The Effects Of Job Insecurity And Organizational Justice On Employee Sustainable Performance With Employee Well- Being As An Intervening Variable

Abstract

One key focus area is labor policies designed to reduce unemployment and guarantee decent work for all women, men, young people, and individuals with disabilities while promoting equal pay for work of equal value and ensuring the fair redistribution of unpaid care and domestic responsibilities. According to the United Nations, “decent work” refers to employment opportunities that are free from exploitation, uphold dignity and equality, offer fair wages, and provide safe working conditions for everyone. Recently, there has been a growing trend in the use of part-time workers. However, previous studies indicate that part-time employees often feel vulnerable due to employers’ neglect of their statutory rights, lack of legal certainty, fluctuating incomes, and a tendency toward exploitation. Given the rising role of part-time employment, it becomes essential to examine performance management strategies that can help sustain the performance of part-time workers, thereby supporting overall organizational effectiveness. This study reveals that organizational justice has a significant positive impact on employee well-being, whereas job insecurity exerts a significant negative influence. In turn, employee well-being positively contributes to sustainable employee performance.