Impact Of Job Insecurity Research Articles

The Impact of Job Insecurity on Employee Happiness at Work: A Case of Robotised Production Line Operators in Furniture Industry in Lithuania

As a result of intensive robotisation over the past decade, employees have been constantly experiencing job insecurity, a term which refers to the perceived threat of job loss and the worries related to this threat. Previous studies have supported the detrimental effect of job insecurity on employees; however, the focus on happiness at work is still missing, despite the notion that a happy employee is essentially contributing to sustainable business performance. Trying to narrow the gap, the paper aims at revealing the linkage between job insecurity and happiness at work and its dimensions, namely job satisfaction, affective organisational commitment, and work engagement. Building on the hindrance stressor dimension of the stress model, and conservation of resources and psychological contract theories, the paper claims that a negative relationship exists between the constructs. Quantitative data were collected in a survey of robotised production line operators working in the furniture sector in Lithuania. As predicted, the results revealed that job insecurity had a negative impact on happiness at work as a higher-order construct and all of its dimensions. This finding should be taken seriously by organisations creating a robotised production environment while striving for sustainability.

Quality of Work Life (QoWL) and Perceived Workplace Commitment among Seasonal Farmers in Nigeria

This study set out to research the impact of Quality of Work Life (QoWL) in Low- and Middle-Income Countries (LMICs) and the perception of farm workers regarding how both intrinsic and extrinsic control elements within and outside the work setting impact their productivity within the farming industry in Nigeria. To our knowledge, this is the first study that has considered QoWL among farm workers in Nigeria. Farm workers in the Middle Belt region in Nigeria (n = 435) were surveyed using a QoWL questionnaire consisting of 32 Likert scale items to measure their perceived quality of work life based on seven dimensional factors. Results indicated that more than half (60.6%) of the sampled group confirmed working far above the national working hours of 40 h per week. Significant differences exist between respondent gender on control at work (CAW) (F = 10.03, p < 0.001) and working conditions (WCS) (F = 12.04, p < 0.001), with women having better QoWL. Farm worker job satisfaction, especially in LMICs, is an important element that can lead to high productivity and sustainability of the sector. To achieve a level of sustainability and food security in Nigeria, there is the need to improve opportunities for greater stability among farmers. Farm workers could benefit from tailored training initiatives around stress management and work–life balance, as well as workplace safety nad health and wellbeing as a means of boosting their confidence and enhance sustainable productivity. In addition, this paper holds the potential to inform framework development for assessing QoWL within the farming industry in Nigeria and encourage further research around the impact of job insecurity on the nation’s food security.

Insecurity and turnover as robots take charge: impact of neuroticism and change-related uncertainty

PurposeData were collected using a survey questionnaire of 379 participants from business process outsourcing (BPO) organizations affected by robotic process automation (RPA). Structural equation modelling and hierarchical regression analysis were used to test the hypothesized relationships between the study variables.Design/methodology/approachThe purpose of this paper is to develop and test a moderated-mediation model examining the relationships between uncertainty around changes due to RPA, neuroticism and job insecurity, and turnover intentions among BPO employees in India.FindingsUncertainty around RPA and neuroticism cause job insecurity among employees resulting in their intent to quit the organization. Further, the impact of job insecurity is influenced by employees' commitment to automation. Outlining the ways in which RPA-driven change impacts employees and organizations, our findings underscore the need for upskilling the affected employees besides developing coping mechanisms as a buffer to the negative impacts of large-scale automation-driven transformation in the industry under study.Originality/valueAmidst the debate around the impact of RPA in developing countries, our research is the first attempt to systematically examine how RPA has led to concerns around job security leading to turnover intention among employees in the Indian BPO sector. It uniquely highlights the role of personality besides the issue of growing uncertainty due to RPA, requiring the immediate attention of organizations.

The Impact of Job Insecurity on Organisational Citizenship Behaviour and Task Performance: Evidence from Robotised Furniture Sector Companies.

Over the past decade, in the light of intensive robotisation, job insecurity referring to the employees’ overall concern about the continued availability of their jobs in the future has become a hot topic. A general assumption supported by the findings is that job insecurity causes far-reaching negative consequences for the employee well-being and health, attitudes towards the job and organisation, and behaviours at work. However, the focus on behavioural outcomes, especially on employee performance at work, is still scant. Trying to narrow the gap, the paper aims at revealing the linkage between job insecurity and two dimensions of performance, namely task performance and organisational citizenship behaviour. Building on the hindrance stressor dimension of the stress model, the paper claims that a negative relationship exists between the constructs. Quantitative data were collected in a survey of robotised production lines operators working in the furniture sector in Lithuania. As predicted, the results revealed that job insecurity had a negative impact on both the task performance and organisational citizenship behaviour. These findings affirmed that job insecurity was a hindrance stressor, which needed to be considered when managing human resources in a robotised production environment.

Research on the Influence Mechanism of Career Insecurity on Individual Career Dynamics

Career insecurity is widespread in individual career development. Career insecurity has both positive and negative effects on individual career dynamics. It has practical value to explore the influence mechanism between career insecurity and individual career dynamics for both individual career development and organizational performance. Through sorting out the relevant literature, this paper proposes two hypotheses on the influence of career insecurity on individual career dynamics. The negative impact of career insecurity on individual career motivation is mainly reflected in the reduction of organizational commitment, organizational trust, job satisfaction, employee performance, work input, innovative behavior, etc.; the positive impact of job insecurity on individual career motivation is mainly reflected in a low level of career insecurity can lead to social inertia such as absenteeism and increased escapism. this research plans the research methods and steps, laying a foundation for the next empirical study.

The Impact of Job Insecurity on Psychological Wellbeing (Case Study on the Workers on Private Company in Damascus)

The Impact of Job Insecurity on Psychological Wellbeing (Case Study on the Workers on Private Company in Damascus)

Reactions to Covid-19: The Impact of Job Insecurity on Survivors’ Attitudes in Five-star hotels

The spread of Covid-19 and traveling restriction heavily hit the hospitality industry. Consequently, many hotels had to implement the strategy of downsizing in order to reduce the cost of employment. Accordingly, survivors’ workers have been feeling fear from future and job insecurity. Earlier studies showed the overwhelming influence of Covid-19 on hospitality industry, while a few is known about such impact on employees’ reactions. This research examines the influence of job insecurity on the survivors’ attitudes (i.e. organizational commitment, trust, and turnover intention) in downsized five start hotels. Data for this study was collected via self-administrated questionnaires with employees from 79 hotels in Cairo, Sharm El Shiekh and Hurghada. A total of 522 questionnaires were randomly distributed to a convenience sample of hotel staff. Among the questionnaires returned, 452 were useable ones, representing a response rate of 60.27%. The results indicated that survivors’ perceptions of job insecurity post Covid-19 have a strong positive relationship with survivors’ intention to quit. The results also revealed that this relationship is weakened by survivors’ high perception of organization commitment and trust. Furthermore, the results suggested that survivors who propose to move out of their hotel target to change their career. However, losing skilled employee may become a significant risk for hotel industry. The implications of the study are discussed.

Impact of Job Insecurity on Hotel Workers' Workaholism and Work-Family Conflict in Korea.

This study explored the relationship between job insecurity of employees and workaholism or work–family conflict in the hotel industry in Korea. To do this, four hypotheses were proposed. First, that job insecurity will have positive effects on workaholism. Second, that workaholism will have positive effects on work–family conflict. Third, that job insecurity will have positive effects on work–family conflict. Fourth, that through the mediation of workaholism, job insecurity will have positive effects on work–family conflict. Further, eligible respondents (n = 331; 217 male and 112 female) were recruited from four-star hotels or above located in Seoul, Incheon, and Gyeonggi Province and then evaluated for a self-administered questionnaire survey. Results showed that job insecurity had significant positive effects on workaholism, and workaholism had significant positive effects on work–family conflict and mediated the interaction between job insecurity and work–family conflict. Thus, it can be concluded that hotels should improve working conditions and propose solutions, such as the moderation of workload, for preventing their workers from workaholism. In particular, hotel business managers should minimize worker’s job-insecurity-induced compulsive drive to work by devising strategies for minimizing their worker’s workloads. They should also enable workers to perform their jobs autonomously.

Impact of Job Insecurity on Psychological Well- and Ill-Being among High Performance Coaches.

Background: The evaluative nature of high performance (HP) sport fosters performance expectations that can be associated with harsh scrutiny, criticism, and job insecurity. In this context, (HP) sport is described as a highly competitive, complex, and turbulent work environment. The aim of this longitudinal, quantitative study was to explore whether HP coaches’ perceptions of job insecurity and job value incongruence in relation to work would predict their psychological well- and ill-being over time. Methods: HP coaches (n = 299) responded to an electronic questionnaire at the start, middle, and end of a competitive season, designed to measure the following: job insecurity, values, psychological well-being (vitality and satisfaction with work), and psychological ill-being (exhaustion and cynicism). Structural equation model analyses were conducted using Mplus. Results: Experiencing higher levels of job insecurity during the middle of the season significantly predicted an increase in coaches’ psychological ill-being, and a decrease in their psychological well-being at the end of the season. However, value incongruence did not have a significant longitudinal impact. Conclusions: These findings cumulatively indicate that coaches’ perceptions of job insecurity matter to their psychological health at work. Consequently, it is recommended that coaches and organizations acknowledge and discuss how to handle job security within the HP sport context.

Inequalities and the Impact of Job Insecurity on Health Indicators in the Spanish Workforce

In a context of high job insecurity resulting from social deregulation policies, this research aims to study health and substance abuse inequalities in the workplace from a gender perspective. To this end, a transversal study was carried out based on microdata from the National Health Survey in Spain—2017, selecting the active population and calculating the prevalence of the state of health and consumption, according to socio-occupational factors (work relationship, social occupational class, time and type of working day). Odds ratios adjusted by socio-demographic variables and their 90% confidence intervals were estimated by means of binary logistic regressions stratified by sex. The results obtained showed two differentiated patterns of health and consumption. On the one hand, unemployed people and those from more vulnerable social classes showed a higher prevalence of both chronic depression and anxiety and of hypnosedative and tobacco use. On the other hand, the better positioned social classes reported greater work stress and alcohol consumption. In addition, while unemployment affected men’s health more intensely, women were more affected by the type of working day. The study can be used to design sustainable preventive occupational health policies, which should at least aim at improving the quantity and quality of employment.

Impact of job insecurity on job performance introduction

Impact of job insecurity on job performance introduction

Impact of Job Insecurity and Work Overload on Employee Performance With the Mediating Role of Employee Stress: A Case of Pakistan’s Fast-food Industry

The fast-food industry is one of the booming industries in Pakistan with rapidly developing human resources. However, quick growth has become impeded by numerous human resource management challenges. The purpose of this study is to investigate factors/variables that cause stress among employees in the workplace which consequently affect their performance. Pakistan’s fast-food sector has been taken into account and a comprehensive study has been carried out to find out which variables result in employee stress and affect their overall job performance. Primary data was collected through three hundred and fifty questionnaires disseminated throughout various areas of Lahore, Karachi and Islamabad including Emporium Mall, Packages Mall and Dolmen Mall, Lucky One Mall, Centaurus, and key areas popular for fast-food in those cities. Several statistical tools including; Reliability and Validity Analysis, Factor Analysis, Regression analysis, KMO, Cronbach Alpha and the Bartlett Test, are used for data analysis on SPSS and Smart PLS. Results of the analysis show that Work Overload, Job Insecurity (independent variable) and Employee Stress (mediating variable) have a significant impact on Employee Performance (dependent variable). The relationship of Job Security and Work Overload with Employee Stress is positive. Similarly, the relationship between Employee Stress and Employee Performance is also positive and significant. The study described in this paper thoroughly focuses on all the major causes of employee’s stress and its impact on employee performance, it also suggests how Fast-food sector of Pakistan should consider these factors in order to address these issues and provide favorable workplace environment.

Impact of job insecurity on general strain issues of employees through moderated meditation analysis

The current study proposes to understand the dynamic relationship between employees’ job insecurity and mental and health related issues, through the mediating role of perceived control. The relationship is based upon theoretical underpinning of Appraisal Theory. Results indicated that Perceived Control mediated the relationship between JIS and MHC while trust in management, did not buffer the strength of relationship between JIS and MHC. Similarly, Boundary less career orientation (BCO) also did not exercise moderating mediating effect. Future researcher may investigate the same model, with other strain related issues like burnout, emotional exhaustion and psychological distress, innovative work behavior and self rated performance, to understand the dynamic relationship between JIS and outcomes through moderated mediation analysis.

Human Error: The Impact of Job Insecurity on Attention-Related Cognitive Errors and Error Detection.

(1) Background: Work-related stress is a major contributor to human error. One significant workplace stressor is job insecurity, which has been linked to an increased likelihood of experiencing burnout. This, in turn, might affect human error, specifically attention-related cognitive errors (ARCES) and the ability to detect errors. ARCES can be costly for organizations and pose a safety risk. Equally detrimental effects can be caused by failure to detect errors before they can cause harm. (2) Methods: We gathered self-report and behavioral data from 148 employees working in educational, financial and medical sectors in China. We designed and piloted an error detection task in which employees had to compare fictitious customer orders to deliveries of an online shop. We tested for indirect effects using the PROCESS macro with bootstrapping (3) Results: Our findings confirmed indirect effects of job insecurity on both ARCES and the ability to detect errors via burnout. (4) Conclusions: The present research shows that job insecurity influences making and detecting errors through its relationship with burnout. These findings suggest that job insecurity could increase the likelihood for human error with potential implications for employees’ safety and the safety of others.

Three-Way Interaction Effect of Job Insecurity, Job Embeddedness and Career Stage on Life Satisfaction in A Digital Era.

Along with the severe global employment challenges caused by the rapid rise of digital technologies, the job insecurity (JI)–life satisfaction (LS) association has attracted increasing attention. However, there is still a dearth of studies investigating the crucial boundary conditions of JI–LS relationships in non-Western contexts. To fill this gap, we choose China, the world’s largest emerging economy, which is undergoing a radical digital transformation, as our research setting. Building on the conservation of resource (COR) theory, we focus on exploring two critical buffers of the JI–LS mechanism, of which job embeddedness (JE) characterizes a significant psychological resource and career stage embodies the time dynamics of this model. Data were collected from a sample of 317 Chinese media organization employees and were analyzed by the moderated hierarchical multiple regression approach. Our results show that JI is negatively related to LS and this relationship becomes stronger when employees have low JE (vs. high). Further, this two-way interaction is moderated by career stage; the impact of JI on LS is (1) stronger only for mid–late career stage employees who experienced low JE, and (2) weaker also only for mid–late career stage employees who experienced high JE. This study enriches the existing body of knowledge on the JI–LS model by highlighting the three-way interaction effect of JI, a critical psychological resource (i.e., JE), and time effect (i.e., career stage) on LS; it implies that older people with a certain amount of career experience and resource accumulation may perceive the effect of JI on LS differently than younger people.

The association between job insecurity and engagement of employees at work

This study examined the association between employees’ perceived job insecurity and employee engagement. Using Gallup-Sharecare Well-Being Index (2008–2014) data, we applied logistic regressions to examine the association between job insecurity and engagement, controlling for covariates. The job insecurity variable was also interacted with the supervisor support variable. We found that perceived job insecurity was associated with reduced engagement and that this may be moderated by supervisor support. This is the first study using nationally representative data to examine the role of supervisor support in mitigating the negative impact of job insecurity on engagement.

The impact of job insecurity on long-term self-rated health \u2013 results from the prospective population-based MONICA/KORA study

BackgroundJob insecurity has been associated with impaired self-rated health (SRH) in cross-sectional studies, but prospective findings with short, medium and long-term follow-up yielded mixed findings. Therefore, the aim of the present study was to assess the long-term association between perceived job insecurity and SRH, after controlling for baseline levels of health status and life-style choices. Furthermore, three different follow-up periods (14, 19 and 24 years) were considered.MethodsData were derived from the prospective population-based MONICA/KORA cohort study (southern Germany). N = 4356 participants (2622 men and 1734 women), aged between 25 and 64 years at baseline, were included in the sample, mean follow-up was after 19.1 years. Job insecurity, SRH and risk factors were assessed at baseline during three independent surveys (1984–1995). SRH was additionally assessed in 2009. The association of job insecurity and impaired SRH at follow-up was estimated using logistic regression analyses.ResultsOverall, perceiving job insecurity at baseline was significantly associated with a 20% higher risk of developing impaired SRH at follow-up in the pooled analysis (OR = 1.20, 95% CI = 1.01–1.43, p = .034), even after controlling for baseline SRH, socio-demographic characteristics, lifestyle, clinical and work-related factors. The association was strongest and significant after 14 years (OR = 1.58, 95% CI 1.17–2.13, p = .003) and weaker and not significant to 19 (OR = 1.20, 95% CI 0.89–1.62, p = .24) and 24 years (OR = 0.98, 95% CI 0.73–1.32, p = .89) of follow-up in the fully adjusted models.ConclusionsWe found that perceived job insecurity during working life was independently and significantly associated with impaired SRH both cross-sectionally as well as after 14 years, but not after 19 and 24 years.

Always looking for something better? The impact of job insecurity on turnover intentions: Do employables and irreplaceables react differently?

This study contributes to the current research on the effect of job insecurity on turnover intentions by examining what happens to employees when job security is replaced with employment security. It analyzes whether perceived employability and irreplaceability (a) increase or decrease turnover intentions, or (b) buffer or intensify the negative effects of job insecurity on turnover intentions. The study focuses on an international context by using International Social Survey Programme (ISSP) data to assess the generalizability of the results. The findings show that perceived job insecurity increases turnover intentions in all countries. In addition, perceived employability increases turnover intentions in most countries, whereas weak evidence suggests that employees who feel irreplaceable are less likely to have turnover intentions. The results on the question about whether employees who feel employable or irreplaceable react differently to job insecurity – with respect to turnover intentions – vary widely between countries, and so a general conclusion about buffering effects cannot be drawn.

Antecedents and Health Consequences of Job Insecurity among Teachers

Job Insecurity is emerging as a growing threat to the careers of aspiring, meritious and hardworking employees in our country due to various reasons such as high demand of jobs, and government’s inability to meet such a high demand in a short period of time. This results in hiring of employees on temporary/contractual basis. This situation is especially bad among the teachers belonging to various government schools and colleges in Delhi. Our study investigated certain psychological causes for the feeling of Job Insecurity among teachers. Perceived Organizational Change and Role Ambiguity were studied as the potential antecedents of Job Insecurity. Detrimental impact of Job Insecurity on the Mental and Physical Health of such employees were also studied. A sample of 110 temporary/contractual/ad-hoc teachers belonging to MCD schools and several colleges from University of Delhi was used for this study. ‘Partial Least Square’ technique of ‘Structural Equation Modeling’ was applied using ‘SmartPLS 2.0.M3’ to understand the proposed relationships. Results show both Perceived Organizational Change and Role Ambiguity significantly contribute towards Job Insecurity, where the effect of Perceived Organizational Change was particularly high. Job Insecurity was found to negatively affect Mental and Physical Health of the employees. Mental effect in terms of stress and anxiety was found to be especially prominent.

Antecedents and organizational trust related consequences of job insecurity among teachers

Job Insecurity is emerging as a growing threat to the careers of aspiring, meritious and hardworking employees in our country due to various reasons such as high demand of jobs, and government's inability to meet such a high demand in a short period of time. This results in hiring of employees on temporary/contractual basis. This situation is especially bad among the teachers belonging to various government schools and colleges in Delhi. Our study investigated certain psychological causes for the feeling of Job Insecurity among teachers. Perceived Organizational Change and Role Ambiguity were studied as the potential antecedents of Job Insecurity. Detrimental impact of Job Insecurity on employees’ Trust in the Organization was also studied. A sample of 110 temporary/contractual/ad-hoc teachers belonging to MCD schools and several colleges from University of Delhi was used for this study. ‘Partial Least Square’ technique of ‘Structural Equation Modeling’ was applied using ‘SmartPLS 2.0.M3’ to understand the proposed relationships. Results show both Perceived Organizational Change and Role Ambiguity significantly contribute towards Job Insecurity, where the effect of Perceived Organizational Change was particularly high. Job Insecurity was found to negatively affect employees’ Trust in the Organization.