Effects Of Job Insecurity Research Articles

The Effect of Job Insecurity on Women’s Mental Health

Job insecurity on women’s mental health is a growing concern in these days in labour market, where economic instability. Women often experience heightened jobs insecurity due to factors like gender discrimination, caregiving responsibilities and the prevalence of part time or temporary positions. This insecurity can lead to significant psychological distress, manifesting as anxiety, depression and diminished self- esteem. The objective is to examine how job insecurity influences mental health outcomes in women, to identify the specific factors contributing to job insecurity for women. The study is based on secondary data such as books, journals, newspaper, government reports and internet etc. The main finding of the study is to increase psychological distress, organizational role to support for reduce negativity, stress and insecurity in women workplace and enhance their capability in workplace. The study suggests that increased job securities, fair wages and transparent communication regarding job expectations and security. The government should take steps for them maintain mantle health, supporting program, including counseling services and stress management workshops. They should equal rights to women in workplace to maintain women’s mental health.

Household job insecurity, food insufficiency, and children’s mental health needs: Household Pulse Survey in June 2023

BackgroundEconomic hardships have far-reaching implications for families with children, impacting their well-being and development during the COVID-19 pandemic. The pandemic has led to household financial problems following job loss and reduced income. As parents or caregivers face financial difficulties, children may experience emotional distress through heightened anxiety and a sense of helplessness. This study examined the effects of household job insecurity and food insufficiency due to the pandemic's aftermath on the mental well-being of children in the United States.MethodThis study utilized data from the Household Pulse Survey (HPS) during June 7–19, 2023 (Phase 3.9). The prevalence and effect of job insecurity, delineated by recent household job loss and employment status, and food insufficiency, measured through levels of food insufficiency, were analyzed across households with different age groups of children: under 5 years, 5–11 years, and 12–17 years, with an overall perspective on children under 18. We calculated unweighted observations, survey-weighted proportions, and survey-weighted 95% confidence intervals to analyze the impact of job insecurity and food insufficiency on children’s mental health treatment needs.ResultsThis study highlighted differences in economic hardships due to household job insecurity and food insufficiency across households with children in multiple age groups. There were almost twice as many respondents with no work in the last 7 days (33.68%) compared to those who experienced job loss within the last 4 weeks (14.82%). Additionally, 51.68% of respondents reported food insufficiency over the last 7 days, with more than half of the households experiencing food insufficiency due to the inability to afford more food. Mental health treatment needs among children were significantly higher in households experiencing job loss and food insufficiency. The need for mental health support for children increased with age in households facing job loss or no employment.ConclusionsThis study enhances our understanding of post-pandemic economic hardships and their influence on children’s mental health needs across different age groups. By identifying disparities and patterns, policymakers and practitioners can design targeted interventions to address employment opportunities and food access in the aftermath of the COVID-19 pandemic. Providing mental health treatments is crucial, especially for children aged 5–11 and 12–17, who are at higher risk of experiencing emotional distress due to household economic hardships.

The Effect of Job Insecurity on Turnover Intention among Employees at Startup Companies in Jabodetabek

Winter tech refers to a significant decline in business activity and investment, leading to mass layoffs, bankupties, and uncertainty or instability. One of the impact of an unstable work environment is the increased level of job insecurity, which can influence employees intention to leave their jobs, known as turnover intention. Therefore, this study aims to identify the influence of job insecurity on employees turnover intention amid this phenomenon. The study employs a quantitative approach with a questionnaire as the data collection instrument and uses sample regression analysis to examine the influence between the two variables. The data collection technique used is purposive sampling, with respondents consisting of contract and permanent employees at company X, totaling 55 employees. The results of this study show a positive influence of job insecurity on employees turnover intention at company X by 34.9% with the remaining 65.1% influenced by other variables not tested in this study. In other words, if job insecurity increases, the intention to leave the job will increase, and conversely, if job insecurity dreases, the intention to leave the job will also decrease.

Global challenges of the mining industry: Effect of job insecurity and reward on turnover intention through job satisfaction

Orientation: This research focusses on the dynamics of job insecurity, job satisfaction and employee turnover intentions in the Indonesian mining industry facing significant global and local economic challenges.Research purpose: This research aims to investigate the influence of job insecurity and rewards on the turnover intentions of employees with job satisfaction as a mediating variable in the mining industry of Indonesia.Motivation for the study: This research is based on the observation that the mining industry faces high turnover rates, which can be detrimental to company operations and sustainability.Research approach/design and method: This research uses a quantitative approach by collecting data through surveys distributed to employees in various mining industries. The population in this study were employees of the mining industry in PT Vale Indonesia, totalling 3044 employees, and a sample of 230 respondents was taken at random.Main findings: The main findings show that job insecurity negatively influences job satisfaction, increasing employee turnover intentions. However, when companies implement a fair and adequate reward system, the negative impact of job insecurity on job satisfaction and turnover intentions can be minimised.Practical/managerial implications: The practical implication of this research is the importance of the mining industry developing human resource management strategies that not only focus on competitive compensation but also create a stable and satisfying work environment.Contribution/value-add: This research provides an important contribution to the development of human resource management by highlighting the mediating role of job satisfaction in the relationship between job insecurity and turnover intentions. These findings provide new insights for companies in overcoming employee retention challenges with a holistic approach and good reward system.

Employees' Wellbeing As a Mediator The Influence of Work Stress and Job Insecurity on Performance Health Workers During The Covid-19 Pandemic

This study aims to analyze and examine the role of employees' wellbeing in mediating the effect of work stress and job insecurity on the performance of health workers during the COVID-19 pandemic. This research is an explanatory research with data collection methods using survey methods through distributing questionnaires. Respondents in this study were 187 health workers who worked in a hospital in East Java, Indonesia. Data analysis using Partial Least Square. The results showed that work stress had a negative and insignificant effect on the performance of health workers, job insecurity had a negative and significant effect on the performance of health workers, while employees' wellbeing had a positive and significant effect on the performance of health workers. Job stress has a negative but not significant effect on employees' wellbeing and job insecurity has a negative and significant effect on employees' wellbeing. The results of testing the indirect effect show that employees' wellbeing is not able to mediate the effect of work stress on the performance of health workers in a negative and insignificant way, while the effect of job insecurity on the performance of health workers' employees' wellbeing is able to mediate negatively and significantly

A lead article to go deeper and broader in job insecurity research: Understanding an individual perception in its social and political context

AbstractJob 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.

On‐ and off‐the‐job embeddedness differentially shape stress‐related reactions to job insecurity

AbstractThe 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.

The Effect of Job Insecurity on Nurses' Job Performance

The Effect of Job Insecurity on Nurses' Job Performance

The Effect of Job Insecurity, Work Stress and Self Efficacy on the Performance of Employees of Pt. Bank Rakyat Indonesia Bajawa Branch Office, Flores Ntt

The Effect of Job Insecurity, Work Stress and Self Efficacy on the Performance of Employees of Pt. Bank Rakyat Indonesia Bajawa Branch Office, Flores Ntt

Flying responsibly: effects of perceived corporate social responsibility on attitudes and behaviors of employees in the European aviation industry

PurposeThis study aims to examine how corporate social responsibility (CSR) affected the attitudes and behaviors of employees in the European aviation industry amidst the COVID-19 pandemic and to explore any moderating effect of empathetic leadership.Design/methodology/approachBased on the social identity and social exchange theories, a research model was developed and tested against empirical data collected from employees of the European aviation industry, in 2021. Structural equation modeling and regression analyses were used for testing the hypothesized causal relationships.FindingsPerceived CSR is directly related to work engagement and indirectly associated with work engagement and job insecurity via organizational pride. The presence of an empathetic leader does not intensify the effects of perceptions of CSR on organizational pride. Work engagement, in turn, impacts organizational citizenship behavior, while no such effect of job insecurity is supported.Originality/valueThis study provides insight into the underlying mechanisms via which CSR affects employees during a crisis. It, also, has significant implications on human resources management within the industries severely affected by the pandemic.

The Effect of Job Insecurity on Turnover Intention through Job Satisfaction as a Mediating Variable: A Case Study in the Hospital of Nahdlatul Ulama Jombang

This research aims to ascertain, analyze, and elucidate the influence of job insecurity and job satisfaction on turnover intention, the impact of job insecurity on job satisfaction, and the mediating role of job satisfaction in the relationship between job insecurity and turnover intention. The study adopts a quantitative approach and focuses on a population of 222 employees, with a sample size of 70 individuals from Nahdlatul Ulama Hospital in Jombang. Data were collected through the distribution of questionnaires employing a Likert scale. Data analysis was conducted using Structural Equation Modeling–Partial Least Square (SEM-PLS) with the assistance of the SmartPLS software. The findings of this research indicate that the perception of high job insecurity among employees can potentially trigger an increase in turnover intention. Concurrently, high levels of job insecurity may lead to a decline in job satisfaction. Furthermore, low job satisfaction can also contribute to an increase in turnover intention among employees. Additionally, it is observed that job satisfaction partially mediates the relationship between job insecurity and turnover intention. This study contributes valuable insights into the complex dynamics of job insecurity, job satisfaction, and turnover intention in the context of healthcare organizations. The implications of these findings extend to the broader field of human resource management and offer practical guidance for mitigating turnover intention among healthcare professionals.

Does employee resilience work? The effects of job insecurity on psychological withdrawal behavior and work engagement

PurposeThe onset of a health crisis has substantially crippled the hotel industry, causing employees' fears of an imminent job loss. This study investigates how hotel employees' perceived job insecurity affects work engagement and psychological withdrawal behavior. Additionally, it explores the mediating role of work engagement between job insecurity and psychological withdrawal behavior, along with examining the moderating effects of employee resilience on the links between job insecurity, work engagement and psychological withdrawal behavior.Design/methodology/approachAdopting simple random sampling, a total of 357 completed questionnaires by Thai frontline hotel employees in 36 four- and five-star international hotel chains in Phuket, Thailand, were analyzed. Data analyses were undertaken by SPSS version 25.0 and partial least squares structural equation modeling (PLS-SEM) version 4.0.9.1.FindingsResults indicate that perceived job insecurity diminishes work engagement and leads to psychological withdrawal behavior. Work engagement is found to partially mediate the connection between job insecurity and psychological withdrawal behavior. Furthermore, employee resilience lessens the impact of job insecurity on work engagement while reinforcing the link between work engagement and psychological withdrawal behavior.Practical implicationsThe study findings offer valuable practical implications, illustrating how Thai hospitality firms can cultivate effective talent management practices to develop and enhance employees' skills, engagement and enthusiasm in their work. These practices can assist employees in coping with and managing their perceptions of job insecurity during turbulent times and uncontrollable crises.Originality/valueThis study creates a compelling framework to elucidate the connections among COVID-19-intensified job insecurity, work-related outcomes and personal factors. It introduces a previously underexamined perspective that enriches the authors' theoretical comprehension of how personal resources, like employee resilience, serve as protective factors, shaping employee behavior and performance amidst job insecurity. Moreover, the study advocates for a synthesizing approach, emphasizing the integration of various theoretical perspectives and past literature, particularly when research gaps cannot be sufficiently addressed by a single theory.

Risking one's life to save one's livelihood: Precarious work, presenteeism, and worry about disease exposure during the COVID-19 pandemic.

The present study advances research on the negative consequences of precarious work experiences (PWE), which include perceptions of threats to one's job and financial security as well as a sense of powerlessness and inability to exercise rights in the workplace. Using the COVID-19 pandemic as a backdrop, we examine how PWE relate to sickness presenteeism and worry about work-related COVID-19 exposure. In a 12-week, four-wave study of workers working fully in-person, perceptions of powerlessness and job insecurity were associated with presenteeism (e.g., general presenteeism as well as attending work with known or possible COVID-19 infection) and concerns about disease exposure at work. Whereas powerlessness primarily operated at the between-person level of analysis, job insecurity's effects emerged at both levels of analysis. A sense of powerlessness at work also predicted sending children to school/daycare sick. In sum, the findings suggest that precarity related to being able to keep one's job and a sense of powerlessness at work contribute to concerns about the risk of COVID-19 exposure at work and, simultaneously, behaviors that may contribute to the health risks faced by others. This research provides added support to the argument that precarious work should be addressed in order to improve both worker well-being and public health. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

The Effect of Job Insecurity on Turnover Intention: The Moderating Role of Self-Esteem

İşletmelerin rekabet avantajı kazanmak için küçülme ve esnekleşme stratejileri izlemeleri işgücünün yönetimine dair stratejileri de etkilemiştir. Özellikle geçici, yarı zamanlı istihdam uygulamaları çalışanların tam zamanlı istihdam koşullarında sahip oldukları iş güvencesini ortadan kaldırmıştır. Çalışanların önemli bir bölümü işlerinin sürekliliğini koruma konusunda kaygı yaşamaktadırlar. Öte yandan çalışanlar daha iyi ücret ve çalışma koşulları sağlayacak işleri arama konusunda da kayda değer bir özgürlüğe sahip olmuşlardır. Bununla birlikte çalışanların mevcut işlerini korumaya çalışmak ile yeni işler aramak konusundaki tercihlerinin onların özgüvenleri ile bağlantılı olacağı düşünülmektedir. Bu çalışma iş güvencesizliği algılayan çalışanların bu algılarının işten ayrılma niyetine etkisini araştırmaktadır. Özgüvenin bu ilişkide düzenleyici/ılımlaştırıcı bir rol oynayacağı; özgüvenleri yüksek çalışanların işten ayrılma niyetlerinin yüksek olacağı, buna karşılık düşük özgüvenin işten ayrılma niyetini azaltacağı varsayılmaktadır. Araştırmanın evrenini Afyonkarahisarda bulunan 5 yıldızlı otel işletmelerinde çalışanlar oluşturmaktadır. 135 otel çalışanından veri toplanmıştır. Yapısal eşitlik modeli çerçevesinde yapılan analiz sonucunda iş güvencesizliğinin işten ayrılma niyeti ile doğrusal ve olumlu ilişkili olduğu ve özgüvenin bu ilişkide düzenleyici bir role sahip olduğu sonucuna ulaşılmıştır.

The Effect of Job Insecurity and Job Stress on Turnover Intention with Job Satisfaction as a Mediation Variable

Study this aim for knowing the influence of job insecurity and job stress on the turnover intention with job satisfaction as variable mediation employee at PT. Graha Maju Property Palembang. Study this done with use approach quantitative with sample 130 employee at PT. Graha Maju Property Palembang. Data processing using Structural Equation Modeling (SEM) with the Smart PLS program. Research results show that job insecurity and job stress are influential and significant to turnover intention. Job satisfaction has a significant effect on turnover intention and can partially mediate the relationship between job insecurity and job stress among employees at PT. Graha Maju Property Palembang.

The relationship between job insecurity and employee performance: a systematic literature review and research agenda

PurposeAlthough research on job insecurity (JI) and its relationship with employee performance has increased in recent years, results are mixed and inconclusive. The objectives of this paper are to explore 1) the conceptualizations of JI, 2) the relationship between JI and different performance dimensions, 3) the theoretical perspectives used to explain the JI–performance relationship and 4) the mechanisms and contextual boundaries that affect the JI–performance relationship.Design/methodology/approachFollowing the PRISMA guidelines, the authors systematically searched for peer-reviewed empirical studies published before July 2021 in Web of Science and Scopus. The authors analyzed 81 empirical studies published on the conceptualization of job insecurity, its relationship with employee performance, and what mechanisms and contingency factors are studied. The authors used thematic analysis to analyze the articles.FindingsResults of this review show that the quantitative cognitive dimension is dominant in extant JI literature. Furthermore, in-role performance and OCB were most often investigated in relation to the four dimensions of job insecurity, drawing from a range of theoretical perspectives to explain this relationship. Moreover, a variety of mechanisms and contextual factors on individual, individual work-related, individual-level attitudes and job-level characteristics have found to play a role in this relationship.Research limitations/implicationsThis study has a number of limitations. The first pertains to the exclusion of articles in languages other than English and non-peer reviewed papers. It is possible that the search strategy used may not have identified other studies that may have met the established criteria in order to be included in our research. However, this method was chosen to guarantee the quality of the included articles in this study and in line with previous meta-analyses and literature reviews (De Witte et al., 2016; Sverke et al., 2019). Second, one selection criteria focused on how performance was assessed in the studies incorporated in this literature review. The authors excluded studies that addressed performance from the perspective of the organization (i.e. studies that measured performance at the organizational level). The authors herewith might have excluded studies that focused on one or multiple job insecurity constructs, but the authors herewith included studies that were comparable in terms of performance indicator outcomes. Future studies could expand the search by investigating, as a next step, the impact on organizational performance. Finally, since the focus of this literature review was on the relationship between job insecurity and performance indicators, including the mechanisms and boundary conditions that affect this relationship, the authors did not include focus on how job insecurity can be influenced (Shoss, 2017), and herewith lack information on the predictors side of job insecurity. However, by narrowing the authors focus to mediators and moderators, the authors were able to come up with an extensive list of factors that impact the job insecurity–performance relationship and herewith provide fruitful areas for future research. Future studies could expand these findings by providing an overview of predictors of different job insecurity constructs, to see whether there are potential different predictors of job insecurity conceptualizations (Jiang and Lavaysse, 2018).Practical implicationsThe study review contributes to the systematization of the current empirical evidence on this area of research. This is especially important and enables room to take an additional step toward understanding the consequences of job insecurity on performance. Specifically, it is important for organizations and policymakers to be aware of the different conceptualizations of job insecurity that exist and how they impact employee performance. In addition, an overview of potential mechanisms and boundary conditions that affect this relationship provides insights as to how organizations can intervene to affect reactions to job insecurity.Social implicationsThe study findings are relevant and may be of interest to decision makers in organizations and national authorities that must have information on quality concerning the effects of job insecurity on performance.Originality/valueBased on these findings the authors show the impact of the different conceptualizations of job insecurity and how they affect job performance. In addition, the authors provide recommendations for future studies how to better handle the integration of different conceptualizations and measures of job insecurity and its different approaches.

An Assessment of Employee Engagement: Understanding Organisation with Employees to Increase High Performance

Human resource management (HRM) is a critical component of every firm that focuses on the success of each individual employee. Employee contentment is now regarded to assist employees in performing at a higher level. The new aims of this study is to assess the degree of work engagement and the effect of job insecurity and ethical leadership on work engagement. To quantify work engagement, the aspects of work engagement were measured using a survey approach. Job instability and ethical leadership are also used in this study to investigate how they affect work engagement. This study was carried out through a survey with a data collection instrument in the form of a questionnaire containing a series of structured questions. The questionnaire includes statements that describe the dimensions and variables that were investigated. In this study, the population consists of 225 employees from the Faculty of Economics and Business at Universitas Jenderal Soedirman. The researchers used stratified proportional random sampling. Simple regression analysis and moderated regression analysis were used in this study. The highest level of work engagement found in the opportunity and corporate support dimensions, followed by the job dimension, and the lowest level is found in the organisational dimension.

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

PurposeThe understanding regarding the impact of entrepreneurial intentions on the job insecurity and depression is limited in the longitudinal settings, organizations need to know which factors can be added to decrease the psychological and career issues of visiting or contract employees. Thus, this research aims to investigate the person vocation fit and entrepreneurial leadership as a moderator in the relation of entrepreneurial intentions, job insecurity and depression in within- and between-person level with the time of 4 months' time lag.Design/methodology/approachThe data was gathered by using survey method from visiting faculty of universities located in Punjab, in the longitudinal design of 4-wave months and M.plus software was used to do the mediation and moderation analysis.FindingsResults revealed that job insecurity mediated the entrepreneurial intentions and depression, the person vocation fit and entrepreneurial leadership moderated the entrepreneurial intentions and job insecurity link in the following month.Research limitations/implicationsThis paper contributes in the literature of entrepreneurship and career management, by considering the role of person vocation fit and entrepreneurial leadership in the organizations of emerging countries that have high unemployment rate and mental health issues. This paper provides nuanced understanding of how these two constructs have influenced the entrepreneurial intentions-job insecurity-depression within- and between-person level in the visiting or contract employees. Therefore, made strong contribution to the theory of person- environment fit, the entrepreneurial event theory and the contingency theory in the longitudinal data. In addition, to generalize the results, this theoretical framework should be tested in the other geographic area and industries.Practical implicationsThe findings give practitioners, e.g. managers, policy- makers and counselors, with an idea how to decrease the feelings of job insecurity and depression in visiting or contract employees. They can promote the culture of innovation by giving training of entrepreneurial leadership and hiring the employees who have person vocation fit, all of these factors can lead to enhance the positive organizational image in potential and existing employees as well as it will also decrease the unemployment issue in emerging countries.Originality/valueIn past, scholars focused on the consequences of job insecurity and its harms but none emphasized on the aspects of entrepreneurship regarding the visiting faculty of universities. Like how entrepreneurial intentions can gradually decrease the job insecurity and depression among them and how the strengthen of person vocation fit and entrepreneurial leadership role their play monthly in this regard.

Informational Justice, Organizational Communication, and Job Insecurity in the Early Stages of the COVID-19 Pandemic

Abstract: The early stages of the COVID-19 pandemic were a time of great job insecurity. Knowledge of how such feelings of insecurity were mitigated during a time of crisis has important implications for the development of future interventions. Drawing from uncertainty management theory (UMT), we explored the impact of informational justice perceptions on the effects of job insecurity in a sample collected during the early stages of the pandemic (March–May 2020). The findings indicated that informational justice buffered the impacts of job insecurity on employee life satisfaction and perceived ability to perform. Furthermore, the source of information regarding COVID-19-related job changes mattered for predicting informational justice perceptions. Our findings bolster UMT and have important practical implications for future times of crisis.

Gain and loss spirals: Reciprocal relationships between resources and job insecurity

AbstractBased on gain and loss spiral principles from Conservation of Resources (COR) theory, we examined change‐related reciprocal relations between three key resources (i.e. self‐esteem, sense of belonging and perceived social support) and job insecurity. We adopted a latent change score (LCS) approach and examined the loss and gain spirals with a seven‐wave longitudinal dataset from the New Zealand Attitudes and Values Study (N = 6518). The LCS models indicated that: (1) self‐esteem predicts decreased job insecurity, but not vice versa, (2) sense of belonging predicts decreased job insecurity, but not vice versa and (3) there is a change‐related reciprocal relationship between perceived social support and job insecurity. Inconsistent with the primacy of resource loss proposed by COR theory, we also confirm that the effects of self‐esteem, sense of belonging and perceived social support on changes in job insecurity (i.e., gain spirals) are stronger than the effects of job insecurity on changes in these three resources (i.e., loss spirals). These findings provide a cautionary note to previous research based on cross‐sectional or lagged designs and using regression or (traditional or random intercept) cross‐lagged analyses. By taking a resource perspective, our research provides an impetus for understanding change‐related reciprocal relations between resources and job insecurity.