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Hypotheses 3a-3d. The indirect effects of JI on (a) performance, (b) refraining from 
counterproductive work behavior, (c) self-presentation ingratiatory behaviors, and (d) knowledge 
hiding through job preservation motivation are stronger under conditions of higher perceived 
threat controllability. 
Hypotheses 4a-4d. The indirect effects of JI on (a) performance, (b) refraining from 
counterproductive work behavior, (c) self-presentation ingratiatory behaviors, and (d) knowledge 
hiding through job preservation motivation are stronger under conditions of higher perceived 
threat proximity.
STUDY 2: METHOD 
In Fall 2020, we recruited participants using the Prolific Academic platform. Recruitment 
criteria were that participants had to be 18 years of age, currently reside in the United States, had 

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JOB INSECURITY AND JOB PRESERVATION 19
a minimum approval rate on Prolific of 94%, had a supervisor at work, interacted regularly with 
coworkers, and were currently working full-time. Participants were asked to complete three 
online surveys, spaced one month apart, such that Time 3 occurred two months after Time 1. 398 
participants were invited. Participants were paid at the Prolific hourly rate recommendation of 
$9.64 per hour. After dropping invalid responses (i.e., mostly blank surveys, failing multiple 
attention checks), 319 individuals were recruited for the three-wave study, and response rates for 
the subsequent two waves were 81% and 87.5% respectively. Those who reported they had 
significant job changes (e.g., became unemployed, switched employers, etc.) during the study 
were removed (N = 17), as were those who completed surveys in less than five minutes (N = 6). 
This resulted in a final sample size of 296. A logistic regression model revealed that none of the 
focal variables or demographic variables (gender, race, income, age) predicted attrition.