Publication
Does removing job security foster healthy and effective organisations? A systematic review of public and private sector research
This article by Kohei Suzuki and his co-authors examine the relationship between job security, at-will employment, and employee outcomes in the public sector amid growing reforms and politicisation.
- Author
- Eloy Oliveira, Shang Yat Lam, Gordon Abner, Shinwoo Lee, Hyunkang Hur ,Kohei Suzuki, James L. Perry
- Date
- 29 October 2025
- Links
- Read the full article here
The research synthesises 119 empirical studies examining how shifts toward at-will employment affect public sector job security worldwide. These shifts are characterised by the ease of dismissal without cause. Traditionally, civil servants enjoyed strong job protections, but recent political trends have increasingly replaced merit-based staffing with political appointments and broadened the conditions for dismissal, with significant reforms noted in countries such as Hungary and the United States.
The systematic review finds that increased job insecurity is strongly linked to higher rates of employee turnover and intentions to leave employment. Furthermore, job insecurity correlates negatively with key attitudes and behaviours such as job satisfaction, organisational commitment, loyalty, organisational citizenship behaviour, and overall job performance. These findings suggest that transforming employment contracts for civil servants from just-cause to at-will not only risks politicisation but also threatens government effectiveness by undermining workforce stability and motivation.
The evidence ultimately cautions that at-will employment systems, particularly when implemented without adequate safeguards, could erode the organisational culture essential for public sector performance and innovation. The review calls for careful consideration of the broader implications of employment reforms and highlights the need for future research on mitigating negative impacts for governments transitioning to more flexible employment models.