Job Insecurity and Organizational Citizenship Behavior Among Migrant Employees: Organizational Identification as Mediator and Intention to Stay as Moderator
Job Insecurity and Organizational Citizenship Behavior Among Migrant Employees: Organizational Identification as Mediator and Intention to Stay as Moderator

Summary/Abstract: This research examines the effect of job insecurity on organizational citizenship behavior among migrant employees, drawing on social exchange theory and the psychological contract framework. It also investigates the mediating role of organizational identification, grounded in social identity theory. In addition, the study explores the moderating role of intention to stay in the host country within the conservation of resources framework. Data were collected through an online questionnaire from 275 migrant employees. The results show that job insecurity negatively affects organizational identification and citizenship behaviors. Furthermore, organizational identification fully mediates the relationship between job insecurity and organizational citizenship behavior. The findings also reveal that intention to stay in the host country does not significantly moderate the negative indirect effect of job insecurity on organizational citizenship behavior. This study contributes to organizational behavior and migration research by extending knowledge on the job stressor–outcome relationship and identifying conditional boundaries of this relationship, with a particular focus on migrant employees.

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