Microsoft Word ji job Pres Preprint docx

 
Hypotheses 2a-2d.  (a) Job performance, (b) self-presentation ingratiatory behavior, and 
(c) knowledge hiding are negatively associated with subsequent JI; whereas (d) 
counterproductive work behavior is positively associated with subsequent JI. 
STUDY 1: METHOD 
Participants and Procedure 
We recruited 415 working adults in the United States from a variety of occupations and 
industries in Spring 2018 through social media and newspaper ads. Participants were asked to 

---

JOB INSECURITY AND JOB PRESERVATION 10
complete three electronic surveys, distributed via email, each three months apart. Participants 
were compensated with gift cards of escalating amounts upon completion of each survey. After 
removing participants who changed jobs in the time 2 and/or time 3 surveys, and those who 
completed surveys in less than five minutes
1
, 369 participants remained for the analyses. The 369 
participants had an overall response rate of 96.5%, with 1068 returned surveys out of 1107 (369 
participants X 3 waves) potential observations. A logistic regression model revealed that none of 
the studied variables or demographic variables (gender, race, income, age) predicted attrition.
Participants had an average age of 32.57 (SD = 5.42; range 22-64), came from 48 states 
across America, were 67.21% male, 77.24% white, 9.21% Hispanic, 8.94% African American. 
Participants were primarily well educated, with 75.61% earning a college degree or higher. 
Participants reported an average of 39.25 hours worked per week (SD = 5.10) and an average job 
tenure of 5.77 years (SD = 2.82). 50.14% of participants reported a personal annual income of 
less than $60,000; 35.77% reported an income of $60,000 - $89,999; 11.38% reported an annual 
income greater than $89,999. As indicated by participant-provided O*NET codes, management 
(16%), engineering (18%), sales (8%), and office and administrative support (8%) were the most 
common occupations. As compared with the U.S. workforce, our sample had comparable job 
tenure, hours worked per week, and minority ethnicity participants (Bureau of Labor Statistics, 
2019). However, our participants were younger on average and our sample had more males.
We obtained self-ratings for several deliberate purposes tied to the study’s aims. 
Employees are in the best position to report on their work effort, knowledge hiding, self-
presentation ingratiatory behaviors, and counterproductive work behavior as they are the ones 
enacting these behaviors. We were also concerned that job insecure employees would feel 
uncomfortable asking supervisors or others to report on their work behavior, and that others’ 

---

JOB INSECURITY AND JOB PRESERVATION 11
ratings would blur the different behaviors examined in our research (Choi, Miao, Oh, Berry, & 
Kim, 2019). Our use of self-ratings was buttressed by previous research demonstrating that self-
ratings may have correlations closer to true-score correlations (Conway & Lance, 2010).