Based on gain and loss spiral principles from Conservation of Resources (COR) theory, we examined change-related reciprocal relations between three key resources (i.e. self-esteem, sense of belonging and perceived social support) and job insecurity. We adopted a latent change score (LCS) approach and examined the loss and gain spirals with a seven-wave longitudinal dataset from the New Zealand Attitudes and Values Study (N = 6518). The LCS models indicated that: (1) self-esteem predicts decreased job insecurity, but not vice versa, (2) sense of belonging predicts decreased job insecurity, but not vice versa and (3) there is a change-related reciprocal relationship between perceived social support and job insecurity. Inconsistent with the primacy of resource loss proposed by COR theory, we also confirm that the effects of self-esteem, sense of belonging and perceived social support on changes in job insecurity (i.e., gain spirals) are stronger than the effects of job insecurity on changes in these three resources (i.e., loss spirals). These findings provide a cautionary note to previous research based on cross-sectional or lagged designs and using regression or (traditional or random intercept) cross-lagged analyses. By taking a resource perspective, our research provides an impetus for understanding change-related reciprocal relations between resources and job insecurity.

中文翻译：

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得失螺旋：资源与工作不安全感之间的相互关系

基于资源保护（COR）理论中的得失螺旋原理，我们研究了三种关键资源（即自尊、归属感和感知的社会支持）与工作不安全感之间与变化相关的相互关系。我们采用了潜在变化评分 (LCS) 方法，并使用新西兰态度和价值观研究 ( N ) 的七波纵向数据集检查了损失和收益螺旋 = 6518）。LCS 模型表明：（1）自尊可以预测工作不安全感的降低，但反之则不然；（2）归属感可以预测工作不安全感的降低，但反之则不然；（3）两者之间存在变化相关的相互关系。感知到的社会支持和工作不安全感。与 COR 理论提出的资源损失的首要性不一致，我们还证实，自尊、归属感和感知社会支持对工作不安全感变化（即收益螺旋）的影响比工作不安全感对工作不安全感的影响更强。这三种资源的变化（即损失螺旋）。这些发现为先前基于横截面或滞后设计并使用回归或（传统或随机截距）交叉滞后分析的研究提供了警示。从资源的角度来看，