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Publication Date

Spring 2026

Degree Type

Thesis - Campus Access Only

Degree Name

Master of Science (MS)

Department

Psychology

Advisor

Megumi Hosoda; Howard Tokunaga; Kristina Watanabe

Abstract

Organizational citizenship behaviors (OCBs) are important for both employee and organizational outcomes, yet the role of job insecurity in shaping these behaviors has remained underexplored. This study examined two forms of job insecurity—quantitative (fear of job loss) and qualitative (concerns about losing valued job features)—and their relationships with OCB, as well as the moderating roles of perceived organizational support (POS) and organizational justice. Data were collected from 151 working adults using an online survey, and hypotheses were tested using hierarchical multiple regression analyses. Results showed that qualitative job insecurity was negatively related to OCBs, whereas quantitative job insecurity was not significantly related to OCB. Results also showed that POS buffered the negative relationship between qualitative job insecurity and OCB, while organizational justice unexpectedly strengthened this relationship. Neither variable moderated the relationship between quantitative job insecurity and OCBs. Overall, the findings highlighted the importance of distinguishing between different forms of job insecurity to understand their relationship to OCBs and suggest that organizational resources play a complex role in shaping how employees respond to workplace uncertainty involving their jobs. Organizations can mitigate the negative effects by prioritizing transparent communication, maintaining opportunities for growth, and providing consistent managerial support to sustain employees’ engagement in OCBs.

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