Although the most recent meta-analysis by Sverke et al. (2019) provides conclusive evidence documenting adverse effects of employees’ perceived job insecurity on a wide range of performance outcomes, theoretical understanding of the psychological processes underlying these relationships and their boundary conditions is still lagging behind. The aim of this review chapter is to address these lacunae by summarizing dominant theoretical frameworks used to explain the job insecurity-performance relationship. In particular, in the following paragraphs we (i) describe and integrate main theoretical explanations of the negative effects of job insecurity on performance; and (ii) account for moderators that can potentially ameliorate indirect effects of job insecurity by placing particular emphasis on organizational justice. We also highlight several plausible research pathways that could further advance the understanding of the intervening variables in the job insecurity-performance relationship, including test of multiple mediators, more rigorous longitudinal research methodology and test of boundary conditions.