The population of temporary employees has experienced exponential growth in numerous world regions and across a range of sectors, including the public sector in Indonesia. Temporary employees in the public sector were subjected to more significant pressure than their permanent counterparts, particularly concerning job insecurity and job stress. This study examines the sequential relationship between job insecurity, job stress, compensation satisfaction, and employee loyalty. A cross-sectional design with an online survey method collected data from 631 temporary civil servants in Indonesia. Structural Equation Modeling with Partial Least Square (SEM-PLS) was employed to test the hypotheses using the smart-PLS Program. The results show that job insecurity and job stress experienced by temporary civil servants, directly and indirectly, affect their compensation satisfaction and loyalty. Compensation satisfaction served as a coping mechanism to reduce the adverse direct impact of job insecurity on employee loyalty.
AdekiyaA. (2024). Perceived job insecurity and task performance: What aspect of performance is related to which facet of job insecurity. Current Psychology, 43(2), 1340–1358. https://doi.org/10.1007/s12144-023-04408-4
2.
AhnJ.LeeD. W.ChoiJ.KangM. Y. (2023). Who is the most precarious among the nonstandard workers? A comparative study of unmet medical needs among standard workers and subtypes of nonstandard workers. Journal of Occupational Health, 65(1), 1–7. https://doi.org/10.1002/1348-9585.12414
3.
AlMuammarS. A.ShahadahD. M.ShahadahA. O. (2022). Occupational stress in healthcare workers at a university hospital, Jeddah, Saudi Arabia. Journal of family & community medicine, 29(3), 196–203. https://doi.org/10.4103/jfcm.jfcm_157_22
4.
AmpongI. (2024). Assessing the effect of employee welfare and compensation on organizational performance: A case of Sahel Sahara Bank Ghana limited. Cogent Business & Management, 11(1). https://doi.org/10.1080/23311975.2024.2315690
ArestisP.FerreiroJ.GómezC. (2020). Quality of employment and employment protection. Effects of employment protection on temporary and permanent employment. Structural Change and Economic Dynamics, 53, 180–188. https://doi.org/10.1016/j.strueco.2020.02.008
7.
ArmantierO.BolyA. (2014). On the effects of incentive framing on bribery: Evidence from an experiment in Burkina Faso. Economics of Governance, 15(1), 1–15. https://doi.org/10.1007/s10101-013-0135-0
8.
ArnoldA.SenderA.FulmerI.AllenD. (2024). Variable pay transparency in organizations: When are organizations more likely to open up about pay?Compensation & Benefits Review, 56(1), 16–36. https://doi.org/10.1177/08863687231200802
9.
AteeqA.AlzoraikiM.MilhemM.Al-AbsyM. (2023). Impact of employee loyalty on job performance: Mediating role of job satisfaction on the example of Zain company, Bahrain. Problems and Perspectives in Management, 21(2), 470–481. https://doi.org/10.21511/ppm.21(2).2023.44
10.
BaekH.HanK. (2024). Interpersonal competence as a moderator in the relation between occupational stress and organizational adaptation among nurses: A cross-sectional study. Heliyon, 10(14), Article e34450. https://doi.org/10.1016/j.heliyon.2024.e34450
11.
BartollX.GilJ.RamosR. (2019). Temporary employment, work stress and mental health before and after the Spanish economic recession. International Archives of Occupational and Environmental Health, 92(7), 1047–1059. https://doi.org/10.1007/s00420-019-01443-2
12.
BerntsonE.NäswallK.SverkeM. (2010). The moderating role of employability in the association between job insecurity and exit, voice, loyalty and neglect. Economic and Industrial Democracy, 31(2), 215–230. https://doi.org/10.1177/0143831X09358374
13.
BlauP. M. (1964). Exchange and power in social life. In Exchange and power in social life. John Wiley & Sons, Inc.
14.
BlomqvistS.VirtanenM.LaMontagneA. D.Magnusson HansonL. L. (2022). Perceived job insecurity and risk of suicide and suicide attempts: A study of men and women in the Swedish working population. Scandinavian Journal of Work, Environment & Health, 48(4), 293–301. https://doi.org/10.5271/sjweh.4015
15.
Cachón-RodríguezG.Blanco-GonzálezA.Prado-RománC.Del-Castillo-FeitoC. (2022). How sustainable human resources management helps in the evaluation and planning of employee loyalty and retention: Can social capital make a difference? Evaluation and Program Planning, 95(September), Article 102171. https://doi.org/10.1016/j.evalprogplan.2022.102171
16.
CanzioL. I.BühlmannF.MasdonatiJ. (2023). Job satisfaction across Europe: An analysis of the heterogeneous temporary workforce in 27 countries. Economic and Industrial Democracy, 44(3), 728–754. https://doi.org/10.1177/0143831X221088306
17.
CavicoF. J.MujtabaB. G.MufflerS. (2018). The duty of loyalty in the employment relationship: Legal analysis and recommendations for employers and workers. Journal of Legal, Ethical and Regulatory Issues, 21(3), 1–27.
18.
ChenH.EyounK. (2021). Do mindfulness and perceived organizational support work? Fear of COVID-19 on restaurant frontline employees’ job insecurity and emotional exhaustion.International Journal of Hospitality Management, 94, Article 102850. https://doi.org/10.1016/j.ijhm.2020.102850
19.
ChoC. C. (2023). A cross-level study of the consequences of work stress in police officers: Using transformational leadership and group member interactions as an example. Psychology Research and Behavior Management, 16(May), 1845–1860. https://doi.org/10.2147/PRBM.S413075
20.
DashG.PaulJ. (2021). CB-SEM vs PLS-SEM methods for research in social sciences and technology forecasting. Technological Forecasting and SocialChange, 173(November), Article 121092. https://doi.org/10.1016/j.techfore.2021.121092
21.
DelmasM. A.PekovicS. (2018). Corporate sustainable innovation and employee behavior. Journal of Business Ethics, 150(4), 1071–1088. https://doi.org/10.1007/s10551-016-3163-1
22.
FettouhK. (2022). The effect of the degree of job satisfaction on organizational loyalty: Empirical study in mascara employment agency. Economics and Culture, 19(2), 17–27. https://doi.org/10.2478/jec-2022-0012
23.
FinstadG. L.BernuzziC.SettiI.FiabaneE.GiorgiG.SommovigoV. (2024). How is job insecurity related to workers’ work–family conflict during the pandemic? The mediating role of working excessively and techno-overload. Behavioral Sciences, 14(4), 288. https://doi.org/10.3390/bs14040288
24.
FiskeA. P. (1992). The four elementary forms of sociality: Framework for a unified theory of social relations. Psychological Review, 99(4), 689–723. https://doi.org/10.1037//0033-295x.99.4.689
25.
GamilY.Abd RahmanI. (2023). Studying the relationship between causes and effects of poor communication in construction projects using PLS-SEM approach. Journal of Facilities Management, 21(1), 102–148. https://doi.org/10.1108/JFM-04-2021-0039
26.
GerpottF. H.Van QuaquebekeN. (2022). Kiss-Up-kick-down to get ahead: A resource perspective on how, when, why, and with whom middle managers use ingratiatory and exploitative behaviours to advance their careers. Journal of Management Studies, 60(7), 1855–1883. https://doi.org/10.1111/joms.12855
27.
GödölleiA. F.BeckJ. W. (2023). Insecure or optimistic? Employees’ diverging appraisals of automation, and consequences for job attitudes. Computers in Human Behavior Reports, 12(June), 1. https://doi.org/10.1016/j.chbr.2023.100342
28.
GogiaE. H.ShaoZ.KhanK.RehmanM. Z.HaddadH.Al-RamahiN. M. (2024). “Exploring the relationship of organizational virtuousness, citizenship behavior, job performance, and combatting ostracism” through structural equational modeling. BMC Psychology, 12(1), 384. https://doi.org/10.1186/s40359-024-01873-9
HackneyK. J.MaherL. P.DanielsS. R.HochwarterW. A.FerrisG. R. (2018). Performance, stress, and attitudinal outcomes of perceptions of others’ entitlement behavior: Supervisor–subordinate work relationship quality as moderator in two samples. Group & Organization Management, 43(1), 101–137. https://doi.org/10.1177/1059601117696676
31.
HairJ. F.RisherJ. J.SarstedtM.RingleC. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2–24. https://doi.org/10.1108/EBR-11-2018-0203
HeJ.TresirichodT. (2024). The mediating role of psychological ownership and job satisfaction in human resource management practices and employee loyalty: A case study of Sichuan university of technology. Journal of Applied Data Sciences, 5(3), 849–863. https://doi.org/10.47738/jads.v5i3.266
34.
HenemanH. G.SchwabD. P. (1985). Pay satisfaction: Its multidimensional nature and measurement. International Journal of Psychology: Journal International de Psychologie, 20(1), 129–141. https://doi.org/10.1080/00207598508247727
35.
HenselerJ.RingleC. M.SarstedtM. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43(1), 115–135. https://doi.org/10.1007/s11747-014-0403-8
36.
HoJ. W.BellicosoE.BondyM.HolnessD. L.MuntanerC.NisenbaumR.RucoA.HassenN.HannaA.PintoA. D. (2024). A brief tool to screen patients for precarious employment: A validation study. The Annals of Family Medicine, 22(1), 26–30. https://doi.org/10.1370/afm.3053
37.
HuC.ZhangS.ChenY. Y.GriggsT. L. (2022). A meta-analytic study of subjective career plateaus. Journal of Vocational Behavior, 132(December 2019), Article 103649. https://doi.org/10.1016/j.jvb.2021.103649
IrfanM.BhattiO. K.MalikR. K. (2021). Impact of compensation on inclusive organizations. Compensation & Benefits Review, 53(3), 103–129. https://doi.org/10.1177/0886368720971922
40.
JiangL.LawrenceA.XuX. (2022). Does a stick work? A meta-analytic examination of curvilinear relationships between job insecurity and employee workplace behaviors. Journal of Organizational Behavior, 43(8), 1410–1445. https://doi.org/10.1002/job.2652
41.
JílkováP. (2021). Sustainable corporate strategy: The role of human capital in the time of COVID-19 crisis. TEM Journal, 10(2), 699–706. https://doi.org/10.18421/TEM102-26
42.
JinH.LiX.LiG. (2024). Impact of corporate social responsibility on employee loyalty: Mediating role of person-organization fit and employee trust. PLoS One, 19(3 March), 1–18. https://doi.org/10.1371/journal.pone.0300933
43.
JohnsonD.LakeC. J. (2019). Contingent worker monetary influence, work attitudes and behavior. Personnel Review, 48(7), 1669–1684. https://doi.org/10.1108/PR-05-2018-0170
44.
JunM.CaiS.ShinH. (2006). TQM practice in maquiladora: Antecedents of employee satisfaction and loyalty. Journal of Operations Management, 24(6), 791–812. https://doi.org/10.1016/j.jom.2005.09.006
45.
KarimD. F.SupraptoS. HMohiW. K. (2023). Optimalisasi kinerja pegawai non PNS di balai prasarana permukiman wilayah Gorontalo. Jurnal Indonesia Sosial Sains, 4(1), 60–67. https://doi.org/10.36418/jiss.v4i1.769
46.
KhanM. A.FarooqiM. R.AhmadM. F.HaqueS.AlkhuraydiliA. (2024). Influence of compensation, performance feedback on employee retention in Indian retail sector. Sage Open, 14(2), 1–15. https://doi.org/10.1177/21582440241236615
47.
KhoaV. D.Van QuangN.DungN. T. N.HoaB. T. P.HuyenN. T. T. (2024). Organizational culture and employees’ loyalty: An emperical research from an university context. International Journal of Religion, 5(6), 118–135. https://doi.org/10.61707/xz6y4808
48.
KulikowskiK.SedlakP. (2023). Is there more to compensation than money? The empirical study of dimensionality of the total rewards model and its implications for entrepreneurship. Entrepreneurial Business and Economics Review, 11(3), 77–91. https://doi.org/10.15678/EBER.2023.110305
49.
LavigneK. N.WhitakerV. L.JundtD. K.ShossM. K. (2019). When do job insecure employees adapt to change?Career Development International, 25(3), 271–286. https://doi.org/10.1108/CDI-03-2019-0083
50.
LawK. S.WongC.-S. (1998). Relative importance of referents on pay satisfaction: A review and test of a new policy-capturing approach. Journal of Occupational and Organizational Psychology, 71(1), 47–60. https://doi.org/10.1111/j.2044-8325.1998.tb00662.x
51.
LazarusR. S.FolkmanS. (1984). Stress, appraisal, and coping: Springer Publishing Company.
52.
LaßI.SkoraT.RügerH.WoodenM.BujardM. (2024). Does temporary employment increase length of commuting? Longitudinal evidence from Australia and Germany. Transportation, 51(4), 1467–1491. https://doi.org/10.1007/s11116-023-10374-4
53.
LeeG. (2015). Korean emotional laborers’ job stressors and relievers: Focus on work conditions and emotional labor properties. Safety and Health at Work, 6(4), 338–344. https://doi.org/10.1016/j.shaw.2015.08.003
54.
LeeG. J.FallerN. (2005). Transactional and relational aspects of the psychological contracts of temporary workers. South African Journal of Psychology, 35(4), 831–847. https://doi.org/10.1177/008124630503500412
55.
LevyM. L. (2016). A proposed amendment to 18 U.S.C. § 1030-the problem of employee theft. George Washington Law Review, 84(6), 1591–1615.
56.
LiQ.LiS.ZhaoH.JiaoL.HanX. (2024). Mixed methods research on satisfaction with athletes’ compensation. Scientific Reports, 14(1), 1–10. https://doi.org/10.1038/s41598-024-55297-x
57.
LingardH.HayesP.TurnerM. (2024). Work-related risk factors for mental ill-health among Australian wildland firefighters. Safety Science, 178(December 2023), Article 106619. https://doi.org/10.1016/j.ssci.2024.106619
58.
LiuB.XinX.GaoX.GaoL. (2022). Challenge–hindrance stressors and employability: The combined role of the energy–motivation process and organizational investment. Psychology Research and Behavior Management, 15(November), 3411–3425. https://doi.org/10.2147/PRBM.S387080
59.
Luna-ArocasR.Danvila-Del ValleI.LaraF. J. (2020). Talent management and organizational commitment: The partial mediating role of pay satisfaction. Employee Relations: The International Journal, 42(4), 863–881. https://doi.org/10.1108/ER-11-2019-0429
60.
LuziphoN.JoubertP. A.DhurupM. (2023). Job stressors, work tension and job satisfaction of academics at a university in South Africa. SA Journal of Human Resource Management, 21, 1–9. https://doi.org/10.4102/sajhrm.v21i0.2015
61.
MagnoF.CassiaF.RingleC. M. (2024). A brief review of partial least squares structural equation modeling (PLS-SEM) use in quality management studies. The TQM Journal, 36(5), 1242–1251. https://doi.org/10.1108/TQM-06-2022-0197
62.
MaunoS.MinkkinenJ.ShimazuA. (2022). Do unnecessary tasks impair performance because they harm living a calling? Testing a mediation in a three-wave study. Journal of Career Assessment, 30(1), 94–109. https://doi.org/10.1177/10690727211018977
63.
MengL.LiD.MaE.DuJ. (2024). How family motivation affects Chinese hotel employees’ extra-role behaviors: A serial mediation model from an instrumental perspective. International Journal of Hospitality Management, 116(September 2023), Article 103625. https://doi.org/10.1016/j.ijhm.2023.103625
64.
Menger-OgleL. M.BakerD.GuerinR. J.CunninghamT. R. (2023). A staffing perspective on barriers to and facilitators of temporary worker safety and health. American Journal of Industrial Medicine, 66(9), 736–749. https://doi.org/10.1002/ajim.23509
65.
NazneenA. (2023). A study work life balance and employee engagement among female medical professionals in Kingdom of Saudi Arabia. WSEAS Transactions on Business and Economics, 20, 1997–2008. https://doi.org/10.37394/23207.2023.20.174
66.
NikolovaI.Vander ElstT.De JongS. B.BaillienE.De WitteH. (2023). Can task changes affect job satisfaction through qualitative job insecurity and skill development?European Journal of Work & Organizational Psychology, 32(4), 520–537. https://doi.org/10.1080/1359432X.2023.2189104
67.
OliverH.ThomasO.NeilR.MollT.CopelandR. J. (2023). Stress and psychological wellbeing in british police force officers and staff. Current Psychology, 42(33), 29291–29304. https://doi.org/10.1007/s12144-022-03903-4
68.
OrnekO. K.WaibelJ.WullingerP.WeinmannT. (2022). Precarious employment and migrant workers’ mental health: A systematic review of quantitative and qualitative studies. Scandinavian Journal of Work, Environment & Health, 48(5), 327–350. https://doi.org/10.5271/sjweh.4019
69.
PandeyT.ChauhanA. S. (2021). Effect of job fulfillment over employee performance execution at the workplace: A study based on identifying the significance of demographical characteristics. International Journal of Asian Business and Information Management, 12(2), 37–56. https://doi.org/10.4018/IJABIM.20210401.oa3
70.
ParedesK. M. S.RodriguezS. K. T.Arévalo-IpanaquéJ. M.ChaparroJ. E. T.Meneses-La RivaM. E.Cabanillas-ChavezM. T.da Costa PoloniaA. (2023). Indicator of job satisfaction related to intention to quit in Peruvian nurses. Academic Journal of Interdisciplinary Studies, 12(4), 75–83. https://doi.org/10.36941/ajis-2023-0096
71.
PengB.BunkaewsukP.UppathamprachaR.KumjumpaP.BaoL. (2024). The effect of work-family conflict on turnover intention for white-collar workers: Examining the mediating role of job stress and burnout. ABAC Journal, 44(1), 104–123. https://doi.org/10.59865/abacj.2024.5
72.
PetittaL.ProbstT. M.GhezziV.BettacE. L.LavaysseL. M.BarbaranelliC. (2024). Job insecurity and work–family interface as predictors of mental and physical health: The moderating role of family–work stereotype threat. Journal of Occupational and Organizational Psychology, 97(2), 452–478. https://doi.org/10.1111/joop.12478
73.
PiccoliB.ReiselW. D.De WitteH. (2021). Understanding the relationship between job insecurity and performance: Hindrance or challenge effect?Journal of Career Development, 48(2), 150–165. https://doi.org/10.1177/0894845319833189
74.
PlimmerG.KuntzJ.BermanE.MalinenS.NäswallK.FrankenE. (2023). The negative relationships between employee resilience and ambiguity, complexity, and inter-agency collaboration. Australian Journal of Public Administration, 82(2), 248–270. https://doi.org/10.1111/1467-8500.12587
75.
PodsakoffP. M.MacKenzieS. B.PodsakoffN. P. (2012). Sources of method bias in social science research and recommendations on how to control it. Annual Review of Psychology, 63(1), 539–569. https://doi.org/10.1146/annurev-psych-120710-100452
76.
RebJ.ChaturvediS.NarayananJ.KudesiaR. S. (2019). Leader mindfulness and employee performance: A sequential mediation model of LMX quality, interpersonal justice, and employee stress. Journal of Business Ethics, 160(3), 745–763. https://doi.org/10.1007/s10551-018-3927-x
77.
RehmanS. U.ElrehailH.PoulinM.ShamoutM. D.AlzoubiH. M. (2023). Green managerial practices and green performance: A serial mediation model. International Journal of Innovation Studies, 7(3), 196–207. https://doi.org/10.1016/j.ijis.2022.12.004
78.
Ruiz-PalominoP.Zoghbi-Manrique-de-LaraP.SilvaG. M. (2023). How temporary/permanent employment status and mindfulness redraw employee organizational citizenship responses to person-organization fit. Revista de Psicología del Trabajo y de las Organizaciones, 39(1), 23–36. https://doi.org/10.5093/jwop2023a3
79.
RussoC.TerraneoM. (2020). Mental well-being among workers: A cross-national analysis of job insecurity impact on the workforce. Social Indicators Research, 152(2), 421–442. https://doi.org/10.1007/s11205-020-02441-5
80.
SakaiK.NagataT.OdagamiK.AdiN. P.NagataM.MoriK. (2023). Inequality in workplace support for various types of precarious workers compared with permanent workers in Japan: A cross-sectional study. Journal of Occupational Health, 65(1), 1–10. https://doi.org/10.1002/1348-9585.12431
81.
SarstedtM.LiuY. (2024). Advanced marketing analytics using partial least squares structural equation modeling (PLS-SEM). Journal of Marketing Analytics, 12(1), 1–5. https://doi.org/10.1057/s41270-023-00279-7
82.
SarwarA.Ibrahim AbdullahM.SarfrazM.Kashif ImranM. (2019). Collaborative effect of workplace ostracism and self-efficacy versus job stress. Journal of Entrepreneurship, Management and Innovation, 15(4), 107–138. https://doi.org/10.7341/20191544
83.
SharmaA.KohliA. (2022). Relationship between psychological empowerment and job satisfaction among educators. Организационная психология, 12(4), 41–54. https://doi.org/10.17323/2312-5942-2022-12-4-41-54
84.
ŠiškaL. (2017). Porównanie CB-SEM i PLS-SEM: Studium pokazujące wpływ rachunkowości zarządczej na wyniki. Polish Journal of Management Studies, 15(2), 240–249. https://doi.org/10.17512/pjms.2017.15.2.22
85.
St-DenisX.HollisterM. (2024). Are all the stable jobs gone? The transformation of the worker–firm relationship and trends in job tenure duration and separations in Canada, 1976–2015. Work, Employment & Society: A Journal of the British Sociological Association, 38(3), 657–683. https://doi.org/10.1177/09500170221146916
86.
TamN. T. (2024). Applying quantitative and data analysis using structural equation modeling for accessing factors influencing employee loyalty. Journal of Applied Data Sciences, 5(1), 1–15. https://doi.org/10.47738/jads.v5i1.151
87.
TenhiäläA.ChungD. J.ParkT. Y. (2024). Procedural pay transparency, motivational climate, and employee outcomes. Compensation and Benefits Review, 56(2), 83–102. https://doi.org/10.1177/08863687231216135
Vukovi´cM. (2024). CB-SEM vs PLS-SEM comparison in estimating the predictors of investment intention. Croatian Operational Research Review, 15(2), 131–144. https://doi.org/10.17535/crorr.2024.0011
90.
WagenaarA. F.KompierM. A. J.HoutmanI. L. D.Van Den BosscheS.SmuldersP.TarisT. W. (2012). Can labour contract differences in health and work-related attitudes be explained by quality of working life and job insecurity?International Archives of Occupational and Environmental Health, 85(7), 763–773. https://doi.org/10.1007/s00420-011-0718-4
91.
WangQ.XiaA.ZhangW.CaiZ.ZhangX.TengX.ZhangJ.QianJ. (2021). How challenge demands have offsetting effects on job performance: Through the positive and negative emotions. Frontiers in Psychology, 12(December), Article 745413. https://doi.org/10.3389/fpsyg.2021.745413
92.
WijonarkoG.MuksinN. N.RajianiI. (2024). The loyalty imperative: Understanding the link between organizational culture and employee commitment. Journal of Infrastructure, Policy and Development, 8(4), 1–17. https://doi.org/10.24294/jipd.v8i4.3267
93.
XuY.LiaoC.HuangL.LiZ.XiaoH.PanY. (2024). The positive side of stress: Investigating the impact of challenge stressors on innovative behavior in higher education. Acta Psychologica, 246(December 2023), Article 104255. https://doi.org/10.1016/j.actpsy.2024.104255
94.
Yüce-SelviÜ.SümerN.Toker-GültaşY.LåstadL.SverkeM. (2023). Behavioral reactions to job insecurity climate perceptions: Exit, voice, loyalty, and neglect. International Journal of Environmental Research and Public Health, 20(9), 5732. https://doi.org/10.3390/ijerph20095732
95.
ZanabazarA.UvgunkhuuG. O.JigjiddorjS.YondonC. (2024). The mediating role of employee loyalty and job engagement relationship between job satisfaction and intention to leave among bank employees in Mongolia. International Journal of Innovative Research and Scientific Studies, 7(3), 1118–1127. https://doi.org/10.53894/ijirss.v7i3.3086
96.
ZhangY. A. I.ZhangX. N. A.XuN.YunE. K. (2021). Nurses’ turnover intention in secondary hospitals in China: A structural equation modelling approach. Journal of Nursing Management, 29(7), 2216–2224. https://doi.org/10.1111/jonm.13379
97.
ZhuF.CaiZ.BuchtelE. E.GuanY. (2019). Career construction in social exchange: A dual-path model linking career adaptability to turnover intention. Journal of Vocational Behavior, 112(April), 282–293. https://doi.org/10.1016/j.jvb.2019.04.003
98.
ZhuY.ObengA. F.AzingaS. A. (2024). Supportive supervisor behavior and helping behaviors in the hotel sector: Assessing the mediating effect of employee engagement and moderating influence of perceived organizational obstruction. Current Psychology, 43(1), 757–773. https://doi.org/10.1007/s12144-023-04326-5
