4,428 results on '"Job insecurity"'
Search Results
2. The effect of entrepreneurial intentions on depression: the mediating role of job insecurity and moderating roles of person vocation fit, and entrepreneurial leadership in the longitudinal study
- Author
-
Shabeer, Sobia
- Published
- 2024
- Full Text
- View/download PDF
3. Labor market institutions and employee self-reported mental health
- Author
-
Lyon, Gregory
- Published
- 2024
- Full Text
- View/download PDF
4. Tasks at hand or more challenges: The roles of regulatory focus and job insecurity in predicting work behaviours.
- Author
-
Tu, Yan, Wang, Hai‐Jiang, Jiang, Lixin, De Witte, Hans, and Long, Lirong
- Subjects
- *
SUPERVISION of employees , *SELF-evaluation , *JOB security , *TASK performance , *RESEARCH funding , *WORK environment , *UNCERTAINTY , *DESCRIPTIVE statistics , *SURVEYS , *MOTIVATION (Psychology) , *PSYCHOLOGY , *HYPOTHESIS , *ANALYSIS of variance , *THEORY , *JOB performance , *EMPLOYEE attitudes - Abstract
Previous studies have explored the effects of trait regulatory focus on routine performance and proactive behaviour yet failed to reveal the underlying motivational mechanisms and investigate how these effects may operate in uncertain environments. To fill this gap, our study first draws upon regulatory focus theory to examine the motivational mechanisms linking trait regulatory focus with routine performance and challenge‐seeking behaviour (i.e., a type of proactive behaviour). We hypothesize that trait prevention focus improves routine performance but reduces challenge‐seeking behaviour via avoidance motivation, whereas trait promotion focus increases routine performance and challenge‐seeking behaviour through approach motivation. Incorporating trait activation theory, we further theorize that uncertainty that threatens individuals' security needs (i.e., quantitative job insecurity) strengthens trait prevention focus effects, while uncertainty that threatens individuals' growth needs (i.e., qualitative job insecurity) weakens trait promotion focus effects. Analysing two‐wave data from 275 employees and 58 supervisors, we found that (a) trait prevention focus had an unconditional positive indirect effect on employee self‐reported routine performance via increased avoidance motivation and (b) trait promotion focus had positive indirect effects on employee self‐reported and supervisor‐rated routine performance and challenge‐seeking behaviour via enhanced approach motivation, with these effects stronger at lower levels of qualitative job insecurity. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
5. The Buffering Role of Workplace Mindfulness: How Job Insecurity of Human-Artificial Intelligence Collaboration Impacts Employees' Work–Life-Related Outcomes.
- Author
-
Wu, Tung-Ju, Liang, Yuan, and Wang, Yushu
- Subjects
- *
JOB security , *ARTIFICIAL intelligence , *WELL-being , *MINDFULNESS , *ANXIETY - Abstract
Currently, employees are not being replaced by artificial intelligence (AI), but they are facing increasing pressure to adapt and master new AI-related skills—regardless of their attitude to AI collaboration. Drawing on the job demands–resources model (JD-R) and Probst's (2002) framework, we explain how and when job insecurity related to human–AI collaboration (HAI-C) influences employees' tech-learning anxiety and subsequent work–life-related outcomes. Additionally, we examine whether workplace mindfulness can mitigate the negative effect of HAI-C job insecurity. We conducted an online experiment (study 1: N = 226) and a three-wave lagged survey (study 2: N = 350) with Chinese employees who daily work with AI. Our results show that HAI-C job insecurity positively relates to HAI-C tech-learning anxiety and subsequently affects employees' creative performance, informal field-based learning, well-being, and psychological health. Workplace mindfulness played a crucial role in mitigating the negative effect of HAI-C job insecurity on tech-learning anxiety. Specifically, for employees with higher workplace mindfulness, the indirect effects of HAI-C job insecurity on work–life outcomes through tech-learning anxiety were weaker. Our findings have significant implications for both theory and practice concerning HAI-C systems. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
6. Demystifying Benevolent Leadership: When Subordinates Feel Obligated to Undertake Illegitimate Tasks.
- Author
-
Ye, Shen, Chen, Lu, and Qu, Yuanmei
- Subjects
BENEVOLENCE ,LEADERSHIP ,SUPERIOR-subordinate relationship ,RESPONSIBILITY ,TASKS ,EMPLOYEES - Abstract
Drawing on social exchange theory and benevolent leadership literature, we show how the largesse associated with benevolent leadership can cause subordinates to feel obliged to undertake illegitimate tasks assignments that go beyond their job duties. The hypotheses are tested in a scenario experimental study and a multisource, time-lagged field survey. Both studies indicate that benevolent leadership evokes indebtedness in subordinates (called felt obligation), which is then indirectly related to their willingness to undertake illegitimate tasks. The second study shows that subordinates who try to avoid actions that damage relationships (called disintegration avoidance) and those who feel job insecurity are most willing to perform illegitimate assignments. Practical implications for curbing workplace exploitation are discussed. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
7. Hospitality labor leakage and dynamic turnover behaviors in the age of artificial intelligence and robotics.
- Author
-
Kang, Juhyun, Shin, Hakseung, and Kang, Changseong
- Abstract
Copyright of Journal of Hospitality & Tourism Technology is the property of Emerald Publishing Limited and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
- Published
- 2024
- Full Text
- View/download PDF
8. Does workplace spirituality play a protective role? A study on job insecurity, perceived business uncertainty, and employee well-being in Pakistan during the COVID-19 pandemic.
- Author
-
Jessani, Komal, Ngo, Michelle She Min, and Lau, Patricia Yin Yin
- Abstract
AbstractPerceived business uncertainty and job insecurity depleted employees’ emotional resources, leading to increased stress. The moderating role of workplace spirituality against these demands remains underexplored in hospitality research. This study investigates whether job insecurity mediates the relationship between perceived business uncertainty and employee well-being and whether workplace spirituality moderates these relationships. Two hundred and thirty-three hospitality employees in Pakistan participated in the study. The analysis revealed perceived business uncertainty exhibited nonsignificant relationship with job insecurity and employee well-being. Job insecurity was found to adversely impact employee well-being. Furthermore, workplace spirituality was found to moderate the impact of job insecurity on employees’ well-being. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
9. The effect of the tenure track on faculty member's job insecurity and innovative work behavior.
- Author
-
Yang, Xi, Cai, Xinlan, and Cai, Jia
- Abstract
Through a survey of faculty members from 21 top research universities in China, this study analyzes the impact of the tenure reform on faculty members' job insecurity and innovative work behavior in research. The results indicate a negative relationship between the tenure-track system and faculty's innovative work behavior in terms of trying new directions and methods. However, no significant impact of the tenure track on the implementation and support of innovative ideas was observed. This study also reveals that the tenure track increased job insecurity among faculty members, primarily quantitative insecurity. This is due to higher publication demands and the strict enforcement of the "up-or-out" contracts, which resulted in rising concerns over job loss. Further analysis reveals that job insecurity played a mediating role in the relationship between the tenure track and faculty members' innovative behaviors in academic research. Based on the findings, this study recommends raising the criteria for tenure-track admission to reduce excessive peer competition. It also highlights the need to enhance academic autonomy and peer evaluation to ensure the quality of research outputs. In addition, it suggests implementing a more flexible exit mechanism to reduce job insecurity for faculty on the tenure track, thereby creating a more stable environment conducive to research innovation. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
10. When does CSR‐facilitation human resource management motivate employee job engagement? The contextual effect of job insecurity.
- Author
-
Iqbal, Kamran, Shen, Jie, and Deng, Xin
- Subjects
PERSONNEL management ,SOCIAL responsibility of business ,JOB security ,STAKEHOLDER theory ,WORK environment - Abstract
Drawing upon social identification theory and stakeholder theory, the current study examines the contextual effect of job insecurity on the indirect relationship between general corporate social responsibility facilitation‐human resource management (HRM) and employee job engagement through the mediation of organizational pride. Our analysis of a two‐wave dataset with a sample of 255 full‐time employees in the banking sector reveals that job insecurity negatively moderates the impact of general CSR‐facilitation HRM on organizational pride, which in turn is positively related to employee job engagement. This study advances the socially responsible HRM literature by providing insights into the underlying mechanisms and the contextual conditions under which general CSR‐facilitation HRM influences employee workplace outcomes in the presence of conflicting interests among stakeholders. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
11. Predictors of work engagement in professional musicians during the COVID-19 pandemic.
- Author
-
Rucsanda, Mădălina Dana, Radu-Giurgiu, Cristina, Belibou, Alexandra, and Cazan, Ana-Maria
- Abstract
While the coronavirus disease (COVID)-19 crisis is impacting many areas of society, some professions are more affected by the COVID-19 pandemic than others, especially by the feeling of insecurity about future working conditions. The present research was conducted during the pandemic and assesses the extent to which musicians' desire to develop professionally, their work engagement and their motivation to study further in the context of job insecurity, intolerance to uncertainty, and emotion regulation were affected. A cross-sectional design was used. The participants were 167 Romanian professional musicians. The results show that cognitive reappraisal and achievement-striving moderate the relationship between qualitative job insecurity and work engagement, more specifically: cognitive reappraisal and achievement-striving are moderators and buffer the negative relationship between qualitative job insecurity and work engagement. Given that the current context is marked by uncertainty, future studies could investigate the effect that intervention for managing emotions can have on increasing well-being and work engagement. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
12. The Role of Human Values in the Relationship Between Industry 4.0 and Job Insecurity in an Emerging Economy.
- Author
-
Bernal‐Torres, César A., Thoene, Ulf, Ferreira‐Hoyos, Andrea, Aldana‐Bernal, Juan C., and García Alonso, Roberto
- Subjects
- *
EXPLORATORY factor analysis , *TECHNOLOGICAL unemployment , *CONFIRMATORY factor analysis , *JOB security , *STRUCTURAL equation modeling - Abstract
ABSTRACT This study analyses the relationship between Industry 4.0, human values and job insecurity in Colombia against significant technological changes and global economic challenges. It aims to understand how human values mediate the relationship between Industry 4.0's technological advances and the perception of job security in the current era of economic and social uncertainty. Utilising a Likert scale, the study gathered 714 survey responses from employees in medium and large Colombian companies. The study used a multistage multivariate analysis approach, starting with unidimensionality analysis, followed by reliability and validity analysis to measure accuracy. Exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) were subsequently employed to test the underlying factor structures of the data. Finally, structural equation modelling integrated the findings, forming a model that sheds light on the relationships among the studied variables. The analysis revealed strong human values such as commitment, collaboration, tolerance, honesty and loyalty in the workplace. Interestingly, participants had a low perception of job insecurity, indicating a more complex relationship between technological advancements and job security perceptions. This study offers valuable insights into how human values shape the workforce's response to the rapid changes of Industry 4.0, particularly in an emerging economy like Colombia. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
13. Uncertainty tolerance moderates the link between job insecurity and service performance: evidence from China's hotel frontline employees.
- Author
-
Yu, Shengxian, Wang, Zhong, Cai, Wei, and Gong, Xiaoxiao
- Subjects
JOB security ,PERSONNEL management ,HOTEL employees ,PSYCHOLOGICAL stress ,HOSPITALITY industry - Abstract
The pandemic crisis outbreak has impacted the hospitality industry tremendously. This study investigated the effect of job insecurity on service performance and examined the mediating role of cognitive appraisal and the moderating effect of uncertainty tolerance from the perspectives of cognitive appraisal theory of stress. The study collected a questionnaire from 316 hotel employees at three time points, with a one-month interval between the two time points. The SPSS PROCESS macro and MPLUS are used to test the research hypotheses. The results highlighted that the mediating role of challenge-hindrance appraisal, affirming that job insecurity positively impacts service performance via increasing challenge appraisal, and job insecurity negatively impacts service performance via increasing hindrance appraisal. Furthermore, the results show that uncertainty tolerance moderates the relationship between job insecurity and cognitive appraisal and also moderated the indirect effect of job insecurity on service performance through cognitive appraisal. The research results provide implications for human resource management in the hospitality industry. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
14. Career adaptability and work engagement: the roles of person–organization fit and job insecurity.
- Author
-
Chen, Qishan, Li, Jiamin, Shen, Ruixing, Wang, Ruochun, Xu, Jiali, and Zhou, Jieyu
- Subjects
JOB involvement ,JOB security ,FULL-time employment ,ACQUISITION of data - Abstract
Purpose: The purpose of this study is to examine the relationship between employees' career adaptability and work engagement. Specifically, this study investigates the mediating role of person‒organization fit in the relationship between career adaptability and work engagement as well as the moderating role of job insecurity in this mediating effect. Methods: We collected data from 248 full-time employees in China and utilized robust statistical techniques to test a moderated mediation model that includes the constructs of career adaptability, person‒organization fit, job insecurity, and work engagement. Results: Career adaptability is positively related to employees' work engagement, and person‒organization fit mediates the relationship between career adaptability and work engagement. Job insecurity moderates the mediating effects of person‒organization fit in this context. The relationship between person‒organization fit and work engagement is stronger at low (vs. high) levels of job insecurity. Conclusion: This research contributes to theory by demonstrating that the mediating effect of person‒organization fit and the moderating effect of job insecurity represent additional explanations of the impact of career adaptability on work engagement. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
15. Why and when transformational leadership influences followers' qualitative job insecurity: A three‐wave moderated mediation study.
- Author
-
Xu, Xiaohong, Jiang, Lixin, Bohle, Sergio López, Medina, Felipe Muñoz, and Gu, Meiqiao
- Subjects
- *
EMPLOYEE psychology , *MANAGEMENT styles , *JOB security , *WORK environment , *LEADERSHIP , *LONGITUDINAL method , *SURVEYS , *FACTOR analysis , *SELF-perception , *FRIENDSHIP - Abstract
This study explored the mediation role of follower organization‐based self‐esteem (OBSE) and the moderation role of workplace friendship in the relationship between transformational leadership and follower qualitative job insecurity. We adopted a three‐wave longitudinal design and collected survey data from 142 Chilean employees. Cross‐lagged mediation panel analysis indicated that transformational leadership had a lagged effect on follower OBSE, which, in turn, had a lagged effect on follower qualitative job insecurity. Further, follower workplace friendship moderated the effect of transformational leadership on follower OBSE such that transformational leadership only promoted follower OBSE when followers had high workplace friendship but did not significantly moderate the indirect effect of transformational leadership on follower qualitative job insecurity via OBSE. Integrating the leadership literature with the job insecurity literature, our study takes the first attempt to explore how, why, and when transformational leadership may influence follower qualitative job insecurity. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
16. Seeing the forest for the trees: A response to commentaries on job insecurity conceptualizations, processes and social context.
- Author
-
Klug, Katharina, Selenko, Eva, Van Hootegem, Anahí, Sverke, Magnus, and De Witte, Hans
- Subjects
- *
JOB security , *LABOR market , *MOTIVATION (Psychology) , *SOCIAL skills - Abstract
We are grateful for the two commentaries on our lead article on job insecurity, its psychological repercussions and broader social context, which provide important additions, as well as impetus to refine and clarify our arguments. In this rejoinder, we respond to the most important points raised by the commentators: we refine our conceptualization of job insecurity, challenge the idea of job insecurity as a motivator and discuss the role of employees' immediate social context at the meso‐level, as well as theoretical explanations for the fundamental mechanisms of job insecurity. We conclude by emphasizing once more the political significance of job insecurity, as well as the need for evidence‐based interventions to address its root causes. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
17. Disrupting the social and time vacuum: A systemic and lifespan perspective on job insecurity.
- Author
-
Debus, Maike E. and Unger, Dana
- Subjects
- *
FAMILIES & psychology , *JOB security , *UNEMPLOYMENT , *INDUSTRIAL psychology , *EXPERIENCE , *SOCIAL learning theory , *RESEARCH , *APPLIED psychology , *MATHEMATICAL models , *PRACTICAL politics , *THEORY , *INTERPERSONAL relations , *TRANSACTIONAL analysis - Abstract
In their lead article, Klug et al. conceptualize job insecurity as a multilevel construct whereby individuals are situated in mesolevel and macrolevel contexts. In our article, we advocate deepening the current conceptual model with two partially intertwined perspectives. First, we suggest adding a systemic perspective at the mesolevel that considers individuals' nestedness in family and relationship systems, thus looking into how individuals' job insecurity affects close others (i.e., [romantic] partners and family members) and how close others affect individuals' experience of and reactions to job insecurity. To illustrate our propositions, we draw on the crossover model and the systemic‐transactional model of stress processes within romantic couples. Second, we suggest adding a lifespan perspective that considers biographic time as a facet of the individual level in addition to historical time on the macrolevel. In doing so, we draw on the notion of path dependence and processes related to social learning. We advocate for future research taking into account the various, intertwined levels on which job insecurity operates to fully understand job insecurity as well as its consequences and remedies. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
18. A lead article to go deeper and broader in job insecurity research: Understanding an individual perception in its social and political context.
- Author
-
Klug, Katharina, Selenko, Eva, Van Hootegem, Anahí, Sverke, Magnus, and De Witte, Hans
- Subjects
- *
CORPORATE culture , *JOB security , *WORK environment , *ECONOMIC status , *SOCIAL attitudes , *PSYCHOLOGY , *APPLIED psychology , *CONCEPTUAL structures , *PRACTICAL politics , *THEORY , *EMPLOYEE attitudes - Abstract
Job insecurity, that is, the perceived threat of job loss or of valued job features, is a well‐documented stressor with negative consequences for employees. This lead article proposes to advance the field by going both deeper and broader in linking individual job insecurity experiences to their social context on the microlevel (individual characteristics), the mesolevel (the individual's immediate social context such as organizations) and the macrolevel (the wider context such as countries). Going deeper, we discuss theoretical and methodological approaches to investigate how job insecurity affects employees' experience of work but also their identity and life outside work—essentially, how people view themselves and their place in society. Going broader, we review evidence of macrolevel influences as predictors and moderators of job insecurity, as well as the effects of job insecurity on political attitudes and behaviour. Taken together, we discuss these two streams of research as top‐down and bottom‐up mechanisms in the interplay between individual job insecurity experiences and their socio‐political context. We conclude with suggestions for future research and theory development to move the field forward. We hope to provide a fruitful point of departure to delve into the mechanisms between experiences of job insecurity and the broader social context. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
19. On‐ and off‐the‐job embeddedness differentially shape stress‐related reactions to job insecurity.
- Author
-
Porter, Caitlin M., Peltokorpi, Vesa, and Allen, David G.
- Subjects
- *
POLITICAL psychology , *EMPLOYEE psychology , *CHRONIC disease risk factors , *RISK assessment , *EMPLOYEE retention , *JOB security , *LABOR productivity , *PSYCHOLOGICAL burnout , *ECOLOGY , *INSOMNIA , *DISEASE prevalence , *JOB stress , *PSYCHOLOGICAL stress , *TECHNOLOGY , *EMPLOYEE attitudes , *WELL-being , *INDUSTRIAL hygiene , *DISEASE risk factors - Abstract
The prevalence of job insecurity is increasing due to technological, geopolitical, and environmental changes worldwide, leading to negative stress‐related reactions and health outcomes for employees and productivity loss for organizations. Despite these consequences, few recommendations exist for how people can effectively cope with perceived job insecurity to mitigate stress‐related reactions. Drawing from resource‐based stress theories, we highlight job embeddedness, which captures contextual resources derived from on‐the‐job and off‐the‐job domains, as a key factor shaping employee's stress‐related reactions to job insecurity. Data collected at three time points over 12 months from 483 employees in various organizations in Japan reveals that on‐the‐job embeddedness exacerbates the positive relationships of job insecurity with both emotional exhaustion and chronic insomnia, whereas off‐the‐job embeddedness mitigates these associations. This study contributes to the literature by identifying off‐the‐job embeddedness as a bundle of contextual resources that helps employees cope with perceived job insecurity and demonstrating the contrasting effects of the two dimensions of embeddedness in shaping health‐related consequences of job insecurity. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
20. The Perils of Perfection: Navigating the Ripple Effects of Organizational Perfectionism on Employee Misbehavior through Job Insecurity and the Buffering Role of AI Learning Self-Efficacy.
- Author
-
Kim, Byung-Jik, Oh, Hyun-Joo, Kim, Min-Jik, and Lee, Dong-gwi
- Subjects
- *
COUNTERPRODUCTIVITY (Labor) , *JOB security , *ARTIFICIAL intelligence , *TECHNOLOGICAL innovations , *PERFECTIONISM (Personality trait) - Abstract
This study investigates the complex interplay between organizationally prescribed perfectionism (OPP), job insecurity, counterproductive work behavior (CWB), and self-efficacy in learning artificial intelligence (AI) in the context of modern organizations. Based on several theories, the current research suggests and tests a moderated mediation model. Using a three-wave time-lagged design with data collected from 412 workers across various South Korean corporations, we examine how OPP influences CWB both directly and indirectly through job insecurity, and how self-efficacy in AI learning moderates the OPP–job insecurity link. Our results show that OPP is positively linked to CWB, and this association is partially mediated by job insecurity. Moreover, AI learning self-efficacy functions as a moderator in the OPP–job insecurity link, such that the positive link is weaker for members with higher levels of AI learning self-efficacy. These findings extend our understanding of perfectionism in organizational settings and highlight the role of technological self-efficacy in mitigating the negative impacts of perfectionist cultures. This research may contribute to the literature on perfectionism, CWB, and technological adaptation at work, and has important implications for managing high-performance cultures in the period of rapid technological advancement. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
21. Interplay Between Childhood Socioeconomic Status and Current Job Insecurity: A Dual-Contextual Approach to Decent Work and Well-Being.
- Author
-
Heo, Cheongra and Lee, Ki-Hak
- Subjects
- *
JOB security , *RESEARCH funding , *SATISFACTION , *INCOME , *DESCRIPTIVE statistics , *WAGES , *CHI-squared test , *PSYCHOLOGY , *JOB satisfaction , *THEORY , *CONFIDENCE intervals , *FACTOR analysis , *SOCIAL classes , *WELL-being - Abstract
Grounded in the psychology of working theory, the link between economic constraints and decent work is well established. However, previous studies did not incorporate a developmental framework when examining this relationship. Drawing on a life history perspective, this study explored how childhood socioeconomic status (SES) is associated with well-being through decent work. We adopted a dual-contextual approach, examining the interaction between childhood SES and current job insecurity as a predictor of decent work and well-being. Using data collected from 417 workers in South Korea, we tested a moderated mediation model. The results revealed significant indirect relationships between childhood SES and job and life satisfaction through decent work, particularly among individuals with higher job insecurity. Notably, these findings remained significant even after controlling for participants' current SES. Overall, our findings suggest that in contexts where job insecurity is prevalent, an individual's childhood SES is distinctly associated with decent work and well-being, independent of their current SES. Public Significance Statement: This study suggests that lower childhood socioeconomic status is linked to difficulties in accessing decent work and decreased job and life satisfaction, especially when job insecurity is high. This highlights the importance of implementing interventions to reduce job insecurity and alleviate the adverse effects of childhood economic constraints. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
22. Does job insecurity stimulate citizen participation? evidence from Chile and Korea.
- Author
-
Lee, Yunsoo
- Subjects
- *
JOB security , *NEW public management , *POLITICAL participation , *LOGISTIC regression analysis , *REGRESSION analysis - Abstract
Research has been conducted on job insecurity and participation in the workplace. However, to date, empirical research on the relationship between job insecurity and citizen participation is extremely scarce. To fill the void, the aim of this study is to examine the nexus between job insecurity and citizen participation in Chile and South Korea where embraced the New Public Management principle. Grievance and resource theory of participation offer contrasting predictions for the influence of job insecurity on citizen participation. Analyzing the wave 7 of the World Values Survey, this paper verifies the two lines of enquiry in examining the influence of job insecurity on citizen participation. The results of an ordered logit regression model demonstrate that the impact of job insecurity on citizen participation varied depending on the types of job insecurity and citizen participation. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
23. The Influence Of Transformational Leadership, Work Engagement On Turnover Intention With Job Insecurity Mediation In Millennial And Z Generations In East Jakarta Construction Companies.
- Author
-
Khalilah, Febria Nur and Amalia, Lia
- Subjects
TRANSFORMATIONAL leadership ,JOB security ,EMPLOYEE attitudes ,MILLENNIALS ,DATA analysis - Abstract
Turnover intention is becoming an increasingly important issue in the world of work in Indonesia. The aim of this research is to analyze the influence of transformational leadership, work engagement, and job insecurity as mediating roles on turnover intention. The data used is primary data sourced from a questionnaire in Google Form which was distributed to Millennial and Z generation employees who work in East Jakarta construction companies. This research was designed using a purposeful sampling method involving 303 respondents with permanent employee status. The data were analyzed using the Structural Equation Modeling (SEM) method. The results in this research prove that transformational leadership and work engagement have a negative influence on turnover intention. Job insecurity can partially mediate between transformational leadership and work engagement on turnover intention. The implications of these findings are the development of motivating leadership, increasing work engagement, and effective management of job insecurity to reduce the intention of Millennial and Generation Z employees to leave the company. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
24. Job insecurity and innovative behavior: the mediating role of impression management and the moderating role of job embeddedness.
- Author
-
Ma, Bing, Zhou, Yarong, Ma, Guimei, Lassleben, Hermann, and Zhang, Guanglei
- Subjects
JOB security ,EMPLOYEE motivation ,IMPRESSION management - Abstract
Based on Conservation of resources (COR) theory and job preservation motivation, this paper examines the mediating role of impression management between job insecurity and employees' innovative behavior, and the moderating role of job embeddedness in the process. Using two-wave data from 315 samples obtained through the Credamo platform in China, the indirect effects of quantitative and qualitative job insecurity on employees' innovative behavior were found to be different and to be mediated by defensiveness and assertiveness in impression management. Moreover, job embeddedness moderated the relationship not only between job insecurity and impression management, but also between job insecurity and innovative behavior via impression management in moderated mediation analyses. This study provides new insights into the mechanism between job insecurity and innovative conduct from the impression management perspective. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
25. Examining the impact of consumers' showrooming behavior on sales staff job conditions: insights from the Indian apparel retail sector.
- Author
-
Kumar, Manoj, Gahlawat, Neha, Singh, Sumanjeet, Chamola, Pankaj, Kala, Devkant, and Paliwal, Minakshi
- Subjects
JOB satisfaction ,STRUCTURAL equation modeling ,ELECTRONIC commerce ,RETAIL industry ,JOB performance ,JOB security - Abstract
Purpose: This research aims to investigate the showrooming phenomenon in the context of the evolving omnichannel shopping landscape, which seamlessly integrates both physical and online retail channels. Showrooming, wherein customers browse products in physical stores but ultimately purchase from online competitors, poses a potential threat to the job security and job satisfaction of sales staff in brick-and-mortar (B&M) stores. To address this issue, this study explores the relationship between showrooming, self-efficacy, sales performance, job insecurity and job satisfaction of sales staff, using the job demands-resources (JDR-R) model as a theoretical framework. Design/methodology/approach: This research employs quantitative research methods and gathers data from 219 sales staff working in Indian retail stores. Structural equation modeling is used to test the proposed hypotheses. Findings: The results indicate that showrooming is associated with a decrease in the self-efficacy, sales performance and job satisfaction of sales staff. Furthermore, the result indicates that showrooming is positively associated with increased job insecurity among the sales staff. Originality/value: This study offers valuable contributions to existing literature and offers insights for both retailers and salespeople regarding the potential repercussions of showrooming. It also suggests coping strategies to address the challenges posed by showrooming and the behavior of showroomers. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
26. The Downstream Consequences of Race-Related Managerial Job Insecurity: Insights From College Basketball Coaching.
- Author
-
Savage, Scott V., Seebruck, Ryan, and Rucker, Sloan
- Subjects
JOB security ,BASKETBALL coaching ,RACE ,COLLEGE basketball - Abstract
We examine how in men's college basketball coaching, race-related managerial job insecurity trickles down to negatively affect the careers of the subordinates who work for them. Using panel data from a randomly selected group of assistant basketball coaches working under the most prestigious and endowed governing body of collegiate sports in the United States—the National Collegiate Athletic Association (NCAA) Division I (DI)—we find that, in men's college basketball coaching, subordinate White coaches are less likely to be involuntarily dismissed than their non-White, predominantly Black, counterparts because non-White subordinates disproportionately work for racially minoritized, predominantly Black, head coaches who themselves face greater job insecurity. We also find involuntary dismissal correlates with whether assistant coaches leave the ranks of NCAA DI men's college basketball coaching and explains the significant interaction between race and a teams' performance relative to their respective conferences. These findings illustrate how race-related managerial job insecurity trickles down to negatively affect the job opportunities of their subordinates and, because of homophily, perpetuates racial disadvantage. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
27. Organisational Changes and Psychosocial Work Factors: Prospective Findings From the National French Working Conditions Survey
- Author
-
Isabelle Niedhammer and Sandrine Bertrais
- Subjects
downsizing ,job insecurity ,job stress ,organisational changes ,psychosocial work factors ,restructuring ,Public aspects of medicine ,RA1-1270 - Abstract
The studies exploring the mechanisms by which organisational changes may impact health outcomes are lacking. The objectives of the study were to examine the prospective associations of organisational changes with the deterioration of psychosocial work factors. The study was based on the prospective data of the national French working conditions survey collected in 2013, 2016, and 2019. The study sample included 5200 employees working in the private sector. A large set of organisational changes and psychosocial work factors were collected from employers and employees respectively. Multilevel mixed-effects robust Poisson regression models were used. Organisational changes were prospectively associated with the deterioration of psychosocial work factors related to job insecurity, role stressors, and job demands. The strongest prospective association was found between downsizing and the increase in job insecurity. The associations between organisational changes and health outcomes may be mediated by psychosocial work factors.
- Published
- 2024
- Full Text
- View/download PDF
28. A systematic review on mediators and moderators of job insecurity–health relation before and after COVID-19 pandemic
- Author
-
Morteza Charkhabi, Naghi Radi Afsouran, Laura K. Johnson, and Frédéric Dutheil
- Subjects
Job insecurity ,Health outcomes ,Mediators ,Moderators ,Systematic review ,Business ,HF5001-6182 - Abstract
Purpose – Job insecurity is one of the most hazardous work stressors in the twenty-first century, placing employees between employment and unemployment may threaten employees’ health in the workplaces. Using a systematic review, the first aim of this study is to list the mediators and moderators of the link between job insecurity and health-related outcomes, and second, to explain and discuss the mechanisms that could explain the mediating and moderating effects. Design/methodology/approach – We searched four databases (Science Direct, PubMed, Springer Link and Google Scholar) from 2008 to 2018 to detect these mediators and moderators. Also, as the study was conducted during COVID-19 pandemic, we particularly searched and reported the same associations over this period (2019–2022). Findings – The results of the review suggest that job insecurity negatively influences a wide range of both health- and safety-related outcomes in the workplace. The results also showed that the most studied mediator and moderator of the job insecurity-health link over the past 10 years has been workload and employability. During COVID-19, the number of studies on mediators were more than moderators and coping strategies appeared to gain more research attention. Additionally, this review suggests that, to explain the mediation and moderation effects, a combination of cognitive appraisal theory and the conservation of resources theory can be used. Originality/value – Although this review suggests that job insecurity detrimentally influences employee health, the severity of this impact on health-related outcomes may vary by the effects of various moderators.
- Published
- 2024
- Full Text
- View/download PDF
29. Career adaptability and work engagement: the roles of person–organization fit and job insecurity
- Author
-
Qishan Chen, Jiamin Li, Ruixing Shen, Ruochun Wang, Jiali Xu, and Jieyu Zhou
- Subjects
Career adaptability ,Person‒organization fit ,Job insecurity ,Work engagement ,Psychology ,BF1-990 - Abstract
Abstract Purpose The purpose of this study is to examine the relationship between employees’ career adaptability and work engagement. Specifically, this study investigates the mediating role of person‒organization fit in the relationship between career adaptability and work engagement as well as the moderating role of job insecurity in this mediating effect. Methods We collected data from 248 full-time employees in China and utilized robust statistical techniques to test a moderated mediation model that includes the constructs of career adaptability, person‒organization fit, job insecurity, and work engagement. Results Career adaptability is positively related to employees’ work engagement, and person‒organization fit mediates the relationship between career adaptability and work engagement. Job insecurity moderates the mediating effects of person‒organization fit in this context. The relationship between person‒organization fit and work engagement is stronger at low (vs. high) levels of job insecurity. Conclusion This research contributes to theory by demonstrating that the mediating effect of person‒organization fit and the moderating effect of job insecurity represent additional explanations of the impact of career adaptability on work engagement.
- Published
- 2024
- Full Text
- View/download PDF
30. Uncertainty tolerance moderates the link between job insecurity and service performance: evidence from China’s hotel frontline employees
- Author
-
Shengxian Yu, Zhong Wang, Wei Cai, and Xiaoxiao Gong
- Subjects
Job insecurity ,Service performance ,Hindrance appraisal ,Challenge appraisal ,Uncertainty tolerance ,Psychology ,BF1-990 - Abstract
Abstract The pandemic crisis outbreak has impacted the hospitality industry tremendously. This study investigated the effect of job insecurity on service performance and examined the mediating role of cognitive appraisal and the moderating effect of uncertainty tolerance from the perspectives of cognitive appraisal theory of stress. The study collected a questionnaire from 316 hotel employees at three time points, with a one-month interval between the two time points. The SPSS PROCESS macro and MPLUS are used to test the research hypotheses. The results highlighted that the mediating role of challenge-hindrance appraisal, affirming that job insecurity positively impacts service performance via increasing challenge appraisal, and job insecurity negatively impacts service performance via increasing hindrance appraisal. Furthermore, the results show that uncertainty tolerance moderates the relationship between job insecurity and cognitive appraisal and also moderated the indirect effect of job insecurity on service performance through cognitive appraisal. The research results provide implications for human resource management in the hospitality industry.
- Published
- 2024
- Full Text
- View/download PDF
31. Job insecurity amid the COVID-19 pandemic and beyond: a systematic review and research agenda
- Author
-
Gupta, Himanshu and Dhar, Rajib Lochan
- Published
- 2024
- Full Text
- View/download PDF
32. How perceived socially responsible HRM and job insecurity influence employee voice behavior: does psychological availability matter?
- Author
-
Vu, Thinh-Van
- Published
- 2024
- Full Text
- View/download PDF
33. Impact of career development, job insecurity, and tech awareness on the quiet quitting of hospitality employees in Indonesia
- Author
-
Nurul Sukma Lestari, Veithzal Rivai Zainal, Syafrizal Chan, and Lenny Christina Nawangsari
- Subjects
career development ,Generation Z ,hotel industry ,job insecurity ,job performance ,quiet quitting ,Business ,HF5001-6182 - Abstract
Employee performance is one of the main drivers for company development. However, there is an emergence of quiet quitting behavior, which many Generation Z workers experience. This behavior is detrimental to the company because it affects employee performance. The objective of this study is to analyze the influence of perceptions of career development opportunities, job insecurity, and awareness of intelligent technology on quiet quitting and its correlation with work performance, especially in Generation Z in Jakarta, Indonesia. This paper adopts an explanatory research design to elucidate the causal relationships between these variables using quantitative methods. Stratified random sampling was used to ensure representative data. Questionnaires were distributed to 289 hotel employees in Jakarta, capturing diverse perspectives across various job roles and departments. The data were analyzed using SmartPLS. The results showed a significant negative relationship between perceived career development opportunities and quiet quitting behavior. A positive and significant relationship exists between job insecurity and quiet quitting behavior. The study identifies a positive correlation between awareness of smart technology and quiet quitting behavior. Additionally, the paper reveals a significant negative relationship between quiet quitting behavior and employee performance. Perceived career development opportunities significantly reduce quiet quitting behavior, while job insecurity and awareness of smart technology increase it. Quiet quitting behavior, in turn, significantly negatively impacts employee performance. Organizations can develop targeted strategies to reduce this behavior by understanding the factors influencing quiet quitting.
- Published
- 2024
- Full Text
- View/download PDF
34. The determinants of employee turnover intention of an Indonesian foreign construction company
- Author
-
Theodian Wior and Michael Christian
- Subjects
turnover intention ,job insecurity ,job satisfaction ,organizational culture ,organizational commitments ,Business records management ,HF5735-5746 ,Economics as a science ,HB71-74 - Abstract
The construction industry tends to have a higher level of turnover intention compared to other industries. impact on workforce changes can disrupt productivity, increase training costs, and impact the quality of work. This can lead to project delays and budget overruns. This is primarily related to the influence of job insecurity and job satisfaction on turnover intention. The purpose of this research is to investigate the determinants of employee turnover intention of an Indonesian foreign construction company. The respondents in this study are permanent employees in foreign construction companies. A quantitative approach with 124 respondents is employed, using SEM-PLS and SmartPLS 4.0. Job insecurity and HRM practices influence turnover intention. This occurs because increased job insecurity, which makes employees feel more threatened of losing their jobs, leads to a higher desire to leave the company.
- Published
- 2024
- Full Text
- View/download PDF
35. How Daily Job Insecurity Links to Next-Day Ingratiation: The Roles of Emotional Exhaustion and Power Distance Orientation
- Author
-
Yang B, Zhao C, Zhu Y, and Li X
- Subjects
job insecurity ,emotional exhaustion ,power distance ,ingratiation ,Psychology ,BF1-990 ,Industrial psychology ,HF5548.7-5548.85 - Abstract
Bo Yang, Chaoyue Zhao, Yao Zhu, Xianchun Li School of Psychology and Cognitive Science, East China Normal University, Shanghai, People’s Republic of ChinaCorrespondence: Bo Yang, School of Psychology and Cognitive Science, East China Normal University, Shanghai, People’s Republic of China, Email 52163200021@stu.ecnu.edu.cnPurpose: Numerous empirical studies consistently support the detrimental impact of job insecurity (JI) on employees. However, a new perspective suggests that individuals perceiving JI may proactively take measures to protect their positions. Drawing from the conservation of resources theory, this study argues that perceived resource loss due to JI motivates employees to engage in ingratiating behaviors for expanding their social capital. Additionally, this study empirically establishes the mediating role of emotional exhaustion and the moderating effect of power distance.Methods: A daily diary design was used to examine the relationship between daily JI and next-day ingratiation. Our analyses of data collected from 134 full‐time employees across 10 consecutive working days using multi-level model.Results: Our results showed that daily JI was found to affect next-day ingratiation (γ = 0.14, p < 0.01), and this relationship was mediated by emotional exhaustion (indirect effect = 0.07, p < 0.05, 95% CI [0.01, 0.13]). Power distance moderated the relationship between emotional exhaustion and ingratiation (γ = 0.25, p < 0.001), and further moderated the indirect effect of JI on ingratiation via emotional exhaustion.Conclusion: Our study has revealed that JI serves as a catalyst for employees to engage in resource creation behavior, thereby contributing to a deeper understanding of the implications of JI as an independent variable for both scholars and businesses.Keywords: job insecurity, emotional exhaustion, power distance, ingratiation
- Published
- 2024
36. Health and wellbeing of staff working at higher education institutions globally during the post-COVID-19 pandemic period: evidence from a cross-sectional study
- Author
-
Muhammad Aziz Rahman, Pritimoy Das, Louisa Lam, Sheikh M. Alif, Farhana Sultana, Masudus Salehin, Biswajit Banik, Bindu Joseph, Parul Parul, Andrew Lewis, Dixie Statham, Joanne Porter, Kim Foster, Sheikh Mohammed Shariful Islam, Wendy Cross, Alycia Jacob, Susan Hua, Qun Wang, Sek Ying Chair, Wai Tong Chien, Sri Widati, Ira Nurmala, Ni Nyoman Tri Puspaningsih, Majeda Hammoud, Khatijah Omar, Muhammad Abi Sofian Abdul Halim, Mohammed Gamal-Eltrabily, Georgina Ortiz, Turkiya Saleh Al Maskari, Salwa Saleh Mohammed Al Alawi, Badriya Saleh Al-Rahbi, Judie Arulappan, Akhlaq Ahmad, Nahed Al Laham, Ilias Mahmud, Ibrahim Alasqah, Habib Noorbhai, Shao-Liang Chang, Yi-Lung Chen, Mehmet Fatih Comlekci, Oguz Basol, Basema Saddik, Rick Hayman, and Remco Polman
- Subjects
Health ,Job insecurity ,Resilient coping ,University staff ,Mental health ,Public aspects of medicine ,RA1-1270 - Abstract
Abstract Background The ongoing global crisis of Higher Education (HE) institutions during the post-COVID-19 pandemic period has increased the likelihood of enduring psychological stressors for staff. This study aimed to identify factors associated with job insecurity, burnout, psychological distress and coping amongst staff working at HE institutions globally. Methods An anonymous cross-sectional study was conducted in 2023 with staff at HE institutions across 16 countries. Job insecurity was measured using the Job Insecurity Scale (JIS), burnout using the Perceived Burnout measure question, psychological distress using the Kessler Psychological Distress Scale (K10), and coping using the Brief Resilient Coping Scale. Multivariable logistic regression with a stepwise variable selection method was used to identify associations. Results A total of 2,353 staff participated; the mean age (± SD) was 43(± 10) years and 61% were females. Most staff (85%) did not feel job insecurity, one-third (29%) perceived burnout in their jobs, more than two-thirds (73%) experienced moderate to very high levels of psychological distress, and more than half (58%) exhibited medium to high resilient coping. Perceived job insecurity was associated with staff working part-time [Adjusted Odds Ratio 1.53 (95% Confidence Intervals 1.15–2.02)], having an academic appointment [2.45 (1.78–3.27)], having multiple co-morbidities [1.86 (1.41–2.48)], perceived burnout [1.99 (1.54–2.56)] and moderate to very high level of psychological distress [1.68 (1.18–2.39)]. Perceived burnout was associated with being female [1.35 (1.12–1.63)], having multiple co-morbidities [1.53 (1.20–1.97)], perceived job insecurity [1.99 (1.55–2.57)], and moderate to very high levels of psychological distress [3.23 (2.42–4.30)]. Staff with multiple co-morbidities [1.46 (1.11–1.92)], mental health issues [2.73 (1.79–4.15)], perceived job insecurity [1.61 (1.13–2.30)], and perceived burnout [3.22 (2.41–4.31)] were associated with moderate to very high levels of psychological distress. Staff who perceived their mental health as good to excellent [3.36 (2.69–4.19)] were more likely to have medium to high resilient coping. Conclusions Factors identified in this study should be considered in reviewing and updating current support strategies for staff at HE institutions across all countries to reduce stress and burnout and improve wellbeing.
- Published
- 2024
- Full Text
- View/download PDF
37. Paradigm shift in sustained employability: relevance of workaholism, job insecurity, job crafting, and presenteeism.
- Author
-
Humayun, Shazia, Saleem, Sharjeel, Azeem, Muhammad Umer, Murtaza, Ghulam, and Haq, Inam Ul
- Subjects
REGULATORY focus theory ,JOB security ,PRIVATE schools ,WORKAHOLISM ,FIELD research - Abstract
This study extends the existing discourse on employability. Drawing on regulatory focus theory, we contend that workaholism (a pull factor) and job insecurity (a push factor) constitute two critical antecedents that predict sustained employability. Moreover, we investigate the mediating roles of job crafting and presenteeism. To explain and test these predictions, we employed a mixed-methods approach and conducted two studies. Study 1 was an exploratory study to explore the hidden motives behind presenteeism that can predict sustained employability. The findings (themes) from this study guide the conceptual framework tested in the second study. In Study 2, we conducted a field survey across two waves on 498 employees from private sector educational institutions. The results reveal that both the pull factor (workaholism) and push factor (job insecurity) predict sustained employability through two distinct paths. Furthermore, promotion-oriented job crafting and approach-motives presenteeism serially mediate the relationship between workaholism and sustained employability, whereas prevention-oriented job crafting and avoidance-motives presenteeism serially mediate the relationship between job insecurity and sustained employability. These findings offer valuable insights for organizations and HR managers, enabling them to create more supportive and adaptive work environments that align with varied employee approaches to sustained employability. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
38. The Impact of Job Insecurity on Miner Safety Behavior—A Study Based on SEM and fsQCA.
- Author
-
Lei, Ting, Li, Jizu, Yan, Yong, and Guo, Yanyu
- Subjects
PSYCHOLOGICAL resilience ,JOB security ,LAYOFFS ,STRUCTURAL equation modeling ,JOB performance - Abstract
The intelligent transformation of coal mines is one of the current trends in developing China's coal mining industry. To explore the impact of miners' insecurity on their safety behavior under this trend, miners' psychological resilience was introduced as the mediating variable, and team safety climate was used as the moderating variable to conduct a questionnaire survey of frontline miners. The data analysis was carried out using descriptive statistics, correlation analysis, structural equation modeling (SEM), and the fsQCA method to explore the impact of job insecurity on miners' risk behavior through psychological resilience from the dimensions of job loss insecurity, job performance insecurity, and interpersonal insecurity. The results show that the sense of insecurity of the miners has a significant negative correlation with security behavior and a significant negative correlation with psychological toughness; miners' psychological resilience plays an intermediary role in the correlation between job loss insecurity and miners' risk behavior. Meanwhile, team safety climate has a significant moderating effect on the relationship between job insecurity and psychological resilience, as well as the relationship between psychological resilience and safety behavior; that is, a good team safety climate can effectively reduce the negative impact of job insecurity brought about by the transformation and upgrading of coal mines. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
39. Job insecurity, economic resources, and democratic backsliding: evidence from South Korea.
- Author
-
Eom, Jun Hui and Kwon, Hyeok Yong
- Subjects
- *
JOB security , *DEMOCRACY , *UNEMPLOYMENT , *WELFARE state , *POLITICAL science , *INCOME , *ASSETS (Accounting) - Abstract
This study explores demand-side stories of democratic backsliding among citizens. We argue that individual job insecurity is associated with higher levels of support for strong leaders who are not committed to being subject to legislative checks and balances. Furthermore, we contend that this relationship is mitigated by higher asset levels and household income. In our analysis of Korea, we utilize data from the 2018 World Values Survey and the 2021 Korean General Social Survey. These results provide robust evidence for this hypothesis. Specifically, we find that assets as private alternatives to the welfare state moderate the effect of job insecurity on public support for undemocratic leaders. The findings from the Korean case have implications that can be generalized: enhancing job security and expanding public welfare provisions could bolster citizens' democratic attitudes and behaviours. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
40. Post-COVID-19 Challenges for Full-Time Employees in China: Job Insecurity, Workplace Anxiety and Work-Life Conflict.
- Author
-
Yang, Tianfei and Long, Xianyi
- Abstract
Background: Though the COVID-19 pandemic recedes, and our society gradually returns to normal, Chinese people's work and lifestyles are still influenced by the "pandemic aftermath". In the post-pandemic era, employees may feel uncertainty at work due to the changed organizational operations and management and perceive the external environment to be more dynamic. Both these perceptions may increase employees' negative emotions and contribute to conflicts between work and life. Drawing from the ego depletion theory, this study aimed to examine the impact of job insecurity during the post-pandemic era on employees' work-life conflicts, and the mediating effect of workplace anxiety in this relationship. Besides, this study also considered the uncertainty of the external macro environment as a boundary condition on the direct and indirect relationship between job insecurity and work-life conflicts. Methods: A two-wave questionnaire survey was conducted from October to December 2023 to collect data. MBA students and graduates from business school with full-time jobs are invited to report their perception of job insecurity, work anxiety, perceived environment uncertainty, and work-life conflict. This resulted in 253 valid responses. Data analysis was performed using the SPSS, Amos, and PROCESS. Results: The results showed that: (1) Employees' job insecurity would directly intensify the work-life conflict (B = 0.275, p < 0.001, 95% CI [0.182, 0.367]). (2) Employees' workplace anxiety mediates the relationship between job insecurity and work-life conflict (B = 0.083, p < 0.001, 95% CI [0.047, 0.130]). (3) The mediating effect of workplace anxiety between job insecurity and work-life conflict exists when perceived environmental uncertainty is high (B = 0.049, 95% CI [0.011, 0.114]), while vanishes when perceived environmental uncertainty is low (B = 0.024, 95% CI [−0.005, 0.068]). Conclusion: Job insecurity combined with perceived environmental uncertainty in the post-pandemic era fuels employees' workplace anxiety and work-life conflicts. Post-pandemic trauma lingers, necessitating urgent attention and response. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
41. Job tenure in Western Europe, 1993–2021: Decline or stability?
- Author
-
Goulart, Kimberly and Oesch, Daniel
- Subjects
EMPLOYMENT tenure ,LABOR supply ,CAREER changes ,BUSINESS cycles ,JOB security - Abstract
The empirical literature is divided on whether job tenure has declined or remained stable in Europe in recent decades. We argue that three analytical decisions explain the lack of consensus: whether researchers focus on men or women, whether they control for changes in labour market composition and whether the period under study is marked by a recession or a boom. We show the influence of these three decisions by analysing change in job tenure for France, Germany, Italy, Poland, Spain and the UK using two leading surveys: the European Labour Force Survey 1993–2021 and the European Working Conditions Survey 1995–2021. The results show that the share of workers remaining with the same employer for 10 years or more was stable at around 50%. Similarly, the average job tenure remained constant over time – at about 11 years – between 1993 and 2021. Trends in job tenure differ by gender. While the tenure of men remained stable or declined, the tenure of women increased. The stability in job tenure was due to the ageing of the workforce. For a given age, job tenure was shorter in the early 2020s than in the early 1990s. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
42. Understanding the effects of ubiquitous connectivity on employee well-being and job insecurity: a moderated mediation model.
- Author
-
Yin, Pengzhen, Ou, Carol, and Liang, Liang
- Subjects
- *
SOCIAL cognitive theory , *JOB security , *EMPLOYEE well-being , *FLEXIBLE work arrangements , *BIOTECHNOLOGY industries - Abstract
In the current hybrid work context, the significance of employee well-being and the enduring concern over job insecurity have become increasingly emphasised. However, our understanding of how the intricate interplay among the technology environment, individual behaviour, and personal characteristics impacts employee well-being and job insecurity remains incomplete. To bridge this knowledge gap, we have proposed a moderated mediation model grounded on the Social Cognitive Theory (SCT). This study delves into the impact of ubiquitous connectivity feature of technological environment (encompassing compatibility and presenteeism) on employee well-being and job insecurity. Additionally, we explore the mediating role of individual behaviour (i.e. Enterprise social media (ESM) enabled embeddedness), and the moderating role of personal characteristics (i.e. ESM self-efficacy) within these associations. By collaborating with a large biotechnology company in China, we conducted a two-wave survey. 189 responses from both study waves are used for final analysis using Partial Least Square (PLS) approach. The results revealed noteworthy mediation effects of ESM-enabled embeddedness and significant moderated mediation effects of ESM self-efficacy. Both theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
43. Job insecurity and mental health among community workers: the mediating role of work-family conflict.
- Author
-
Costa, Vítor, Alves, Marta Pereira, and Cunha, Ana Isabel
- Subjects
- *
JOB security , *SOCIAL group work , *FAMILY-work relationship , *COMMUNITY health workers , *SOCIAL workers - Abstract
This paper explores the mediating role of work-family conflict (WFC) in the relationship between job insecurity and mental health. Based on the Job Demands-Resources (JD-R) model and the Conservation of Resources (COR) Theory, a conceptual model is developed and tested. An online survey was created, including a sociodemographic questionnaire and measures of job insecurity, WFC, and mental health. Participants were 189 community social workers actively working with disadvantaged groups in social intervention projects. The results show that job insecurity increases depression / strain among community workers and significantly impacts on time-based and strain-based work-family conflict. Strain-based and behavior-based work-family conflict negatively influence social functioning and increase depression / strain. The mediation results show that strain-based WFC was the only WFC dimension that significantly mediated the relationship between job insecurity and mental health. The study findings and its contribution to current research in the JD-R model and COR theory are discussed. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
44. COVID‐19 and support for basic income in Korea.
- Author
-
Kim, Hansung, Huh, Soo Yeon, and Lee, Sun Young
- Subjects
- *
JOB security , *LOGISTIC regression analysis , *COST of living , *PUBLIC welfare , *PUBLIC opinion - Abstract
The research questions addressed in this study are: “Who supports basic income (BI) in Korea?” and “What type of BI do supporters endorse?” To understand the support for BI in detail two key factors were considered: job insecurity and the receipt of no‐strings cash benefits during the COVID‐19 pandemic. The types of BI were categorized based on regularity, individuality, and adequacy. A series of logistic regression analyses was conducted using nationally representative survey data from 2020. The results revealed that job insecurity and the receipt of no‐strings cash benefits during the pandemic were significantly associated with the support for BI. Additionally, the study explored significant correlates of the support for each feature of BI. Job insecurity and the receipt of no‐strings cash benefits were significantly associated with the regularity of BI but not with its individuality and adequacy. Interestingly, among the participants who supported universal BI, only 9% believed that BI should be regular, individual, and sufficient to cover the minimum cost of living. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
45. Cumulative effect of unemployment on suicide mortality in South Korean workers (2018–2019).
- Subjects
- *
SUICIDE risk factors , *EMPLOYEE psychology , *RISK assessment , *RESEARCH funding , *ENDOWMENTS , *UNEMPLOYMENT , *SEX distribution , *DISMISSAL of employees , *CAUSES of death , *AGE distribution , *DESCRIPTIVE statistics , *SUICIDE , *SOCIAL support , *DATA analysis software , *CONFIDENCE intervals - Abstract
Background While unemployment is known to increase the risk of suicide, its cumulative effect remains underexplored. This study investigates how unemployment affects suicide mortality and whether the effect varies based on the number of unemployment spells using two years of nationwide data. Methods Using the data from the National Statistical Office and Employment Insurance Database for 2018 and 2019, we identified an average of 2365 cases of suicide over two years among 7.76 million workers aged 25–64 years who had been employed within one year before their suicide. The number of unemployment spells was counted using the employment history of the past five years. We calculated crude suicide mortality rates per 100 000 population, age- and sex- standardized mortality rates (SMRs), and proportionate mortality rates (PMRs) for suicide. Results Over the two years, the crude suicide rate was 30.0 per 100 000 among the general population and 30.5 among workers. Workers with no unemployment spells in the past five years had a significantly lower SMR (0.44; 0.42–0.46), while those with four or more unemployment spells had a significantly higher SMR (3.13; 2.92–3.35) than the general population. These findings were consistent across all sex and age groups. Additionally, workers with four or more unemployment spells had a significantly higher PMR than the general population. Conclusion The impact of unemployment on suicide mortality intensifies as the number of unemployment spells increases. These results underscore the necessity for additional social and psychological support along with economic assistance for individuals facing recurrent unemployment. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
46. Linking perceived job insecurity and work passion: The mediating role of mindful self‐care in academic staff.
- Author
-
Elemo, Aman S., Ahmed, Abdulatif H., and Kara, Ergün
- Subjects
- *
MINDFULNESS , *JOB security , *MENTAL health personnel , *PSYCHOTHERAPY , *UNIVERSITIES & colleges ,SNOWBALL sampling - Abstract
Self‐care is proactive action that involves a repertoire of practices aimed at developing, maintaining and improving physical health and mental well‐being. Although there is a growing number of studies on mindfulness in a variety of academic fields, there is a dearth of studies that look at academics' mindful self‐care in relation to job insecurity and work passion in the higher education institutions. This study aims to examine how job insecurity is related to academic staff's work passion in Ethiopia. It also looks at the role of mindful self‐care in lessening the impact of job insecurity. A cross‐sectional study was carried out, and snowball sampling was used to collect data from a total of 251 academics, ranging in age from 23 to 66 years, who voluntarily consented to participate in the self‐report survey. Job insecurity was inversely related to passion for work and mindful self‐care. Mindful self‐care was a mediator in the link between job insecurity and passion for work. The study encourages workplace mental health professionals to consider the role of mindful self‐care in their psychological intervention programs aimed at minimizing job insecurity and increasing passion for work. Practitioner points: Passion for work predicts job insecurity in academic staff.Mindful self‐care can be a protective factor against perceived job insecurity.Mental health professionals may plan and offer mindful self‐care oriented interventions to boost work passion and reduce job insecurity in academic staff. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
47. The Paradox of Job Retention Schemes: A Latent Growth Curve Modeling Approach to Immediate and Prolonged Effects of Short-Time Work on Job Insecurity and Employee Well-Being.
- Author
-
Klug, Katharina, Bernhard-Oettel, Claudia, and Sverke, Magnus
- Abstract
Many countries rely on short-time work to prevent mass layoffs in economic crises. Despite serving to protect jobs, short-time work may trigger job insecurity perceptions, which may impair employee well-being. Moreover, past experiences of unemployment may increase susceptibility to job insecurity in response to short-time work. Drawing on Conservation of Resources (COR) Theory, Appraisal Theory and temporal stressor-strain models, this study investigates effects of short-time work on the development of job satisfaction, life satisfaction and affective well-being via perceived job insecurity across 6 years, considering previous unemployment as a moderator. We used propensity score matching to account for selectivity into short-time work and calculated latent growth curve models with N = 1211 employees in Germany (619 affected by short-time work, 592 controls). Short-time work predicted higher levels and an immediate increase in job insecurity, followed by a decrease over time. Both levels and changes in job insecurity were associated with levels and changes in well-being. Indirect effects of short-time work on well-being via job insecurity persisted 2 years after short-time work. We found no difference between previously unemployed respondents and others in their reactions to short-time work. The findings support COR theory and a prolonged stress-reaction model, showing lingering effects on well-being via job insecurity even after short-time work ends. The study supports short-time work as an antecedent of job insecurity and reveals temporal dynamics between job insecurity, its antecedents and outcomes over time. When implementing short-time work, employers should aim to mitigate concerns about job security to protect employee well-being. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
48. Navigating Turbulence: The Impact of COVID-19 Stress on Flight Attendants’ Pro-Social Service Behavior and Job Dynamics.
- Author
-
Sim, Miyoung, Choe, Yeongbae, and Kim, Hany
- Subjects
- *
PROSOCIAL behavior , *JOB security , *FLIGHT attendants , *COVID-19 pandemic , *JOB stress ,SNOWBALL sampling - Abstract
The aggravated COVID-19 pandemic has induced stress and impacted employees’ job insecurity and service behaviors across the airline industry. This study examines whether COVID-19-induced stress influences flight attendants’ pro-social service behavior through job insecurity and job stress. Initially, a COVID-19-induced stress measurement was developed. This was followed by a quantitative survey of 322 flight attendants, selected through purposive and snowball sampling. Subsequently, in-depth interviews were conducted with 11 flight attendants to explore the identified factors further. This study utilized partial least squares (PLS) path modeling with the SmartPLS software to test the hypotheses in the proposed theoretical model. The study findings suggest that stress induced by COVID-19 amplifies feelings of job insecurity and job-related stress among flight attendants. Consequently, this heightened stress adversely affects pro-social service behaviors, leading to a decrease in their manifestation. The direct and indirect effects of COVID-induced stress differ according to job position. Unexpectedly, job insecurity has no impact on the pro-social service behaviors, highlighting the complexity of employee responses to stress and the potential for adaptation in crisis contexts. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
49. Understanding of Job Insecurity, Quality of Work Environment, and its Implications for Employee Turnover Intention: A Study of Indonesian State-Owned Companies (SOEs) in the Field of Electronics for Facilities and Infrastructure.
- Author
-
Maulita, Tanzila Salma and Winarno, Alex
- Subjects
JOB security ,LABOR turnover ,WORK environment ,MULTIPLE regression analysis ,INDUSTRIAL electronics - Abstract
The phenomenon of employee turnover is triggered by high turnover intention in employees caused by internal or external factors. This study aims to determine how job insecurity and work environment can contribute to the phenomenon of turnover intention in Indonesia State-Owned Companies (SOE's) in the field of electronics for industry and infrastructure. By using descriptive causality analysis and quantitative approach. Data from 250 samples were collected through questionnaires and tested with multiple linear regression analysis with the help of SPSS version 29 software to determine the magnitude of variable contributions. The results showed that job insecurity partially influenced turnover intention positively but insignificantly, while workers' surrounding conditions significantly influenced turnover intention negatively. The influence of job insecurity and work environment together affect 8.1% of employee turnover intention in the state-owned company. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
50. Job insecurity and health and well-being: What happens when you really need or love your job?
- Author
-
Graham, Baylor A, Sinclair, Robert R, and Sliter, Michael
- Subjects
JOB satisfaction ,JOB security ,FINANCIAL stress ,INDUSTRIAL hygiene ,WELL-being - Abstract
Job insecurity is a pervasive and impactful global concern, eliciting stress and affecting the health and well-being of employees worldwide. The present study (N = 679) examined the relationship between job insecurity and health and well-being and the moderating role of economic dependence and job satisfaction. When workers depended on their job as a source of income or when they were highly satisfied with their work, the relationship between job insecurity and health and well-being was exacerbated. The findings shed light on the complexities of individual variability in the relationship between job insecurity and health and well-being. [ABSTRACT FROM AUTHOR]
- Published
- 2024
- Full Text
- View/download PDF
Catalog
Discovery Service for Jio Institute Digital Library
For full access to our library's resources, please sign in.