Job Security Research Articles

From Books to Bytes and Custodians to Navigators: Exploring Metaverse Literacy for Library Professionals

ABSTRACT This study investigates metaverse literacy among library professionals and its implications for library services. The research aims to determine the extent of technological obstacles library professionals face in acquiring metaverse literacy, assess skill gaps in this domain, identify resistance to change and gauge the perceived benefits of developing metaverse literacy. A structured questionnaire was administered to 80 library professionals from various academic institutions and libraries across India. The findings reveal that while library professionals are relatively comfortable with virtual environments, skill gaps exist in specific metaverse literacy areas. The study identifies primary reasons for hesitancy in adopting metaverse literacy, such as concerns about job security and insufficient training opportunities. It also highlights the perceived benefits, including enhanced user experiences, expanded service offerings, and fostering innovative approaches to information dissemination. The research underscores the need for collaborative efforts, ongoing professional development, user-centric approaches, and privacy considerations to embrace metaverse literacy fully. By addressing these challenges and adopting recommended strategies, libraries can position themselves as navigators in the metaverse, enriching user experiences and expanding their impact on information dissemination and knowledge creation.

Exploring the human consequences of crisis in the hospitality sector: a study from India

PurposeThe present study aimed to explore the socio-psychological linkages between perceived job insecurity, loneliness, social support, depression, and interpersonal misconduct among hotel workers during a global crisis. The primary motivation behind this research was the significant problem of increased occupational stress resulting from the negative consequences of the pandemic on all hotel employees, including frontline workers and management personnel. This study aimed to investigate the impact of the pandemic on occupational stress within the hotel sector.Design/methodology/approachThis research obtained 269 original survey data from employees in the Indian hotel industry by distributing a questionnaire and employing a convenience sampling method. Subsequently, the data were examined using (SEM).FindingsThe research findings suggest that there is a positive correlation between interpersonal deviance and depression. Additionally, this study demonstrated that social support can alleviate loneliness but has no significant association with depression.Research limitations/implicationsThis study can help hotel managers create guidelines that address the perceived insecurity and psychological issues faced by employees.Originality/valueBy understanding the psychological position of their employees, hoteliers can implement strategies to mitigate the negative impacts of the pandemic on their workforces.

The Ethical Dilemma of Academic Integrity and Job Security: A Quantitative Study on Moral Obligations in Competitive Academic Environments in Thailand

In a highly competitive environment, many faculty members must balance the competing moral demands of academic integrity and job security, which poses an ethical issue in academic life. This survey-based quantitative study tried to delve into this complex ethical dilemma by examining the relationship between academic integrity and job security among academicians in competitive educational environments and the role of moral obligations in establishing academic integrity in two selected top universities in Thailand with two hundred participants. A reflective measuring approach was used to assess the validity and reliability of the questionnaire’s latent questions, which included 1) academic integrity, 2) job security, 3) moral disengagement, and 4) self-determination. The structural model by SEM-PLS examined the relationships between these elements and utilized path analysis to evaluate the hypotheses, intending to advance our understanding of making moral choices in challenging academic contexts. The findings indicated that academic integrity is significantly influenced by self-determination and work stability, although higher job security resulted in moral disengagement. It was concluded that maintaining “good” standards of academic behavior requires ethical awareness and accountability.

Human resource management (HRM) practices and organizational commitment in higher educational institution (HEI): a mediating role for work engagement

Purpose This study aims to investigate the effects of HRM practices on administrative and faculty members’ work engagement and organizational commitment at Minhaj University Lahore, Pakistan. The primary objectives of the research are to investigate how HRM practices – such as selection and recruitment, training and development, rewards and compensation, job security, employee, participation and performance appraisal, directly and indirectly, influence organizational commitment via work engagement. Design/methodology/approach The study uses a quantitative research methodology using a survey questionnaire given to academic and administrative staff at Minhaj University Lahore. For descriptive statistics, SPSS was used, and Smart PLS 3.3.3 was used for structural equation modelling (SEM). Findings The results indicate that while selection and recruitment, rewards and compensation and job security do not show a significant direct impact, training and development, employee participation and performance appraisal significantly influence work engagement. Moreover, work engagement also influenced organizational commitment. In addition, work engagement significantly mediates the relationship between training and development, employee participation, performance appraisal and organizational commitment. However, selection and recruitment, rewards and compensation and job security do not show significant mediation effects. Practical implications To enhance work engagement in Pakistani HEIs, focus on tailored training, active faculty participation, effective appraisals and competitive compensation while fostering a supportive environment and recognizing accomplishments to increase commitment and institutional performance. Originality/value This study emphasizes the importance of particular tactics catered to the regional academic context for institutional performance and sustainability, providing novel insights into enhancing work engagement and organizational commitment in Pakistani higher education.

Concerted action agreements, corporate innovation, and financial market outcomes: A pre-registered report

This pre-registered study aims to investigate whether and how concerted action agreements enhance corporate innovation and create financial value. Based on theoretical analysis and numerous case studies, we expect to find that concerted action agreements significantly improve corporate innovation. The channels are at least two folds. First, by shielding entrepreneurs from short-term market pressure and enhancing their job security through enhancing their control rights, concerted action agreements spur long-term projects such as innovation. Second, through transferring control rights to entrepreneurs, concerted action agreements also strengthen entrepreneurs' stewardship role, which in turn mitigates agency problems and stimulates innovation. We further test the economic consequences of concerted action agreements and we expect to document that the agreements have a positive influence on firm performance and financial market valuation through enhanced corporate innovation. We also predict that because short-term market pressure and agency costs are high for high-tech firms due to information asymmetry, and because innovation is especially important for high-tech firms, concerted action agreements are most beneficial for high-tech firms. Finally, we predict that as time passes, the positive effects of concerted action agreements may diminish.

Critical Evaluation of the Effect of Outsourcing on Nigeria's Workforce Development: A Content Analysis

This study critically examines the effect of outsourcing on workforce development in Nigeria using a content analysis approach. The research is framed within systems theory, which views Nigeria's workforce development as a complex system influenced by various interconnected components, including outsourcing, economic conditions, education and training, government policies, labor market dynamics, and organizational strategies. The empirical review explores the effects of outsourcing on organizational performance, employee commitment, and competitive advantage in Nigeria. Key findings indicate that outsourcing can lead to cost savings, improved efficiency, and access to specialized expertise, contributing positively to organizational performance. However, significant negative impacts are also identified, including underpayment, job insecurity, violation of workers' rights, diminished employee commitment, and adverse effects on the local economy. Despite the potential benefits of outsourcing, such as cost reduction and technological advancements, the study underscores the need to balance these benefits against the negative impacts on workers. Recommendations include enforcing labor laws to ensure fair compensation, providing equal treatment for core and contract staff, empowering outsourced workers through unionization, enhancing anti-discrimination protections, fostering emotional attachment and commitment among workers, and promoting local job creation to mitigate the adverse effects of outsourcing on the local economy.

The Influence of Work Motivation and Job Satisfaction on the Performance of Employees at the Yarsi Pontianak Health College

This research aims to analyse the influence of job satisfaction and work motivation on the performance of employees at the Yarsi Pontianak College of Health Sciences (Stikes). We employ a quantitative approach with explanatory research as our research method. We collected data by distributing questionnaires to all employees of Stikes Yarsi Pontianak, which included 20 lecturers and 26 education staff, resulting in a total sample of 46 people. The data analysis technique uses structural equation modelling (SEM) with a partial least squares (PLS) approach via SmartPLS version 4.0 software. The research results show that: (1) Job satisfaction has a positive and significant effect on the performance of Stikes Yarsi Pontianak employees with a t-statistic value of 1.969 > 1.96, p-values 0.050 < 0.050, and a path coefficient of 0.405; (2) Work motivation has a positive and significant effect on the performance of Stikes Yarsi Pontianak employees with a t-statistic value of 2.602 > 1.96, p-values 0.010 < 0.050, and a path coefficient of 0.540. These findings imply that to improve employee performance, Stikes Yarsi Pontianak must pay attention to factors that can increase job satisfaction and work motivation, such as a conducive work environment, fair compensation, career development opportunities, good interpersonal relationships, job security, suitability for tasks, and motivational approaches tailored to individual needs. Future research should investigate additional variables that could impact employee performance, utilizing a wider range of research methods to provide a more comprehensive understanding.

Exploring Dropouts as Challenges in Higher Education in Nepal: A Comprehensive Review

The purpose of this study is to analyse the dropout rate of campus level of students in Nepal. The researchers adopted the process of scientific review as a meta-synthesis to analyse the dropout rate of the campus level students. An in-depth archival analysis followed by an intensive review would be strategies adopted during the scientific review. Secondary data was gathered by searching Google for scholarly publications and articles published between 2001 and 2024. The students want part-time jobs during the study. Such opportunities are less common in Nepal. The research study revealed that Nepali students gave their first priority to Australia, Canada, the USA, and Europe for their higher studies. After finishing their studies, they desired to stay there due to their job security. They applied for green card and permanently stayed there. On the other hand, Nepal lost young and skilled manpower who stayed abroad as immigrants. The study reveals that government can prevent brain-drain by proving financial assistance and employment opportunities to bachelor’s level students. The Nepalese government should make appropriate policy to retain its young workforce. Otherwise, its adverse impact will be seen soon.

Quantifying work-related social inequalities in life expectancy: a methodological proof-of-concept.

Employment and working conditions are strong social determinants of health, yet many epidemiological studies fail to account for their impact on life expectancy calculations. Integration of working conditions into health estimates requires both valid methodology and data sources. Using the French National Health and Career Path survey and French life tables, we quantified the impact of four major work-related factors (lack of job control, job insecurity, unemployment, and occupational physical activity) in explaining socio-occupational inequalities in life expectancy. Using a formula-based approach, we computed work-related loss in life expectancy by socio-occupational group separately by sex. Based on life expectancy at age 35, we estimated a range from 1.3 to 3.3 years of life lost for men, and from 0.5 to 1.8 years for women are attributed to a combination of these four key factors. Although subject to sources of under- and over-estimation, the differential life expectancy at age 35 between senior executives and manual workers would substantially decrease, had these exposures been set at the theoretical minimum level. This proof-of-concept analysis demonstrates the utility of accounting for occupational factors and the potential to quantify the improvements in life expectancy by modifying working and employment conditions.

The Paradox of Job Retention Schemes: A Latent Growth Curve Modeling Approach to Immediate and Prolonged Effects of Short-Time Work on Job Insecurity and Employee Well-Being

Many countries rely on short-time work to prevent mass layoffs in economic crises. Despite serving to protect jobs, short-time work may trigger job insecurity perceptions, which may impair employee well-being. Moreover, past experiences of unemployment may increase susceptibility to job insecurity in response to short-time work. Drawing on Conservation of Resources (COR) Theory, Appraisal Theory and temporal stressor-strain models, this study investigates effects of short-time work on the development of job satisfaction, life satisfaction and affective well-being via perceived job insecurity across 6 years, considering previous unemployment as a moderator. We used propensity score matching to account for selectivity into short-time work and calculated latent growth curve models with N = 1211 employees in Germany (619 affected by short-time work, 592 controls). Short-time work predicted higher levels and an immediate increase in job insecurity, followed by a decrease over time. Both levels and changes in job insecurity were associated with levels and changes in well-being. Indirect effects of short-time work on well-being via job insecurity persisted 2 years after short-time work. We found no difference between previously unemployed respondents and others in their reactions to short-time work. The findings support COR theory and a prolonged stress-reaction model, showing lingering effects on well-being via job insecurity even after short-time work ends. The study supports short-time work as an antecedent of job insecurity and reveals temporal dynamics between job insecurity, its antecedents and outcomes over time. When implementing short-time work, employers should aim to mitigate concerns about job security to protect employee well-being.

Water-energy-food-greenhouse gases nexus management in urban environments: A robust multi-agent decision-support system

Conceptual urban water metabolism (CUWM) models provide a holistic view of the efficiency of urban water systems. These models can be linked with multi-agent reinforcement learning (MARL) models to mimic stakeholders' reactions to various strategies. However, the outcomes derived from CUWM-MARL models come with uncertainty. As a result, this paper introduces a decision support system (DSS) that is aware of these uncertainties and uses this information to select robust management strategies based on the output of CUWM-MARL models. First, future scenarios are generated by exploring all combinations of critical values of deeply uncertain variables and values of uncertain variables sampled from an appropriate multivariate copula distribution. Then, a computationally efficient surrogate model is developed to alleviate the computational load of the MARL sub-model. The surrogate model is run through all future scenarios to calculate the system's key performance indicators (KPIs) for each management strategy. Urban water managers can use these KPIs and social choice methods to find consensus management strategies. The proposed methodology has been implemented in the western part of the Tehran metropolitan area, Iran. This study evaluates 26 management strategies consisting of various projects, including reducing water distribution network leakage, implementing urban demand control projects, and utilizing semi-centralized or decentralized wastewater treatment plants. The strategy chosen by the uncertainty-aware DSS enhances the total utility and fairness indices by 125% and 4%, respectively. Moreover, it effectively improves groundwater quality, reduces energy consumption and greenhouse gas emissions, and enhances water supply reliability, ultimately contributing to farmers' job security.

Dampak Diversity Management pada Employees Engagement: Peran Organizational Trust dan Job Insecurity

Workforce diversity such as differences in ethnicity, gender, education, language and so on in an organization needs to be managed properly in order to be able to achieve the vision, mission and goals of the organization. Due to good Diversity Management, Organizational Trust will emerge thereby creating Employees Engagement, which can prevent Job Insecurity from occurring. The purpose of this study is to explore Diversity Management and Organizational Trust to achieve Employees Engagement in service companies in Jakarta that specialize in the banking, telecommunications, and building construction sectors. This research was conducted on 125 respondents and was obtained through a questionnaire distributed online in July 2023. In this quantitative study, researchers used primary data and the Partial Least Square-Structural Equation Modeling (PLS-SEM) research method with data processing and analysis using SmartPLS. The results of this study confirm that Diversity Management has no effect on Employees Engagement, Organizational Trust has a positive effect on Employees Engagement, Diversity Management has a negative effect on Job Insecurity, while the moderating effect of Leadership Style has no significant effect on Employees Engagement. This research is limited to service companies in Jakarta, further researchers can explore manufacturing or trading companies. Suggestions that can be submitted for future researchers are to be able to replace the Leadership Style variable with transactional and transformational Leadership Styles.

Staff Emolument, Job Security and Employee Commitment: A Correlational Analysis of Multinational Oil Companies in South-South, Nigeria

Staff Emolument, Job Security and Employee Commitment: A Correlational Analysis of Multinational Oil Companies in South-South, Nigeria

Job insecurity amid the COVID-19 pandemic and beyond: a systematic review and research agenda

PurposeThe catastrophic effects of the COVID-19 pandemic have considerably impacted the labour market and increased job insecurity among workers. This study systematically reviews the literature on job insecurity conducted in the context of the COVID-19 pandemic with three key objectives. First, to identify the key antecedents of job insecurity during the pandemic. Second, to identify the outcomes associated with job insecurity during the pandemic. Third, to identify the underlying boundary conditions that strengthened or alleviated the association between the antecedents of job insecurity and its associated outcomes.Design/methodology/approachThe study followed PRISMA 2020 guidelines for the selection and inclusion of scientific literature by systematically searching five electronic databases, namely, Scopus, ScienceDirect, PubMed, Web of Science and Psych Info.FindingsA perception of health-related risks, negative economic consequences and organizational restructuring during the pandemic were the primary factors contributing to job insecurity among workers. The consequences encompassed detrimental impacts on health and well-being, proactive measures undertaken by employees to alleviate the threat of job loss, and a variety of tactics employed to cope with stress arising from job insecurity. The boundary conditions elucidate the factors that alleviated job insecurity among workers and influenced both their work and non-work outcomes.Originality/valueThis is the first systematic review summarizing the literature on employees' experiences with job insecurity amid the COVID-19 pandemic. Based on a systematic review, this study provides doable steps that HR managers can take to effectively manage job insecurity among workers, particularly during a crisis.

Contextual determinants of employee motivation

The aim of this study is to identify the elements that motivate employees in small and medium-sized enterprises operating in Bangladesh. The data were obtained using a survey methodology targeting employees who work in small and medium-sized enterprises located in the northern geographic region of Bangladesh. The sample included 284 employees surveyed from May 2023 to June 2023. The paper utilized a five-point Likert scale to evaluate the responses. Regression techniques were used to test the hypotheses. Moreover, to evaluate the hypotheses, a significance level of 5% was utilized, and the data pertaining to the subject matter and purpose of this study were examined using the SPSS program. The results of the paper indicate that employee motivation at SMEs is significantly influenced by employee empowerment, job security, and job training opportunities. Employee empowerment (β = 0.583) has the highest effect on motivation compared to the other two factors. Additionally, a substantial correlation coefficient (r = 0.498) is found between employee motivation and employee empowerment. This study contributes to the literature by investigating the external determinants of employee motivation within small and medium-sized enterprises.

Tasks at hand or more challenges: The roles of regulatory focus and job insecurity in predicting work behaviours

AbstractPrevious studies have explored the effects of trait regulatory focus on routine performance and proactive behaviour yet failed to reveal the underlying motivational mechanisms and investigate how these effects may operate in uncertain environments. To fill this gap, our study first draws upon regulatory focus theory to examine the motivational mechanisms linking trait regulatory focus with routine performance and challenge‐seeking behaviour (i.e., a type of proactive behaviour). We hypothesize that trait prevention focus improves routine performance but reduces challenge‐seeking behaviour via avoidance motivation, whereas trait promotion focus increases routine performance and challenge‐seeking behaviour through approach motivation. Incorporating trait activation theory, we further theorize that uncertainty that threatens individuals' security needs (i.e., quantitative job insecurity) strengthens trait prevention focus effects, while uncertainty that threatens individuals' growth needs (i.e., qualitative job insecurity) weakens trait promotion focus effects. Analysing two‐wave data from 275 employees and 58 supervisors, we found that (a) trait prevention focus had an unconditional positive indirect effect on employee self‐reported routine performance via increased avoidance motivation and (b) trait promotion focus had positive indirect effects on employee self‐reported and supervisor‐rated routine performance and challenge‐seeking behaviour via enhanced approach motivation, with these effects stronger at lower levels of qualitative job insecurity.

Job Insecurity Selama Pandemi Covid-19

Business uncertainty during the Covid-19 pandemic triggers feelings of threat and discomfort for employees in carrying out their work. Employees are afraid of losing their jobs and making work stress higher. This study aims to determine the effect of job insecurity, performance, work stress, and turnover intention on employees during the Covid-19 pandemic. There were 101 respondents from the service industry who participated in this study. The results of the study show that even though job insecurity is high during the pandemic, it does not make employees intend to move if they feel they are performing well. However, turnover intention will be higher if employees feel that the discomfort at work has made them stressed at work. This study provides several suggestions of important implications for organizations in managing human resources during the Covid-19 pandemic.

Ramp-up in the air: Impairing or repairing aviation crews’ working conditions? A mixed-methods survey study on working conditions, health, and safety among cabin crew and pilots in Europe

IntroductionOrganizational changes, such as downsizing, can have profound implications for organizations, working conditions, and individual well-being. Similarly, rapid expansion also carries potential risks to individual health. During the Covid-19 pandemic, airlines experienced substantial organizational changes, such as downsizing and furloughs, followed by rapid expansion during the ramp-up phase of flying, posing risks to the health and safety of aviation personnel in the new post-pandemic aviation landscape. MethodThis cross-sectional and mixed-method survey study aimed to identify what post-pandemic challenges pilots (N = 6379) and cabin crew (N = 2679) face regarding working conditions, health, and flight safety. ResultsThe results indicate deteriorated working conditions, health, and perceived safety among crew in the new aviation landscape. One in two cabin crew and one in three pilots report a decline in mental health. Whilst most pilots and cabin crew report no change in overall safety, 29% of cabin crew and 36% of surveyed pilots state that safety has deteriorated since the onset of the pandemic. This development is connected to an increased sense of industry instability, job insecurity, imbalanced job design, and management distrust among aviation crew. Furthermore, the uncertainties surrounding the industry have not only impacted job security and induced job-related worry but have also intensified operational pressures, with perceived impacts on flight and passenger safety. ConclusionThe organizational framework, e.g., financial pressures, may have an effect on safety, either directly or indirectly by financial worry impeding crew performance. Hence, safety cannot be examined in isolation from employee health but must be understood in relation to the complex dynamics and competing objectives within aviation. Further, crew experiences across Europe are largely homogeneous, suggesting that identified risks may not be airline specific. Therefore, it is important to further examine the industry framework for inherent risk factors that could impact employee health and flight safety.

Resistance to Change: Human Resources Issues in the Implementation of Industry 4.0 Technology

This research explores resistance to change in implementing Sustainable Development Goals (SDGs) through Industry 4.0 technology in Human Resources (HR) management. A review of 15 articles across sectors such as finance, education, and business reveals that resistance stems from factors like insufficient technological skills, fear of job insecurity, cultural reluctance, and inadequate support from senior management. These barriers hinder organizational progress, stifle innovation, and diminish competitiveness in the market. HR management must adopt a comprehensive approach involving skills development, fostering an innovation-friendly culture, and clear communication during change processes. Key challenges include managerial reluctance, future uncertainties, and employee concerns about career impacts. Effective strategies to combat resistance encompass transparent communication, employee involvement in decision-making, skills enhancement through training, and incentivizing cooperation. By comprehending resistance factors, their ramifications, and employing targeted strategies, organizations can adeptly navigate technological transformations, thereby ensuring successful integration of Industry 4.0 technologies aligned with SDGs.

Health and wellbeing of staff working at higher education institutions globally during the post-COVID-19 pandemic period: evidence from a cross-sectional study

BackgroundThe ongoing global crisis of Higher Education (HE) institutions during the post-COVID-19 pandemic period has increased the likelihood of enduring psychological stressors for staff. This study aimed to identify factors associated with job insecurity, burnout, psychological distress and coping amongst staff working at HE institutions globally.MethodsAn anonymous cross-sectional study was conducted in 2023 with staff at HE institutions across 16 countries. Job insecurity was measured using the Job Insecurity Scale (JIS), burnout using the Perceived Burnout measure question, psychological distress using the Kessler Psychological Distress Scale (K10), and coping using the Brief Resilient Coping Scale. Multivariable logistic regression with a stepwise variable selection method was used to identify associations.ResultsA total of 2,353 staff participated; the mean age (± SD) was 43(± 10) years and 61% were females. Most staff (85%) did not feel job insecurity, one-third (29%) perceived burnout in their jobs, more than two-thirds (73%) experienced moderate to very high levels of psychological distress, and more than half (58%) exhibited medium to high resilient coping. Perceived job insecurity was associated with staff working part-time [Adjusted Odds Ratio 1.53 (95% Confidence Intervals 1.15–2.02)], having an academic appointment [2.45 (1.78–3.27)], having multiple co-morbidities [1.86 (1.41–2.48)], perceived burnout [1.99 (1.54–2.56)] and moderate to very high level of psychological distress [1.68 (1.18–2.39)]. Perceived burnout was associated with being female [1.35 (1.12–1.63)], having multiple co-morbidities [1.53 (1.20–1.97)], perceived job insecurity [1.99 (1.55–2.57)], and moderate to very high levels of psychological distress [3.23 (2.42–4.30)]. Staff with multiple co-morbidities [1.46 (1.11–1.92)], mental health issues [2.73 (1.79–4.15)], perceived job insecurity [1.61 (1.13–2.30)], and perceived burnout [3.22 (2.41–4.31)] were associated with moderate to very high levels of psychological distress. Staff who perceived their mental health as good to excellent [3.36 (2.69–4.19)] were more likely to have medium to high resilient coping.ConclusionsFactors identified in this study should be considered in reviewing and updating current support strategies for staff at HE institutions across all countries to reduce stress and burnout and improve wellbeing.