A comparative study of job insecurity: who suffers more?
研究比较了酒店业中下属和主管面对数量与质量工作不安全感时的差异，发现下属的不安全感影响其创造性绩效和幸福感，而主管的不安全感影响较小，且支持型领导能缓解部分负面影响。
Purpose This study is a pioneering attempt to explore a relatively unexplored research area that examines the differences experienced by subordinates and supervisors when confronted with both quantitative and qualitative job insecurity (JI) and its influence on their creative performance (green and non-green), taking into account their subjective well-being (SWB). Furthermore, this study aims to examine the potential role of supportive leadership in enhancing the SWB of both subordinates and supervisors, aiming to determine the level of support they receive from their supervisors/managers/leaders during challenging situations. Design/methodology/approach Data were collected from supervisors and subordinates working in upscale hotels in Guangzhou, China. The online survey platform WJX.com was used to gather the data. The confirmatory factor analysis, measurement reliability and validity assessment were carried out using a consistent partial least squares (PLS) algorithm. The causal relationships of the hypotheses were tested through consistent PLS bootstrapping. Findings At the subordinate level, quantitative JI positively influenced two forms of performance, whereas qualitative JI had a negative impact. SWB partially mediated the impact of qualitative JI on outcomes. At the supervisory level, quantitative JI had no significant impact on the measured variables. Supportive leadership partially moderated the qualitative JI-SWB relationships. Originality/value Building upon the transactional model of stress and conservation of resource - theory, this comparative study provides novel insight into how the hierarchy perceives JI and stress and how these perceptions and suffering impact their well-being and responsibilities. The novel findings contribute to the literature by highlighting that, in times of adversity (e.g., the recent health crisis), supervisors whose responsibility is to support subordinates may themselves feel uncertain about their job security and seek support from upper management.