Abstract
The study evaluated the reliability and construct validity of a new theory-based measure of job insecurity. The Job Insecurity Scale (JIS), developed by Ashford, Lee, and Bobko (1989), was tested using multiple groups that were known a priori to differ in their level of objective threat. A second scale, a global measure of job feature ambiguity developed by Caplan, Cobb, French, Harrison, and Pinneau (1975), was also used to further evaluate convergent validity of the JIS. In addition, selected demographic variables of gender, age, and education as well as locus of control, trust in the organization, tolerance for ambiguity, and self-esteem were evaluated for the significance in their relationship to perceived job insecurity as measured by both the JIS and Caplan scale. The results of this study were evaluated using multiple regression analysis techniques to determine significance in the various relationships as well as provide further evidence for convergent validity and generalizability of the JIS. Perceived job insecurity, as measured by the JIS, was hypothesized to be significantly different among three research sites. It was also predicted that the antecedent of locus of control would influence perceived job insecurity while such insecurity would in turn impact trust in the organization. Two hundred and eighty-five managers, supervisors, engineers, technicians, clerical staff, and administrators were surveyed. An analysis of the one hundred and eighty-one responses indicated that the JIS results do show a significant difference among the three threat environments known to be different. Unlike the Caplan scale, the JIS also provides additional information relative to the nature of the perceived insecurity through its component measures of importance and likelihood of negative change to both job features and the total job, and the measure of one's sense of powerlessness to counteract the threat. In all cases the likelihood of negative future change and powerlessness was significant. Locus of control and trust in the organization were significantly and differentially related to perceived job insecurity. Tolerance for ambiguity showed some influence on perceived job insecurity while self-esteem showed no significance in the relationship. These results further support convergent and construct validity and generalizability of the JIS.