Summary of research results
| Hypotheses | Content | Result |
|---|---|---|
| Hypothesis 1a | Quantitative job insecurity has a negative indirect effect on employee learning via self-determined work motivation | Unsupported |
| Hypothesis 1b | Qualitative job insecurity has a negative indirect effect on employee learning via self-determined work motivation | Supported |
| Hypothesis 2a | Quantitative job insecurity has a negative indirect effect on employee learning via work non-self-determined motivation | Unsupported |
| Hypothesis 2b | Qualitative job insecurity has a negative indirect effect on employee learning via work non-self-determined motivation | Unsupported |
| Hypothesis 3a | Quantitative job insecurity has a negative indirect effect on employee UPB via self-determined work motivation | Unsupported |
| Hypothesis 3b | Qualitative job insecurity has a negative indirect effect on employee UPB via self-determined work motivation | Unsupported |
| Hypothesis 4a | Quantitative job insecurity has a negative indirect effect on employee UPB via work non-self-determined work motivation | Unsupported |
| Hypothesis 4b | Qualitative job insecurity has a negative indirect effect on employee UPB via work non-self-determined work motivation | Supported |
| Hypotheses | Content | Result |
|---|---|---|
| Quantitative job insecurity has a negative indirect effect on employee learning via self-determined work motivation | Unsupported | |
| Qualitative job insecurity has a negative indirect effect on employee learning via self-determined work motivation | ||
| Quantitative job insecurity has a negative indirect effect on employee learning via work non-self-determined motivation | Unsupported | |
| Qualitative job insecurity has a negative indirect effect on employee learning via work non-self-determined motivation | Unsupported | |
| Quantitative job insecurity has a negative indirect effect on employee UPB via self-determined work motivation | Unsupported | |
| Qualitative job insecurity has a negative indirect effect on employee UPB via self-determined work motivation | Unsupported | |
| Quantitative job insecurity has a negative indirect effect on employee UPB via work non-self-determined work motivation | Unsupported | |
| Qualitative job insecurity has a negative indirect effect on employee UPB via work non-self-determined work motivation |
Sharing content requires targeting cookies to be enabled. Please update your cookie preferences to use this feature.