| Abstract [eng] |
The purpose of this study is to determine the relationship between job insecurity, occupational self-efficacy, organizational change support, commitment to organization and intent to quit. 366 employees from various Lithuanian public sector organizations that had organizational change participated in the research. All participants filled questionnaires about quantitative and qualitative job insecurity, organizational change support, and occupational self-efficacy, organizational commitment, intent to quit and sociodemographic data. It was discovered that during organizational change in public sector the employees experience qualitative job insecurity, that is, they fear to loose quality of work conditions, receive lower salary, they also experience insecurity of future work changes. According to this research these threats lower commitment to organization and increase intent to quit. However, personal characteristics such as organizational change support and occupational self-efficacy (both – intermediate variables) soften negative experiences for employees and can be helpful strategy in managing organizational change. |
