Fear Of Job Loss Research Articles

Automation and the Importance of Reskilling Workers: A Case Study in the Automotive Industry

Rapid technological developments, especially the spread of automation and artificial intelligence (AI), have been transforming the world of work, raising some concerns about the future of employment. Automation presents both opportunities and challenges for the labor market. While we can expect productivity to grow with automation, and with-it economic growth, the fear of job loss linked to automation is also present. This paper aims to study the impact of automation on employment, with a special focus on the automotive industry, which stands out as one of the sectors most affected by automation. A second objective is to examine the reskilling procedures implemented by companies in this context, with a view to identifying effective strategies that bring benefits to both the employer and the workforce. To analyze the implications of automation in the automotive industry and the strategies adopted by companies to face these implications, we carried out an exploratory case study, using interviews, with the participation of four companies located in the districts of Minho, in the North of Portugal. The results show that, considering the impact of automation on employment, there is no negative impact since the destruction of some jobs was compensated by the creation of new ones. As for the reskilling procedures implemented by companies, results indicate that reskilling and upskilling are important strategies to prepare workers to transition to new jobs and tasks. Automation has been present in the automotive sector for many years and it has been gaining greater relevance over time. Businesses gain from several benefits provided by automation, including improved value for money, increased productivity, and increased worker safety. At the same time, they also face some challenges, such as high investment costs and workers' apprehension about transforming workplaces. Nonetheless, the investment pays off since companies invest heavily in reskilling their employees, and thus have a more qualified workforce that is prepared for any change that may arise. This paper contributes to a deeper understanding of the implications of automation in the labour market in the automotive sector and highlights the importance of workforce reskilling for the sustainability of companies. These findings are relevant for both employers and employees.

Promoting Sustainable Safety Work Environments: Factors Affecting Korean Workers’ Recognition of Their Right to Refuse Dangerous Work

(1) Background: The right to refuse dangerous work (RTRDW) is essential for preventing industrial accidents and protecting worker safety in Korea. However, its use remains limited in practice. This study seeks to identify the factors hindering its activation across industries such as construction, manufacturing, and services, offering a comprehensive analysis beyond previous research. (2) Methods: A survey was conducted across key industries to assess five factors—safety behavior, communication, management commitment, education and training, and education and training—using structural equation modeling (SEM) to evaluate their influence on the exercise of RTRDW. (3) Results: The SEM model showed a good fit (χ2 = 1151.333, p < 0.001, TLI = 0.978, CFI = 0.984, RMSEA = 0.05). The most significant factors influencing RTRDW were safety performance behavior and communication, while ambiguous regulations, poor training, and fear of job loss discouraged its use. (4) Conclusions: To improve RTRDW activation, clearer regulations, enhanced safety education and training, stronger management commitment, and better communication are necessary. Addressing these issues can help workers confidently exercise their right to refuse dangerous work, enhancing overall workplace safety. (5) Benefits: This study provides practical strategies for policymakers and industry leaders to promote safety, empowering workers to use RTRDW effectively and contributing to a safer work environment.

The Impact of Perceived AI Replacement on Employee Job Satisfaction: Exploring the Mediating Role of Self-Esteem

Artificial intelligence (AI) has become more prevalent in the workforce due to the quick development of technology, which has led to a generalized fear of job loss among workers. AI integration in the workplace has resulted in a decline in workers’ self-esteem, which has lowered their drive to find work and decreased their job happiness.By employing convenience sampling and doing data analysis on employee anxiety, self-esteem, and job satisfaction, it confirmed that the introduction of artificial intelligence into the workforce has a significant impact on workers.AI is an emotionless instrument that cannot interact with employees in a typical interpersonal manner. People’s concerns about their abilities and self-worth are frequently heightened by this absence of meaningful interaction. In the absence of the interpersonal dynamics that define human relationships, employees could experience feelings of isolation and ambiguity over their position in the workforce. Employers must therefore address this issue by encouraging a work environment that recognizes the advantages of AI while simultaneously valuing human abilities and innovation. Employers may lessen the detrimental effects of AI on worker morale and engagement by creating a work environment that promotes human-machine collaboration. Giving staff members opportunities for skill enhancement through training and development can also help them adjust to the changing nature of the labor market.

Shattered innocence: uncovering the epidemic of sexual violence against women workers in Dhaka, Bangladesh

PurposeThis study aims to explore the prevalence and patterns of workplace sexual violence against women workers in Dhaka, Bangladesh.Design/methodology/approachThis study used a mixed-methods approach to investigate workplace sexual violence against women workers in Dhaka, Bangladesh. Data collection spanned four months, using structured interviews, self-administered questionnaires and qualitative methods such as in-depth interviews and focus group discussions. A stratified random sampling technique ensured a diverse representation across sectors like garment manufacturing, domestic work and construction. Quantitative data from 384 respondents were analyzed using descriptive statistics and Pearson correlation analysis, while qualitative data provided practical insights into participants' experiences. Limitations included sample specificity to Dhaka, underreporting bias and potential biases in self-reported data, impacting generalizability and data validity.FindingsThe findings reveal significant demographic trends, with younger age groups (16–35 years) experiencing higher rates of harassment, particularly within the garment industry. Occupation-wise, garment workers report more incidents of harassment, while housemaids and child domestic workers face comparatively lower risks. The length of time in current employment shows mixed correlations with harassment prevalence. Fears of job loss, social stigma and reliance on internal resolution mechanisms within workplaces influence reporting behaviors.Practical implicationsThis research highlights the urgent need for tailored interventions to protect young women in the garment sector and vulnerable occupations from sexual harassment. Policy reforms should enhance reporting mechanisms and address cultural barriers to reporting, ensuring safer workplaces and fair treatment for all female workers in Bangladesh.Originality/valueThis research contributes original insights by examining demographic correlates of sexual harassment across diverse occupations in Dhaka, Bangladesh. It uniquely identifies age-related vulnerabilities, occupational disparities and reporting behaviors, offering a comprehensive framework for understanding and addressing sexual violence in a critical socio-economic context.

PREVALENCE OF NON-SPECIFIC LOW BACK PAIN DUE TO JOB-RELATED STRESS AMONG SECURITY GUARDS

Background of the study: This research aimed to determine the prevalence of nonspecific low back pain due to job-related stress among security guards. Methodology: A cross-sectional survey in Sahiwal involved 130 security guards from various educational institutes. They were chosen through random sampling, meeting criteria of age 18-60 years, job duration over 1 year, and weekly work hours >30. Job stress and pain severity were assessed using a self-made questionnaire and numeric pain rating scale (NPRS), with data analyzed using SPSS version 22. Result: Low back pain prevailed in 87.7% of the security guards. Moreover, 73.8% of security guards showed fear of losing their jobs, 64.5% faced family stress and 83.1% of participants felt pressured. The cross tab chi-square test was applied to check the association` between stress and low backache, and results showed that 87.7% had both stress and low backache (p-value < 0.05). Conclusion: The study concluded that non-specific low back pain is common among security guards, particularly in the age range of 40 to 60. Job-related stress factors, such as fear of job loss, on-the-job pressure, and financial stress, were identified as significant contributors to the majority of low back pain cases in this profession.

Does employability help to cope with job insecurity? An analysis of workers' well-being with Swiss panel data

Can perceived employability mitigate the negative impacts of job insecurity on wellbeing?. We address this question using fixed-effects models on panel data from. Switzerland. To measure job insecurity, we use two subjective indicators (risk of job. loss and fear of job loss in the last year) and an objective one (having a temporary contract). We assess well-being by studying job satisfaction, life satisfaction, and mental health, and perform separate analyses for men and women. Results suggest that employability does not mitigate the impacts of job insecurity on job satisfaction. For life satisfaction, employability reduces the impacts of the risk of job loss in the last year, but only among men. Regarding mental health, employability partially offsets the impacts of the risk of job loss in the last year for both men and women. We conclude that even though employability might help, it does not shield workers from the negative impacts of job insecurity. This suggests that the flexicurity strategy falls short of mitigating the non-pecuniary impacts of job insecurity.

Factors influencing the adoption of robotic technologies in academic libraries: A systematic literature review (SLR)

The study aimed to identify the factors influencing the adoption of robotic technologies in academic libraries, investigate the impact of robots on library services, and reveal challenges to adopt robotic applications in academic libraries. A systematic literature review was applied to address the study’s objectives. The 16 most relevant seminal studies published in peer-reviewed journals were selected to conduct the study. Findings displayed that the factors of innovation, advancements in artificial intelligence, library security, and personalized services influenced positively the adoption of robotic technologies in academic libraries. The study also illustrated that robots had a significant positive impact on academic libraries by performing a variety of roles, solving space issues, and providing entertainment to library patrons. Results also revealed that loss of critical thinking, technical issues, lack of organizational planning, financial hurdles, fear of job loss, shortage of skilled manpower, and ethical considerations caused barriers to the successful implementation of robotic applications in academic libraries. The study has added valuable literature to the existing body of knowledge. It is the first systematic literature review on the factors influencing the adoption of robotic technologies in academic libraries. It has provided practical solutions in light of evidence-based data for the effective adoption of robotic technologies in academic libraries.

Displaced or depressed? Working in automatable jobs and mental health

AbstractAutomation may destroy jobs and change the labor demand structure, thereby potentially impacting workers' mental health. Implementing propensity score matching on French individual survey data, we find that working in an automatable job is associated with a 3 pp increase in the probability of suffering from mental disorders. Fear of automation through fear of job loss, expectation of a required change in skills, and fear of unwanted job mobility seem to be relevant channels to explain the findings.

Factors Affecting Job-Loss Anxiety: The Influence of Decent Work Policies and Corporate Sustainability in a Case Study of Economic Crises

This study examined the factors affecting the fear of job loss, which is characteristic of various phases of an economic crisis. We used a representative sample of data from the Russia Longitudinal Monitoring Survey-Higher School of Economics for 2007, 2009, 2013, 2015, 2019, and 2021. It was assumed that the factors that determine the level of layoff anxiety are dynamic. The current economic conditions caused by both the COVID-19 pandemic and the growing prerequisites of a new economic crisis in Russia have promoted increased interest in this area. Method: Binary choice models were estimated using the maximum likelihood method with the calculation of average marginal effects. State ownership in the capital of an organization, a high income, job satisfaction, good qualifications, and a positive assessment of one’s health reduce layoff anxiety. The fear of job loss was found to peak at 45 years of age. The factors associated with job insecurity can be permanent or temporary, depending on the phase of the economic cycle. The conclusions of this study may be of interest to the management of organizations interested in increasing the efficiency of labor and production.

Effects of cognitive and stress management training in middle-aged and older industrial workers in different socioeconomic settings: a randomized controlled study.

The demographic change requires longer working lifetime. However, fear of job loss may lead to chronic stress whereas aging and unchallenging work may accelerate cognitive decline and early retirement. Long-time repetitive work led to impairments of cognitive functions in middle-aged and older employees, as demonstrated in a previous study conducted in a large car manufacturer. In the present study, a training concept was implemented to enhance the cognitive and emotional competence of these employees. A first group of employees received a trainer-guided cognitive training only, whereas a wait list control group received a cognitive training and stress management training. This design was applied in two independent samples separated by one year either during or after a socioeconomically tense situation of the factory. In sample 1, with a tense occupational situation, the cognitive training effects occurred with a delay of three months. In contrast, in sample 2, with less critical socioeconomic situation, the training effects occurred immediately and persisted three months later. Stress management training showed reduction of subjectively and objectively measured stress level. The results indicate that effects of cognitive interventions are diminished under chronic stress which can be reduced after a short stress management training. This leads also to enhanced attention and memory in daily life. In contrast, in Sample 2 with less chronic stress, effects of cognitive training were stronger and persisted at least three months later, whereas stress management training had less impact. This suggests that cognitive learning in occupational settings is only efficient at lower stress levels.

Outsource to India: The impact of service outsourcing to India on the labor market in the United States

AbstractService offshoring raises the fear of job loss for high‐skilled workers, unlike goods offshoring, because workers at home compete with highly educated workers in low‐income countries. This paper examines whether the increase in the United States's service offshoring to India has reduced the domestic employment of the occupations with greater exposure to Indian service imports. To account for endogeneity, I instrument for the growth of the United States's service imports from India by exploiting the change in Indian exports to European countries. Service offshoring reduces total employment from 2000 to 2006; however, this effect disappears overall and becomes positive for college‐educated workers in the later period from 2006 to 2016. Unlike goods offshoring, the employment effect is largely driven by college‐educated workers, and the employment growth in the later period is larger.

Towards an emotional geoeconomics? Masculinity and emotions among Mexican and Guatemalan temporary agricultural workers in Quebec

AbstractThis article explores the emotional geographies underpinning the experiences of temporary agricultural workers who migrate yearly to fields of labour in Canada. The research is based on a transnational qualitative study in Quebec, Mexico, and Guatemala. To provide a theoretical framework for this article, we bring the concepts of geoeconomics and geographies of emotion into conversation. We then briefly present the history and evolution of temporary agricultural work, highlighting its deeply racialized and gendered nature. We argue that the mobilization and interiorization of a particular form of masculinity and emotional expression are central to both the exploitation of workers and their acceptance of their working conditions. These forms of masculinity and emotional expression are tightly bound to the workers’ role as household providers. Workers demonstrate satisfaction and pride in fulfilling their roles while negotiating an ongoing fear of job loss if they do not comply with work expectations. We argue that this represents a new form of subaltern masculinity that underpins Canadian geoeconomic strategy.

Disparities in unmet needed paid leave across race, ethnicity and citizenship status among employed Californians: a cross-sectional study

ObjectivesPaid leave is essential for public health in order to prevent presenteeism (i.e., working while sick), provide an economic safety net for workers when ill, and promote family well-being through parental leave. While racial and ethnic disparities in unmet paid leave (or needing but not being able to take paid leave) are well documented, little evidence of the intersecting role of citizenship status exists. This study examined disparities in unmet paid leave across race, ethnicity and citizenship status. Study designThis was a cross-sectional study of employed adults in California, USA. MethodsWeighted, multivariable logistic regressions were used to assess disparities in unmet needed paid leave across race, ethnicity and citizenship status categories, including non-citizen, naturalised, and citizen Latinx and Asian respondents, and naturalised and non-citizen White respondents, relative to US-born White respondents, controlling for demographic, familial, health-related and work-related covariates. This study examined a representative sample of Californian adults using the 2021 California Health Interview Survey (CHIS). A total of 24,453 people completed the CHIS from March to October 2021. This analysis was restricted to individuals who had complete data, were employed at the time of the survey and were part of the study race and ethnic groups of interest, leading to an analytical sample of 12,485 respondents. ResultsWhile 16.9% of employed Californians reported forgoing needed paid leave, disparities across race, ethnicity and citizenship status were evident. Specifically, 31.8% of non-citizen Latinx respondents, compared to 11% of US-born White respondents, did not use paid leave when they needed it due to fear of job loss, fear of negative impacts on job advancement, employers denying it, lack of information or knowledge regarding the process or ineligibility. In the fully adjusted analyses, respondents identifying as non-citizen Latinx (adjusted odds ratio [aOR] = 2.57, 95% confidence interval [CI] = 1.94–3.40), naturalised Latinx (aOR = 1.90, 95% CI = 1.46–2.48), US-born Latinx (OR = 1.30, 95% CI = 1.06–1.60), non-citizen Asian (aOR = 2.34, 95% CI = 1.69–3.23) and naturalised Asian (aOR = 1.78, 95% CI = 1.35–2.34) had a statistically significantly higher likelihood of experiencing unmet needed paid leave compared to US-born White respondents. ConclusionsDespite its importance for health, disparities across race, ethnicity and citizenship status exist in those who experience unmet paid leave. It is recommended that the administrative and enforcement agencies in California further communicate eligibility, facilitate the application process and enforce equitable access to paid leave for all workers.

A staffing perspective on barriers to and facilitators of temporary worker safety and health.

Research has documented occupational health disparities, including higher rates of work-related injuries, among temporary workers compared with workers in standard employment arrangements. According to guidance from the Occupational Safety and Health Administration (OSHA) and the National Institute for Occupational Safety and Health (NIOSH), both staffing companies and host employers are responsible for protecting the occupational safety and health (OSH) of temporary workers. To date, there has been little qualitative research on temporary worker OSH in the United States and a lack of evidence-based OSH programs designed to meet the needs of temporary workers. The aim of this study was to better understand the barriers to and facilitators of temporary worker OSH from the perspective of US staffing companies. In-depth interviews were conducted with a convenience sample of representatives from 15 US staffing companies. Interviews were audio recorded, transcribed verbatim, and analyzed through a three-step process. Commonly mentioned barriers to temporary worker OSH include differential treatment of temporary workers by host employers; lack of understanding among host employers and staffing companies of joint OSH responsibilities; and workers' fear of job loss or other negative repercussions if they report an injury or illness or voice OSH concerns. Commonly mentioned facilitators of temporary worker OSH include conducting client assessments and site visits and fostering strong communication and relationships with both host employers and temporary workers. These findings can help inform the tailoring of OSH programs to promote health equity in temporary workers.

Is Is IT Revolution and Digitalization a Curse? A Comprehensive Model of Turnover Intention in the Private Banking Sector of Pakistan

Digitalization decreases job satisfaction by increasing pressure, fear of job loss, and deteriorating work-life balance. The study investigates the nexus of customer incivility, workplace incivility, employee religious perception, digitalization, HRM practices, and employee turnover intention in the presence of practical commitment as a mediator and servant leadership as a moderator. Further, the current study also examines the relationship between practical commitment and employee turnover intention. Data was collected through a self-administrator questionnaire from frontline employees of private banks in Punjab, Pakistan. Data analysis was done through SPSS and PLS software. The current study results have revealed that WPI, CI, ERP, DEG, and HRM practices are significantly associated with employees’ job attitudes, such as EC and TI. Further, Effective commitment positively mediates relationships. Moreover, servant leadership successfully moderates the relationship between EC and TI. In light of the above results, the current study recommended that WPI, CI, ERP, DEG, and HRM practices are significant factors for the future success of the service sector in developing countries like Pakistan. The current study contributes to the literature on Change, IT revolution, digitalization, and its adverse effects through the lens of resource conservation theory to explain the phenomena of turnover intention framework, which is the uniqueness of the current study.

Exploring the employment determinants of job insecurity in the French working population: Evidence from national survey data.

Studies are lacking on the employment determinants of job insecurity, that may be helpful to determine highly exposed groups and to assess the feasibility of constructing job-exposure matrices (JEMs) for this occupational exposure. The objectives were to explore the employment determinants of job insecurity in a nationally representative sample of the French working population. The study was based on the cross-sectional data of the 2013 national French working conditions survey including a sample of 28,293 employees, 12,283 men and 16,010 women. Job insecurity was assessed using one single item related to the fear of job loss in the next 12 months. Gender, age, and educational level were studied as well as the following employment variables: temporary/permanent work contract, full/part time work, job seniority, occupation, economic activity of the company, public/private sector, and company size. The associations with job insecurity were studied using bivariate and multivariate analyses. One quarter of the study sample was exposed to job insecurity, without any difference between genders. Lower age and lower educational levels were associated with job insecurity. Employees who had a temporary work contract, lower job seniority, who were working in low-skilled occupational groups, in manufacturing (for both genders) and construction (among men), and in the private sector had a higher prevalence of exposure to job insecurity. The two major employment variables associated with job insecurity were temporary work contract (prevalence ratios>2) and private sector (prevalence ratios>1.4) for the whole sample and for both men and women. Our findings suggested that intervention/prevention measures could be oriented towards specific highly exposed groups of the working population, especially those exposed to temporary work contract and/or working in the private sector. Our study also underlined that constructing JEMs for job insecurity may be possible and could be a useful tool for large-scale occupational health studies.

Concerns, Career Decisions, and Role Changes: A Qualitative Study of Perceptions of Autonomous Vehicles in the Trucking Industry

Abstract The increasing adoption of automation will likely replace the tasks performed in many jobs, resulting in new challenges for workers. Yet, little is known regarding how workers perceive automation, including how it may influence their job attitudes and turnover intentions. Automated vehicles (AVs) are one example of new technology poised to alter the job of truck driving, which is overwhelmingly populated by older workers. In this study, we examined truck drivers’, supervisors’, and managers’ attitudes and concerns about AV adoption and its effects on driving jobs to help the transportation industry prepare for automation with minimal workforce disruption. We drew from theorizing on self-interest in economics and lifespan coping theories to contextualize workers’ reactions to automation. We conducted focus groups and interviews with truck drivers (N = 18), supervisors of drivers (N = 8), and upper-level managers of trucking companies (N = 25). Two themes emerged from the thematic analysis: the unknown, and proficiency. AVs may be viewed as threatening by drivers, causing anxiety due to widespread uncertainty and the fear of job loss and loss of control. At the same time, there will be a greater need for drivers to be adaptable for the era of AVs. AVs are also likely to result in other changes to the role of driving, which may have implications for driver recruitment and selection. We interpret our findings together with lifespan theories of control and coping and provide recommendations for organizations to effectively prepare for automation in the trucking industry.

Reflexive thematic analysis of job-related problems associated with pharmacist suicide, 2003-2019.

Few qualitative studies have focused on suicide and specific job-related problems associated with suicide in pharmacists. Greater knowledge of specific work-related stressors amongst pharmacists could inform suicide prevention strategies. To identify job-related stressors associated with pharmacist suicides and compare stressors to those previously reported in physicians and nurses. Free-text law enforcement and medical examiner data for pharmacist suicides were extracted from the National Violent Death Registry (NVDRS) for 2003-2019. Reflexive thematic analysis was deployed via a deductive approach utilizing codes and themes found in previous research on nurse and physician suicides. New codes were also identified through inductive coding. A total of 291,872 suicides occurred between 2003 and 2019, of which 392 were pharmacist deaths. Of these, 62 pharmacist suicides were coded with job-related problems. Almost all deductive themes/codes extracted from nurses and physicians were present in pharmacists. Common codes found in the pharmacist dataset that were also found previously in physicians and nurses were: history of mental health, substance use disorder, hopelessness impending or proceeding job loss, and access to lethal weapons and/or drugs. Novel codes were added through inductive content analysis. Codes novel to pharmacists were: verbalized suicidal ideation (SI) or intent, diversion for the purpose of suicide, and the fear of job loss. Disciplinary action at the institutional level was associated with the fear of job loss and cited as the event triggering suicide completion. Pharmacists have similar job-related stressors associated with suicide as physicians and nurses. Evaluating the process of disciplinary action is warranted. Future research is indicated to evaluate causal relationship between work-related stressors and mental health outcomes leading to suicide in pharmacists.

Co-working with robotic and automation technologies: technology anxiety of frontline workers in organisations

PurposeThe advent of robotics and automation technologies was augmenting firm initiatives to attain competitive advantage. From a resource-based view perspective, human-led capabilities were important to operate with technology resource base of an organisation. This was evident for both manufacturing as well as services firms. However, employees as an individual confronted technology anxiety (TA) when they were working with new technologies like robotics and automation technologies. Thus, the purpose of this paper was to examine the factors causing TA.Design/methodology/approachGiven the novelty of this research study context a qualitative exploratory method was designed. For this research study, the data collected was through in-depth interviews conducted through open-ended semi-structured questionnaire. The data was collected from 62 frontline employees who were working with robotics and automation-based technologies in manufacturing firms. The authors applied thematic content analysis on collected data for analysis.FindingsTechnology anxieties ranged from fear of complete inability to learn new technologies, failure to learn new technologies properly, incapability to implement the learned skills and job loss to younger technology savvy employees. Finally, there was anxiety over job loss as automation and robotic technologies over the years was expected to erode the employment of human workforce altogether.Research limitations/implicationsThe author undertook the research study based upon the TA perspective advocated by Meuter et al. (2003) and Yang and Forney (2013). Furthermore, this research study in the context of robotics and automation-based technologies in the manufacturing sector applied the mental accounting theory (Thaler, 1999) and technology self-efficacy perspective (Huffman et al., 2013).Practical implicationsManagers involved in the implementation of robotics and automation-based technologies were required to address TA of employees. Fear of job loss had to be addressed specially in a country like India. Anxiety regarding the ability to learn to work with robotics and automation technologies also was needed to be addressed by managers through adequate training and time for preparation. The benefits of robotics and automation-based technologies for employees as well as organisations have to be ascertained through open communication between the management and the frontline employees.Originality/valueTo the best of the authors’ knowledge, this was one of the first empirical research studies which deliberated regarding TA in the context of frontline workers working with robotics and automation-based technologies in the manufacturing sector. This research study was based upon a combination of varied perspectives ranging from micro foundations theory, TA, mental accounting theory and technology self-efficacy perspective.

Job Insecurity and Company Behavior: Influence of Fear of Job Loss on Individual and Work Environment Factors.

The purpose of this research is to analyze to what extent job insecurity is related to different factors related with quality of work life. Specifically, it refers to the individual (work-family balance, job satisfaction, labor and professional development, motivation at work, and well-being at work) and work environment (conditions and environment and safety and health at work) dimensions of the construct. The sample group consisted of 842 workers (375 men and 467 women), aged between 18 and 68 years, from Bahía de Banderas, Mexico. Pearson correlation coefficients between the different variables were carried out, as well as MANOVA and ANOVA analyses and a linear regression analysis. The results showed that workers with low job insecurity obtained higher scores in work-family balance, job satisfaction, labor and professional development, motivation at work, well-being at work, conditions and environment, and safety and health at work, in relation to workers with moderate and high insecurity. The regression analysis confirmed that individual factors explain 24% and environmental factors 15% of job insecurity. This article makes an approximation to the phenomenon of job insecurity in the Mexican context, where the relationship of this variable with quality of work life is verified.