-report/","Research & Report",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/document/a-motivational-standpoint-of-job-insecurity-effects-on-organizational-citizenship-behaviors-a-generational-study/628501/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/a-motivational-standpoint-of-job-insecurity-effects-on-organizational-citizenship-behaviors-a-generational-study/628501.png","ImageObject",300,407,{"name":42,"@type":43},"Ivy","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-11-01","2026-10-21",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",8,{"@type":57,"mainEntity":58},"FAQPage",[59,65,69],{"name":60,"@type":61,"acceptedAnswer":62},"What mediators explain how job insecurity impacts OCB?","Question",{"text":63,"@type":64},"Job insecurity influences organizational citizenship behaviors through intrinsic motivation and job satisfaction. Both mediators transmit the indirect effects of job insecurity onto OCB.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"How were generational differences (X, Y, Z) tested in the study?",{"text":68,"@type":64},"The study evaluated path-model invariance across Generation X, Y, and Z. Multi-group analysis was used within partial least square structural equation modeling to test the proposed hypotheses.",{"name":70,"@type":61,"acceptedAnswer":71},"What did the study find about the relationship between job insecurity, motivation, and job satisfaction?",{"text":72,"@type":64},"Job insecurity negatively predicted intrinsic motivation, while intrinsic motivation positively predicted job satisfaction. Job satisfaction then positively influenced OCB.","https://schema.org",{"og:url":32,"og:type":75,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":77,"canonical":32},"index,follow",{"doc_id":79,"site_id":7},628501,1792885577,{"code":4,"msg":82,"data":83},"success",[84,88,92,96,101,106,111,114,119,122,126],{"id":22,"doc_module":4,"doc_module_name":25,"category_name":85,"show_sort_weight":86,"slug":87},"Story & Novel",90,"story-novel",{"id":26,"doc_module":4,"doc_module_name":25,"category_name":89,"show_sort_weight":90,"slug":91},"Literature",80,"literature",{"id":33,"doc_module":4,"doc_module_name":25,"category_name":93,"show_sort_weight":94,"slug":95},"Exam",70,"exam",{"id":97,"doc_module":4,"doc_module_name":25,"category_name":98,"show_sort_weight":99,"slug":100},5,"Comic",60,"comic",{"id":102,"doc_module":4,"doc_module_name":25,"category_name":103,"show_sort_weight":104,"slug":105},6,"Technology",50,"technology",{"id":107,"doc_module":4,"doc_module_name":25,"category_name":108,"show_sort_weight":109,"slug":110},7,"Healthcare",40,"healthcare",{"id":55,"doc_module":4,"doc_module_name":25,"category_name":29,"show_sort_weight":112,"slug":113},30,"research-report",{"id":115,"doc_module":4,"doc_module_name":25,"category_name":116,"show_sort_weight":117,"slug":118},9,"Religion & Spirituality",20,"religion-spirituality",{"id":117,"doc_module":4,"doc_module_name":25,"category_name":120,"show_sort_weight":117,"slug":121},"World Cup","world-cup",{"id":123,"doc_module":4,"doc_module_name":25,"category_name":124,"show_sort_weight":123,"slug":125},10,"Lifestyle","lifestyle",{"id":127,"doc_module":4,"doc_module_name":25,"category_name":128,"show_sort_weight":97,"slug":129},19,"General","general",{"code":4,"msg":82,"data":131},{"doc_id":79,"user_id":132,"nickname":42,"user_avatar":133,"doc_module":4,"category_id":55,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":115,"language":139,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":140,"faqs":141,"seo_title":142,"seo_description":12,"update_tm":143,"read_time":144},549758252649,"https://ap-avatar.wpscdn.com/avatar/8000253669c5317157?_k=1778319167496531819","Scandinavian Journal of Psychology, 2021, 62, 267–275 DOI: 10.1111/sjop.12689  \nPersonality and Social Psychology  \nA motivational standpoint of job insecurity effects on organizational citizenship behaviors: A generational study  \nALI B. MAHMOUD1 WILLIAM D. REISEL,2 LEONORA FUXMAN2 and IRIS MOHR2 1 University of Wales Trinity Saint David, London, UK  \n2St. John’s University, Queens, NY, USA  \nMahmoud, A. B., Reisel, W. D., Fuxman, L. & Mohr, I. (2021). A motivational standpoint of job insecurity effects on organizational citizenship behaviors: A generational study. Scandinavian Journal of Psychology, 62, 267–275.  \nOur research reports an empirical analysis of a path model linking job insecurity to organizational citizenship behavior (OCB) via two mediators, that is, intrinsic motivation and job satisfaction. The aim is to evaluate the path model invariance across three generational cohorts, that is, generation X, generation Y, and generation Z. A sample of employees in service companies based in Canada was surveyed. We utilized a partial least square structural equation modeling (PLS-SEM) approach, which included path analysis and multi-group analysis (MGA) to test proposed hypotheses. We found that job insecurity negatively predicted intrinsic motivation which positively related to job satisfaction. Job satisfaction influenced OCBs positively. Both intrinsic motivation and job satisfaction mediated the indirect effects of job insecurity onto OCBs. Generation X was more pronounced in their reaction to job insecurity than later generations given the strong negative effects on intrinsic motivation and hence on their job. However, generation Z employees followed their parents from generation X regarding engaging more in OCBs when they are satisfied with their job than generation Y. In general, therefore, it should come as no surprise that generation X employees’ OCBs can be expected to plummet due to the elevated levels of job insecurity during pandemic times (e.g., COVID-19) more intensely than Generation Y. Clearly, with COVID-19 having led many organizations around the world to adopt virtual workplace environments, generational differences amongst employees have to be considered as a matter of crucial concern for these organizations.  \nKey words: Generational differences, Job insecurity, job satisfaction, motivation, multigroup analysis, organizational citizenship behavior (OCB), partial least square, structural equation modeling, self-determination theory.  \nAli B. Mahmoud,, University of Wales Trinity Saint David, London, United Kingdom. Tel: +447393420107; e-mail: [elguitarrista@live.com](elguitarrista@live.com)  \nINTRODUCTION  \nScholarly interest in job insecurity has grown steadily since the mid-1980s when job insecurity was primarily regarded as an antecedent within motivation theory research (Greenhalgh & Rosenblatt, 1984). While research has looked at multiple predictors, moderators, and outcomes of job insecurity, we still need to better understand the degree to which effects of job insecurity generalize across people. Meta-analyses have identified multiple forms of negative effects faced by employees including health, worsened attitudes, stress, etc. (see multiple meta-analytic studies: Cheng & Chan, 2008; Jiang & Lavaysse, 2018; Keim, Landis, Pierce & Earnest, 2014; Sverke, Hellgren & Nswall, 2002; Sverke, Lstad, Hellgren, Richter & Nswall, 2019) . Feeding this search to understand employee reactions to job insecurity has been the growing attention to organizational effects. Employers might otherwise downplay the individual reactions to job insecurity were it not for evidence showing that organizations also experience negative effects when their workers are insecure about their continued employment. Employees perform poorly, they engage in counterproductive behaviors, and they make fewer voluntary contributions such as organizational citizenship behaviors (Reisel, Probst, Chia, Maloles & Knig, 2010) . Sverke et al.’s","cbCaitUE2tasPhQs","https://ap.wps.com/l/cbCaitUE2tasPhQs","pdf",264707,"English","# Introduction\n# Literature Review and Conceptual Model","[{\"question\":\"What mediators explain how job insecurity impacts OCB?\",\"answer\":\"Job insecurity influences organizational citizenship behaviors through intrinsic motivation and job satisfaction. Both mediators transmit the indirect effects of job insecurity onto OCB.\"},{\"question\":\"How were generational differences (X, Y, Z) tested in the study?\",\"answer\":\"The study evaluated path-model invariance across Generation X, Y, and Z. Multi-group analysis was used within partial least square structural equation modeling to test the proposed hypotheses.\"},{\"question\":\"What did the study find about the relationship between job insecurity, motivation, and job satisfaction?\",\"answer\":\"Job insecurity negatively predicted intrinsic motivation, while intrinsic motivation positively predicted job satisfaction. Job satisfaction then positively influenced OCB.\"}]","A motivational standpoint of job insecurity effects on organizational citizenship behaviors: A generational study | PDF",1792616794,23]