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Let’s talk about Brexit: Intra-organizational communication, citizenship status, procedural justice and job insecurity in a context of potential immigration threat

Edwards, Martin R., Leite, Ana C., Randsley de Moura, Georgina, Marques, André G. (2020) Let’s talk about Brexit: Intra-organizational communication, citizenship status, procedural justice and job insecurity in a context of potential immigration threat. The International Journal of Human Resource Management, . ISSN 0958-5192. E-ISSN 1466-4399. (doi:10.1080/09585192.2020.1754883) (Access to this publication is currently restricted. You may be able to access a copy if URLs are provided) (KAR id:80700)

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Language: English

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https://dx.doi.org/10.1080/09585192.2020.1754883

Abstract

In this study we investigate the degree to which procedural justice and Brexit related intra-organizational communication interact with UK-citizenship status in alleviating/fostering job-insecurity. Intra-organizational communication is often negatively associated with job insecurity (Keim, Landis, Pierce and Earnest, 2014), especially in contexts of turmoil and uncertainty; we suggest that this association will depend upon citizenship status and whether employees work in a procedurally just organization. In a survey of 682 employees, we measured the degree to which organizations are perceived to communicate about Brexit, procedural justice, and job insecurity. We found a three-way interaction between procedural justice, citizenship status, and Brexit communication when predicting job insecurity. When experiencing low levels of procedural justice, employees were more responsive to Brexit communication. For non-UK citizens in low justice conditions, Brexit communication was associated with lower job insecurity; for UK citizens in the same lower justice conditions, Brexit communication was associated with higher job insecurity. These effects were less pronounced for employees who perceived their employer to be more procedurally just. The study highlights that procedurally just work environments can help ensure that employees do not respond negatively to organizational attempts at open communication when faced with uncertain contexts.

Item Type: Article
DOI/Identification number: 10.1080/09585192.2020.1754883
Uncontrolled keywords: Brexit; Job Insecurity; Immigrant; Citizenship Status; Job Uncertainty; Procedural Justice
Subjects: B Philosophy. Psychology. Religion > BF Psychology
H Social Sciences
Divisions: Faculties > Social Sciences > School of Psychology > Centre for the Study of Group Processes
Faculties > Social Sciences > School of Psychology > Organisational Psychology
Depositing User: Georgina Randsley de Moura
Date Deposited: 15 May 2020 11:18 UTC
Last Modified: 19 May 2020 13:34 UTC
Resource URI: https://kar.kent.ac.uk/id/eprint/80700 (The current URI for this page, for reference purposes)
Leite, Ana C.: https://orcid.org/0000-0002-7829-5641
Randsley de Moura, Georgina: https://orcid.org/0000-0001-6285-6128
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