Effects Of Job Insecurity Research Articles

응급의료기관에 근무하는 1급 응급구조사의 직업 불안정성 및 직무열의가 이직의도에 미치는 영향

=Abstract= Purpose: This study aimed to identify the effects of job insecurity and job engagement on turnover intention of paramedics who work in emergency medical institutions. Methods: From October 14 to 28, 2014, data were collected by structured questionnaires from 171 paramedics who were working in emergency medical institutions. The data were analyzed by using SPSS/WIN 21.0. Results: Of the 171 subjects, 57.3% were temporary employees, of whom 87.5% were working in regional emergency medical centers. The mean scores were 3.19 for job insecurity, 4.58 for job engagement, and 3.28 for turnover intention. The correlation between the variables showed that the higher the job insecurity of the participants, the higher their turnover intention (r=.397, p<.001). Moreover, the higher their job engagement, the lower their turnover intention (r=-.354, p<.001). The variable that most significantly affected turnover intention was job insecurity. The coefficient of determination (R)

The Effect Of Job Insecurity To The Union Commitment, Dual Commitment and The Union-Related Orientation

The Effect Of Job Insecurity To The Union Commitment, Dual Commitment and The Union-Related Orientation

New Insights for the Management of Job Insecurity-Psychological Wellbeing Relationship

Empirical evidence considers job insecurity as a stressor that leads to poor job-related well-being. With the present study we intend to increase this knowledge by testing how and through what mechanisms job insecurity may give rise to such consequences. In particular, we examined the mediating processes underlying the relationship between job insecurity and emotional exhaustion, as an indicator of psychological well-being and core element of burnout. A total of 322 blue collar workers in Italy are used to test the hypotheses derived from our framework. The results found support for a model in which the effect of job insecurity on exhaustion was mediated by two variables, i.e. breached psychological contract and perceived distributive injustice (three-path mediational model). Employees who were insecure perceived a breach of their psychological contract, which led to distributive injustice perceptions, which in turn increased emotional exhaustion. The tested model provides a theoretical framework that may lead to new insights on the job insecurity-burnout relationship.

The Effects of Job Insecurity among contract teachers on Job Stress and Job Attitude

The Effects of Job Insecurity among contract teachers on Job Stress and Job Attitude

The Effects of Work-Life Balance on Job Performance: Moderating Effects of Job Insecurity

The Effects of Work-Life Balance on Job Performance: Moderating Effects of Job Insecurity

Effects of Job Insecurity, Exposure to Emotional Labor, and Emotional Burnout on Turnover Intention and Customer Orientation of Hair Beauty Service Workers

Effects of Job Insecurity, Exposure to Emotional Labor, and Emotional Burnout on Turnover Intention and Customer Orientation of Hair Beauty Service Workers

The effect of job insecurity and employability on preferences for redistribution in Western Europe

This article sheds light on the so far under-researched effect of subjective job insecurity on social policy preferences and the moderating role of employability. Using pooled individual-level data from the European Social Survey for workers from 11 Western European countries, it shows that subjective job insecurity does increase demand for redistribution. This effect is conditional upon employability perceptions, that is, expectations about future employment prospects. The impact of job insecurity on redistribution is strongest for workers who fear long-term unemployment. The findings do not seem to be driven by underlying political belief systems as they are robust in a reduced sample of centrist non-partisan workers. While the results confirm the hypothesised repercussions of labour-market flexibility on the individual level, aggregate effects should not be exaggerated, since the segment of workers exposed to job insecurity and low employability at the same time is rather small.

The relationship between contract type and job satisfaction in a mediated moderation model: The role of job insecurity and psychological contract violation

In the last decades, research on the relationship between contract type, job insecurity and outcomes has been constantly increasing. Previous evidence indicated that job insecurity moderates the impact of contract type (permanent vs temporary) on job satisfaction. The present study aims to investigate these relationships considering two facets (intrinsic and extrinsic) of job satisfaction and psychological contract violation as mediator, in the mediated moderation model. Participants were 638 employees of different Italian organizations, with open-ended or fixed-term contract. As hypothesized, results indicated that job insecurity moderates the relationship between contract type and intrinsic and extrinsic job satisfaction differently for contract type. The job insecurity effects were more negative for permanent workers regarding intrinsic job satisfaction and more negative for temporary workers regarding extrinsic job satisfaction. The mediated moderation analyses supported the study’s main hypothesis, pointing out that psychological contract violation negatively mediated the interaction effects.

Political trust and job insecurity in 18 European polities

Several decades of trust research has confirmed that difficult national economic conditions help explain citizens' low levels of political trust. But research points to a much less important role for personal economic factors. The latter finding, it is argued here, is a result of flawed survey questions and model misspecification. We actually know very little about the precise economic concerns that may generate low levels of trust and about the mechanisms via which they do so, resulting in a rather thin causal story. This paper seeks to address this lacuna, focusing on an issue of increasing importance in advanced economies: job insecurity. Using individual-level data from 18 European polities at two different time points, the paper finds that job insecurity generates lower levels of trust in politicians, political parties and political institutions and lower levels of satisfaction with democratic performance. Importantly, job insecurity's effect does not diminish as one moves from specific to more diffuse objects of political trust, as previous research suggests it should. The paper also finds that the effect of job insecurity is exacerbated if citizens have negative perceptions of the performance of the wider economy. Finally, and drawing on the occupational psychology literature, the paper proposes a novel causal mechanism to link job insecurity to political trust. The intuition is that job insecurity violates a ‘psychological-democratic’ trust contract between workers and the state. The mechanism is consistent with the observed results. The paper thus contributes to both the empirical and theoretical debates on the linkages between political trust and economic performance.

The Role of Paternalistic Leadership on Fostering Employees’ Innovative Behavior: Moderating Effects of Job Insecurity

Employees’ innovative behavior is critical for organizations to be successful and survive among competitors. In this regard, managers have the potential to foster the innovative behavior of their subordinates. This study focuses on the effect of paternalistic leadership on employees’ innovative behavior and examines the moderating effect of job insecurity. This research is based on quantitative methods and was through a sample of 219 employees from Malaysian SMEs. The collected data was analyzed via Structural Equation Modelling–Partial Least Square (SEM-PLS). The findings showed a significant relationship between paternalistic leadership and employees’ innovative behavior. The statistical results also showed the negative interaction of job insecurity on relationship between paternalistic leadership and innovative behavior. This study contributes theoretically to leadership and innovation literature and offers a practical contribution to managers of Malaysian SMEs by highlighting the effect of paternalistic leadership on innovative behavior and the effect of job insecurity in the above-mentioned relationship.

Job insecurity and the benefits of work

The presented study combines conservation of resource theory with latent deprivation theory to explain the negative relationship between job insecurity and mental health. Specifically, we propose that people who face the threat of job insecure would perceive worse access to the benefits of work, which would explain the negative effect of job insecurity on mental health. In a two-wave study, employees rated their perceived job insecurity, their access to the benefits of work, and their mental health. Cross-sectional multiple mediation analysis at Time 1 (n = 295) and Time 2 (n = 236) showed that the negative relationship between job insecurity and mental health was partly due to a perceived lack of the benefits of work. Longitudinal results (n = 173) revealed that job insecurity was related to a decrease in financial benefits, which in turn predicted mental health. However, this effect was only visible if it was not controlled for prior levels of the benefits of work. The results are discussed with regards to conservation of resource theory and latent deprivation theory and the potential of this framework for explaining negative mental health effects of job insecurity.

How does job insecurity relate to self‐reported job performance? Analysing curvilinear associations in a longitudinal sample

The study focuses on the relationship between job insecurity and self‐reported job performance. Based on theoretical, empirical, and statistical arguments, we propose that this relationship is U‐shaped and mediated by vigour at work. This assumption was tested cross‐sectionally and across two measurement points, and against two alternative explanations, namely that the U‐shaped relationship might be due to the influence of the moderators optimism and supervisory support. The findings of a study among a large group of job‐insecure employees of two Finish universities (n = 2,095) confirm the U‐shaped effect of job insecurity on self‐reported job performance. This effect was shown to be robust against the moderating influence of optimism and supervisory support and was partially explained by decreased vigour. The inclusion of a second data wave indicated that job insecurity predicted job performance 1 year later also in a U‐shaped form (n = 1,289). Overall, the results suggest that taking quadratic effects into account adds to the understanding of the relationship between job insecurity and self‐reported job performance.Practitioner points The study reveals that the relationship between job insecurity, vigour, and self‐reported performance is slightly U‐shaped. At lower to moderate degrees of intensity, job insecurity is negatively related to self‐reported job performance, whereas at higher degrees, the effect is less negative. The U‐shaped effect can partly be explained by vigour: at low and high degrees of job insecurity, vigour is slightly less impaired than at moderate degrees. The study does not indicate that job insecurity is a motivator in the workplace.

Effects of Job Insecurity on Job Dissatisfaction and Creativity

This study explores job insecurity and job dissatisfaction produced by organizational change and its effects on employee creativity. In total, 285 valid questionnaires were taken from a research an...

Travel agency employees' career commitment and turnover intention during the recent global economic crisis

One hundred and eighty-four travel agency employees in South Korea participated in this study to examine (1) the effect of career commitment (CC) on employee turnover and (2) the moderating effect of job insecurity on the relationship between CC and turnover intention. This study was conducted during the recent global economic crisis and found that the participants of this study had a tendency to stay in their organization even though they felt insecure at work while having high CC. Managerial implications on career development and commitment of travel agency employees were discussed on the basis of the results of this study.

Consequences of Job Insecurity and the Moderator Role of Occupational Group

In recent decades, transformations in organizations and the labour market have produced an increase in employee job insecurity. In response to this situation, workers present different negative reactions. However, the intensity of these reactions varies across studies that have investigated the outcomes of job insecurity. One possible explanation for this inconsistency may lie in the influence of other factors, such as the occupational group (Sverke et al., 2002). The aim of this study is to provide additional evidence about the relationship between job insecurity and its outcomes (i.e., life satisfaction, job satisfaction, perceived performance and organizational commitment), and examine the moderator role of occupational group in this relationship. The sample was composed of 321 employees from different Spanish organizations. The results showed that job insecurity was directly and negatively related to life satisfaction, job satisfaction and organizational commitment, and they suggest that occupational group moderated relations between job insecurity and three studied outcomes. In the case of life satisfaction and perceived performance, this relationship was stronger among blue collar workers. The relationship between job insecurity and job satisfaction was stronger in white collar workers. The implications and limitations of this study are discussed.

Effects of job insecurity on mental health during a recession

Effects of job insecurity on mental health during a recession

Nieuwe zelfstandigen en onzekerheid over de arbeidsplaats

Independent contractors and job insecurity Independent contractors and job insecurity In this article we test the hypothesis that independent contractors experience more job insecurity then employees with a permanent labour contract. We also compare causes and consequences of job insecurity between independent contractors and employees. Finally, we test for differences in the way self-efficacy acts as a buffer between job insecurity and its negative effects on work and well-being between these groups. In this article we use the data set of a 2006 study on sick leave benefits. Two national representative samples of independent contractors and employees with a permanent labour contract were selected from this data set. The results of our study indicate that independent contractors experience about the same amount of job insecurity as employees, and that there are only some differences in causes and consequences. Employees with a permanent contract experience more negative effects. Self-efficacy did not buffer the influence job insecurity on health and well-being in both groups.

Pengaruh Job Insecurity, Terhadap Keinginan Berpindah Kerja Dengan Kepuasan Kerja Dan Komitmen Organisasional Sebagai Variabel Intervening

This study aims to obtain empirical evidence about the effect of job insecurity toward job turnover intentions with job satisfaction and organizational commitment as intervening variable The samples in this study are employees who worked at the television industry in Jakarta. Sampling method used was convenience sampling. Tests used in this study are validity testing, reliability testing, the classic assumption testing, simple regression and path analysis testing. Results of the first hypothesis toward showed that there was significant influence of job insecurity towards job turnover intentions. Result of this study showed that organizational commitment and job satisfaction were not intervening variable in the relations between job insecurity and job turnover intention.&#x0D; Keyword: job insecurity, organizational commitment, job satisfaction, turnover intentions of the employees

A qualitative study of coping strategies in the context of job insecurity

Since the late 1970s economic recessions, technological changes and intensified global competition have dramatically changed the nature of work. For employees, these changes cause feelings of insecurity regarding the nature and future existence of their jobs. The aim of this study is to examine the factors that influence the coping strategies that employees may choose when they face job insecurity. A qualitative research is conducted with several in-depth interviews, and the results suggest that among many coping strategies with job insecurity, employees may engage in organizational citizenship behavior (OCB) or job search behavior depending on personal and organizational variables. This study enhances the literature in two ways: First of all, previous studies have treated OCB and job search behavior as consequences of job insecurity whereas this paper treats them as coping strategies. Additionally, this qualitative study investigates the relationship between situational and dispositional factors and adoption of coping strategies. Employers face the challenge of retaining human element by providing an environment of job security in order to keep their talented human resources high performing and motivated. Therefore it is also aimed to provide managerial suggestions on a practical organizational problem by shedding light on how organizations can enhance the adoption of constructive coping strategies.

Exposure to temporary employment and job insecurity: a longitudinal study of the health effects

ObjectiveThis study analysed interactions between job insecurity and temporary employment and health. We tested the violation hypothesis (whether permanent employment increases the health risk associated with job insecurity) and the...