The Role Of Employability In The Association Between Job Insecurity And Organizational Outcome

Since the1980s, with the rapid development of high-tech and increasingly fierce globalcompetition, organizations operating environment changes dramatically, companies have toprocess reengineering, restructuring, mergers and other transformations in order to remaincompetitive. In the labor market, lifelong employment system is broken, there are a lot ofunemployed people in the labor market, the labor market is unstable. These changes havecaused feelings of uncertainty for many workers about the existence and the features of theirjob. Consequently, the experience of job insecurity seems to be related to employees’work-related attitude and behavior, such as work engagement and intention to leave. Then,research on job insecurity and how to reduce the negative effects of job insecurity becomesvery necessary. Employability beginning to receive researchers’ attention for it has beenportrayed as a key chip that helps employees to get and maintain employment. Based on this,whether human resource managers can use employability to influence job insecurity and therelation between job insecurity and its outcome becomes a research point of this article.Firstly, we reviewed the definitions and constructions of job insecurity, work engagement,intention to leave and work engagement. Secondly, we sorted the former studies on therelationship between these four variables. Again, based on mature enterprise managementtheory and human resource management theory, the theoretical hypothesis and the theoreticalmodel were put forward. Then, the thesis selected scales which were verified to surveyemployees, empirical research was carried out using the survey data. Finally, the paper gaveconclusions according to the results, and then gave some suggestions about human resourcesmanagement activities according to the conclusions.In the empirical research, data were analyzed using SPSS and AMOS. The analysesinclude descriptive statistics analysis, reliability and validity analysis, variance analysis,correlation analysis and regression analysis. More importantly, the analyses support ourhypothesis, and we can draw the following conclusions:(1) job insecurity has a negativeimpact on organizational outcome. Job insecurity is related to reduce work engagement andincrease intention to leave.(2) Compared with low-employable workers, high-employableworkers are less likely to feel insecure. Employability is antecedent of job insecurity: it maybe a means to secure one’s position, rather than a means to cope with job insecurity.