Abstract
Background: In the last years, many changes have involved the labor context: new ways of working, more flexibility and uncertainty, new and more insecure job contracts. In this framework, perceived job insecurity, worker’s perception about potential involuntary job loss, has received renewed interest, also for those workers with a permanent contract in Italy. Consequences of job insecurity on work-related outcomes such as job satisfaction have been demonstrated; nevertheless, its possible effects outside the workplace seem to be underestimated so far. Moreover, literature highlighted the importance to consider gender as a possible moderator in the relationship between one partner’s stressors and the other partner’s strain.Aim: According to spillover and crossover theories, this study aim was to investigate the relationship between job insecurity and family life satisfaction of both partners, through the mediation of job satisfaction. The model has been simultaneously tested in two groups, women and men, in a sample of permanent workers.Method: The research involved a convenience sample of 344 employees with permanent contract (53% female) from different occupational sectors. Participants (focal persons) and their partners filled out a self-report questionnaire.Results: The multi-group SEM indicated a full mediation of job satisfaction in the relationship between job insecurity on the one side, and both individual’s and his/her partner’s family life satisfaction on the other side in both groups.Conclusion: These study findings highlighted how job insecurity may be indirectly and negatively related to both members’ family life satisfaction, through the mediation of job satisfaction. As regards gender, similar spillover and crossover patterns emerged, contributing to that literature that highlights a greater similarity in the models of interaction between work and family among women and men. Interventions should be aimed at reducing perception of job insecurity among workers, including those with permanent contract. Employers should improve communication and flow of information about future organizational changes. Moreover, interventions useful to monitor and reinforce employees’ job satisfaction should be planned. Finally, career practitioners may provide counseling and coaching projects aimed at strengthening employees’ employability and their ability to deal with changes.
Highlights
Over the past years, many Western countries have passed through a period of economic slowdown and occupational uncertainty that triggered rapid changes in the working world (Direnzo and Greenhaus, 2011; Vostal, 2014)
Changes in labor market, working cultures and types of employment contract indicate that permanent workers may be worried about their job continuity, an issue that needs to be addressed in Italy. For these reasons, supported by spillover and crossover theories, this study aims at understanding whether job insecurity spills over into family-related outcomes and crosses over from the employee to his/her partner, considering job satisfaction as a potential mediator
Job insecurity was negatively correlated in both groups with family life satisfaction (F: r = −0.30, p < 0.01; M: r = −0.22, p < 0.01), partner’s family life satisfaction (F: r = −0.27, p < 0.01; M: r = −0.17, p < 0.05) and job satisfaction (F: r = −0.47, p < 0.01; M: r = −0.31, p < 0.01)
Summary
Many Western countries have passed through a period of economic slowdown and occupational uncertainty that triggered rapid changes in the working world (Direnzo and Greenhaus, 2011; Vostal, 2014) In this scenario, employment uncertainty increased, and the rise of sharing economy, the development of digital and technological tools, the shift toward new ways of working, the higher levels of flexibility supported by new job contracts suggest that job insecurity will persist in being an important characteristic in workers’ lives. 23 introduced a new type of permanent employment contract with rising protections against unfair dismissal (“Contratto a Tutele Crescenti”) This type of contract, which implies permanent employment, restricted the reintegration possibilities for workers in the event of unlawful dismissal, inducing a perception of lower job stability and security than before. Literature highlighted the importance to consider gender as a possible moderator in the relationship between one partner’s stressors and the other partner’s strain
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