This study investigates the prevalence and magnitude of job insecurity experienced by employees in an organisation undergoing major transformation, while taking cognisance of intercorrelations among its sub-dimensions. The research adopted a formal, hypothesis-testing approach whereby quantitative data was collected using a cross-sectional survey method from a sample of 1620 employees.  The findings indicate that threats to salient job features/total job and feelings of powerlessness trigger the potential for job insecurity.  This study identifies conditions that increase the potential for job insecurity.  Recommendations are presented for reducing the prevalence and magnitude of job insecurity.