Parallel Process Latent Growth Analysis of Digital Job Insecurity and Employee Innovative Behavior Over Time
1
School of Public Health, Jilin University, Changchun, China
Popul. Med. 2026;8(Supplement Supplement 1):A2609
ABSTRACT
BACKGROUND:
Digital job insecurity has become an increasingly salient occupational stressor in the context of digital transformation. Although prior research has linked job insecurity to innovative behavior, most evidence is cross-sectional, limiting understanding of how these constructs co-develop over time and whether changes in insecurity are associated with changes in innovation.
METHODS:
A three-wave longitudinal survey was conducted among 1,586 employees over a 12-month period (0, 8, and 12 months). Parallel process latent growth modeling was applied using robust maximum likelihood estimation with full information maximum likelihood for missing data. Growth factors were specified for digital job insecurity (Digital Job Insecurity), social support (Social Support), creative self-efficacy (Creative Self-Efficacy), and innovative behavior (Innovative Behavior). To ensure model stability, slope variances for social support and creative self-efficacy were fixed to zero.
RESULTS:
The stabilized parallel process model demonstrated acceptable fit (comparative fit index = 0.939; Tucker–Lewis index = 0.913; root mean square error of approximation = 0.063; standardized root mean square residual = 0.059). At baseline, higher social support and creative self-efficacy were positively associated with higher innovative behavior (both p < 0.05), whereas baseline digital job insecurity showed no significant association. In a slope-only comparison model, increases in digital job insecurity were negatively related to changes in innovative behavior; however, this association was attenuated and no longer statistically significant after accounting for baseline levels and parallel processes.
CONCLUSIONS:
Employees’ innovative behavior appears to be more strongly associated with stable psychological resources than with short-term changes in digital job insecurity. The relationship between worsening insecurity and innovation change is sensitive to model specification, highlighting the importance of separating baseline differences from longitudinal change when examining dynamic work-related stressors.
Digital job insecurity has become an increasingly salient occupational stressor in the context of digital transformation. Although prior research has linked job insecurity to innovative behavior, most evidence is cross-sectional, limiting understanding of how these constructs co-develop over time and whether changes in insecurity are associated with changes in innovation.
METHODS:
A three-wave longitudinal survey was conducted among 1,586 employees over a 12-month period (0, 8, and 12 months). Parallel process latent growth modeling was applied using robust maximum likelihood estimation with full information maximum likelihood for missing data. Growth factors were specified for digital job insecurity (Digital Job Insecurity), social support (Social Support), creative self-efficacy (Creative Self-Efficacy), and innovative behavior (Innovative Behavior). To ensure model stability, slope variances for social support and creative self-efficacy were fixed to zero.
RESULTS:
The stabilized parallel process model demonstrated acceptable fit (comparative fit index = 0.939; Tucker–Lewis index = 0.913; root mean square error of approximation = 0.063; standardized root mean square residual = 0.059). At baseline, higher social support and creative self-efficacy were positively associated with higher innovative behavior (both p < 0.05), whereas baseline digital job insecurity showed no significant association. In a slope-only comparison model, increases in digital job insecurity were negatively related to changes in innovative behavior; however, this association was attenuated and no longer statistically significant after accounting for baseline levels and parallel processes.
CONCLUSIONS:
Employees’ innovative behavior appears to be more strongly associated with stable psychological resources than with short-term changes in digital job insecurity. The relationship between worsening insecurity and innovation change is sensitive to model specification, highlighting the importance of separating baseline differences from longitudinal change when examining dynamic work-related stressors.
| eISSN: | 2654-1459 |
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