Job insecurity, job instability, and job satisfaction in the context of the COVID-19 pandemic

Abstract

The COVID-19 pandemic has brought new challenges regarding employee adaptation to change as well as job security, with levels of wellbeing and satisfaction being greatly affected. Based on the literature as well as on Adaptation-level Theory, Stress and Coping Theory, and Motivation-hygiene Theory, this paper approaches the link between job insecurity and job instability during the COVID-19 pandemic along with employee job satisfaction in an emerging market. The proposed conceptual model analyses the influence of job instability and job insecurity on individual job satisfaction, including supervisor support and promotion opportunities. The survey-based empirical study was implemented with the aid of a questionnaire taken by 568 employees in Romania. The results determined with the help of a correlation analysis highlight a strong, direct, and positive link between job instability and employee insecurity in increasing employee competitiveness. The impact of job insecurity and instability on the components considered in terms of job satisfaction vary. Job insecurity was shown to manifest a negative correlation only with regard to satisfaction concerning supervisor support and promotion opportunities. Perceived job instability showed a significant negative impact on individual work satisfaction, satisfaction with supervisor support and promotion opportunities. This paper also enhances the human resources literature by demonstrating how organisational competitiveness might be enhanced during a global pandemic by focusing on employees.