The Effect of Job Insecurity on Task Performance: The Moderator Role of Innovative Behaviour

Yıl 2020, , 214 - 233, 30.06.2020

Saadet Ela Pelenk

https://doi.org/10.33905/bseusbed.730234

Cited By: 4

Öz

Some factors, like downsizing, restructuring of the organization and e-commerce, increase job insecurity. However, the measure of task performance may change the employee's perception of job insecurity. Task performance is the employee’s contribution to the business as a result of fulfilling the work responsibility. However, the perception of job insecurity can also decrease the employee's job performance. In this context, the perception of job insecurity can lead to different results in task performance with innovative behavior. Innovative behavior is to develop a radical or incremental product or service for the solution of a common problem that can meet consumers’ needs or expectations. Therefore, instead of being a problem, negative perceptions and situations can be solved from an innovative perspective and productivity can be restored. For that reason, this research aims to examine the moderator role of innovative behavior in the effect of job insecurity on task performance. To that end, an online survey was conducted with 125 participants working in a large-scale automobile factory in Kocaeli. The convenience sampling method was used in collecting research data. In the research, correlation and hierarchical regression analyzes were used. As a result of the research, it was determined that innovative behavior has a moderator role in the relationship between job insecurity and task performance. This result shows that employees gain awareness by replacing their perceptions of job insecurity with innovative behaviors and reflect this on their job performance.

Anahtar Kelimeler

Job Insecurity, Task Performance, Innovative Behavior

İş Güvencesizliğinin Görev Performansına Etkisi: Yenilikçi Davranışın Düzenleyici Rolü

Öz

Örgütün küçülmesi, yeniden yapılandırılması ve e-ticaret gibi bazı faktörler, iş güvencesizliğini arttırmaktadır. Ancak çalışanın iş güvencesizliği algısı, görev performansı ölçüsü ile değişebilir. Görev performansı, çalışanın iş sorumluluğunu yerine getirmesi sonucu, işletmeye olan katkısıdır. Ancak, iş güvencesizliği algısı, çalışanın görev performansını düşürebilir. Bu bağlamda iş güvencesizliği algısı, yenilikçi davranış ile farklı görev performansı sonuçlarına neden olabilir. Yenilikçi davranış; ortak bir sorunun çözümüne yönelik, tüketici ihtiyaç ya da beklentisine cevap verebilen radikal ya da kademeli bir ürün ya da hizmet geliştirmektir. Böylelikle olumsuz algı ve durumlar, bir sorun olarak görülmek yerine yenilikçi bir perspektiften çözülebilir ve verimlilik tekrar sağlanabilir. Araştırmanın amacı, iş güvencesizliğinin görev performansına etkisinde yenilikçi davranışın düzenleyici rolünü incelemektir. Bu amaç ile Kocaeli’nde büyük ölçekli bir otomobil fabrikasında çalışan 125 kişi ile çevrimiçi anket yapılmıştır. Araştırma verisinin toplanmasında, kolayda örnekleme yönteminden yararlanılmıştır. Araştırmada, korelasyon ve hiyerarşik regresyon analizlerinden yararlanılmıştır. Araştırma sonucunda iş güvencesizliği ve görev performansı ilişkisinde yenilikçi davranışın düzenleyici rolü olduğu tespit edilmiştir. Bu sonuç, çalışanların iş güvencesizliği algılarını yenilikçi davranışlar ile değiştirerek, bir farkındalık kazandıklarını ve bunu görev performansına yansıttıklarını göstermektedir.

Anahtar Kelimeler

İş Güvencesizliği, Görev Performansı, Yenilikçi Davranış

Kaynakça

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