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Considering the adverse outcomes that job insecurity might have on employees and organizations (De Witte et al., 2016), this study aims to test the role of perceived justice in preventing job insecurity from occurring. Relying on social information processing theory (Salancik and Pfeffer, 1978) and fairness heuristic theory (Lind, 2001), the authors analyze both an assessment of the extent to which the person is treated fairly by the organization (i.e. self-focused justice) and an individual's evaluation of the extent to which the person's co-workers are treated fairly (i.e. other-focused justice). The authors expect other-focused and self-focused justice to be negatively related to job insecurity.

The hypotheses were tested using cross-lagged structural equation modelling based on two-wave data from 126 employees working in a public sector organization undergoing structural changes.

The study results revealed that other-focused overall justice but not self-focused overall justice predicted lower job insecurity one year later. Moreover, other-focused overall justice did have a cross-lagged effect on self-focused overall justice.

By investigating the relationship between other- and self-focused overall justice and job insecurity over time, this study provides solid evidence into so far neglected longitudinal relationships between justice and insecurity. The results show that in the context of organizational changes, other-focused overall justice predicted lower job insecurity as well as higher self-focused overall justice one year later.

Drawing on boundary theory, this study aims to analyse whether the intensity of working from home will be related to higher exhaustion through family boundary permeability, with this relationship being more robust when overwork climate is high.

In this paper eight hundred eighty-three white-collar employees working from home during the COVID-19 pandemic in Lithuania were surveyed online.

The results confirmed the hypotheses, demonstrating that family boundary permeability may explain the relationship between telework intensity and exhaustion. Furthermore, the mediating relationship between the intensity of working from home, family boundary permeability and exhaustion were moderated by overwork climate. Employees who felt the pressure to overwork were more likely to have a more permeable family boundary when working from home and appeared to experience a much higher psychological cost in terms of emotional exhaustion.

The study provides an insight into the relationships between the intensity of working from home, boundary permeability and exhaustion and their boundary conditions when working from home during the COVID-19 pandemic.

The current study inspects pathways through which job crafting relates to the quality of employees' working lives. To date, this has been mostly done either by linking job crafting to individual job characteristics or by investigating its association with separate aspects of occupational well-being (such as work engagement), whereas empirical evidence about how it may affect one's overall work situation remains scarce.

To address this question, the authors conducted latent profile analyses based on selected job resources and job demands, which allowed the authors to derive distinct work environment patterns prevailing in a heterogeneous sample of 1,064 employees. Four patterns were identified denoting a passive, high-strain, low-strain and optimally balanced work environment types. The authors then tested the hypothesis that job crafting would relate to employees' odds of exposure to these patterns and that the latter would differentiate between high and low work engagement.

Approach job crafting was related to higher odds of being exposed to a favourably balanced work environment, and the reverse was true of avoidance crafting. Work engagement differed as a function of the quality of the work environment. Furthermore, the results suggested a potentially indirect link between approach job crafting and work engagement via exposure to different work environment types, whereas avoidance crafting related to lower work engagement only directly.

The findings contribute to theory testing and practice by providing a holistic representation of the work environment and then interlinking its features with employee proactivity and engagement.

The purpose of this paper is to test two hypotheses. First, an indirect relationship between qualitative job insecurity and turnover intention through basic psychological need satisfaction was investigated. Second, a moderated mediation analysis was conducted to explore potential sectoral differences in this indirect relationship.

A cross-sectional design was used to collect and analyze the data. In total, 358 employees participated in the study (private sector n=178, public sector n=180). The data were collected through an online survey platform.

Qualitative job insecurity was indirectly related to turnover intention through the satisfaction of the basic psychological needs for autonomy, competence and relatedness. The indirect relationships were more salient in the private sector.

Basic psychological needs may explain the relationship between qualitative job insecurity and turnover intention. Furthermore, sector differences may exist in the way job insecurity is responded to. However, a longitudinal study is necessary to confirm the sequential effects.

The study provides a constructive replication of the findings on basic psychological need satisfaction as a mediator between job insecurity and employee outcomes. A novel aspect is the authors’ focus on sector differences, which draws attention to contextual factors that may shape the way employees respond to job-insecure situations.

Using the theoretical framework of job demands-resources and boundary management, the purpose of this paper is to explore the moderating role of work and life boundary characteristics in the relationship between time-spatial job crafting, work engagement and job performance.

A total of 176 employees working in the IT sector and having an opportunity to use flexible work arrangements were surveyed online.

Work and life boundary characteristics were found to moderate the relationship between time-spatial job crafting and work engagement as well as between time-spatial job crafting and job performance. Moreover, boundary characteristics moderated the indirect relationship between time-spatial job crafting and job performance through work engagement.

Time-spatial job crafting becomes a key strategy for maintaining work engagement and job performance, when work–life boundaries are less flexible and less permeable.

The study demonstrates that boundary characteristics determine the effects of time-spatial job crafting on work engagement and job performance.

The purpose of this paper is to examine the role of work engagement in the relationship between job and personal resources and performance results.

Two samples from public (n=250) and private sector (n=475) organizations were surveyed. The hypotheses were tested through AMOS using structural equation modeling.

The results of the study confirmed the assumptions of the Job Demands-Resources Model. Specifically, job resources and personal resources predicted performance results via work engagement in both samples. Moreover, in alignment with previous studies (e.g. Bakker et al., 2004), work engagement was moderately related to job performance.

The present study expands previous research by investigating how job and personal resources facilitate engagement and performance expressed in terms of annual performance appraisal results.

Using the framework of fairness heuristic theory and social exchange theory, the purpose of this paper is to explore the mediating role of perceived overall justice in the relationship between qualitative job insecurity and attitudinal outcomes. In line with both theories, job insecurity is hypothesized to negatively relate to perceived overall organization-focused justice that subsequently relates to employees’ attitudes toward the organization.

A total of 291 white-collar employees were surveyed. Structural equation modeling was used to analyze the data.

Overall justice was found to mediate the association between qualitative job insecurity and affective commitment, turnover intention and satisfaction with the organization.

The study is the first study to highlight the explanatory role of overall organization-focused justice (in contrast to the justice types) in the qualitative job insecurity–outcomes relationship.

This study aimed to test the relationship between various communication channels (in person, on screen, on the phone, messaging), the team feeling and perceived support by colleagues under different intensities of telework.

European Social Survey (ESS) Round 10 (2020–22) data file edition 3.0 was used for data analysis. The sample of this study consisted of 9,500 workers from ISCO groups 1–4 from 19 European Union countries. Latent profile analysis was used to analyse the data.

Five communication and telework intensity profiles were revealed: solo office workers, connected teleworkers, solo teleworkers, all-mode office communicators and office classics. Demographic and professional characteristics predicted employees’ membership in specific telework and communication channel profiles. The significant between-profile differences regarding one’s team feelings and perceived support from colleagues were observed. The highest levels of team feeling and expectations of getting work-related help from colleagues were observed among office classics, characterised by all types of communication except on-screen communication. On the contrary, solo teleworkers who worked from home and rarely used all multi-mode communication channels to contact their colleagues reported the lowest levels of team feeling and social support.

Using representative data from 19 European countries (N = 9,500), this study provides insight into how combinations of telework intensity and communication forms relate to different levels of team feeling and perceived support among colleagues. It highlights the importance of using diverse communication for maintaining social support and team cohesion.

The purpose of this paper is to examine the role of prosocial and intrinsic motivation and their interaction in predicting employees’ organizational citizenship behaviour (OCB) and its dimensions.

In total, 884 employees from Lithuanian public sector were surveyed. The hypotheses were tested using hierarchical regression and moderation analyses.

The results revealed that prosocial and intrinsic motivations predicted OCB and its dimensions. Moreover, intrinsic motivation was found to moderate the relationship between prosocial motivation and OCB and four of its dimensions, i.e. intrinsic motivation strengthened the relationship between prosocial motivation and OCB and its dimensions of altruism, courtesy, conscientiousness, and initiative.

The correlational design of the study does not allow making causal statements. In addition, the sample consisted of public sector employees only; therefore, caution should be made when applying the results to private sector employees. Finally, since all measures were self-reported, the data may suffer from common method bias.

This study contributes to investigation of motivational antecedents of OCB by revealing the importance of prosocial and intrinsic motivation in predicting employees’ citizenship behaviour.