Job Security Research Articles

Gig Economy: Is It a Trap or Stepping Stone for the Informal Sector?

The informal sector and technology have complex interactions, shaping economic activity, job trends, and social outcomes, especially with the rise of the “gig economy”, in which individuals work on an as-needed basis through online platforms. This article explores several theoretical frameworks, such as modernization theory, dependence theory, structuralist approaches, and post-structuralist viewpoints, and investigates how different frameworks explain the effects of technology on informal economic activity. This article also reviews for comprehending the correlation between the informal sector and technology. Besides that, this article explores the dual nature of the gig economy, examining whether it serves as a trap that perpetuates the vulnerabilities of the informal sector or as a stepping stone toward more excellent economic stability and mobility. Although the gig economy provides opportunities for income generation, skill development, and flexible working conditions, it also presents substantial challenges, such as job insecurity, a lack of benefits, and potential exploitation. This paper also addresses the implications for policy and future research directions by the sustainable development goal (SDG) of fostering sustainable, inclusive, and long-term economic growth, as well as full and productive employment and decent work for all.

The Role of Leadership Styles, Work-Life Balance and The Physical Environment in Promoting Psychological Well-Being: A Job Demands-Resources Perspective

This conceptual paper explores the impact of leadership styles, work-life balance, and the physical environment on psychological well-being using the Job Demands-Resources (JD-R) model as the theoretical framework. In the contemporary workplace, evolving job demands, rising expectations for mental health support, and persistent stressors like job insecurity have increased the need for organizations to prioritize employee well-being. Leadership is identified as a critical mediating variable that enhances or mitigates the effectiveness of job resources, such as work-life balance and physical environment, in promoting psychological well-being. Transformational and servant leadership styles are emphasized for their role in fostering supportive work environments that buffer the negative effects of high job demands. Additionally, the paper underscores how well-designed workspaces and balanced work-life integration can significantly enhance employee well-being, contributing to higher engagement and performance. The JD-R model provides a robust lens through which the interactions between job demands, resources, and leadership can be examined. This framework offers organizations practical strategies to safeguard employee psychological well-being by fostering leadership that advocates for flexible work arrangements and supportive physical environments. Future research should empirically validate the proposed relationships to further refine the role of leadership in promoting employee well-being.

The Influence Of Transformational Leadership, Work Engagement On Turnover Intention With Job Insecurity Mediation In Millennial And Z Generations In East Jakarta Construction Companies

Turnover intention is becoming an increasingly important issue in the world of work in Indonesia. The aim of this research is to analyze the influence of transformational leadership, work engagement, and job insecurity as mediating roles on turnover intention. The data used is primary data sourced from a questionnaire in Google Form which was distributed to Millennial and Z generation employees who work in East Jakarta construction companies. This research was designed using a purposeful sampling method involving 303 respondents with permanent employee status. The data were analyzed using the Structural Equation Modeling (SEM) method. The results in this research prove that transformational leadership and work engagement have a negative influence on turnover intention. Job insecurity can partially mediate between transformational leadership and work engagement on turnover intention. The implications of these findings are the development of motivating leadership, increasing work engagement, and effective management of job insecurity to reduce the intention of Millennial and Generation Z employees to leave the company.

Protean Careers: Case Studies of South African Women Working in Music

This qualitative research investigates the career experiences of 14 female musicians in the city of Gqeberha in the Eastern Cape province of South Africa. Findings accord with research conducted in other countries, and like their international counterparts, these musicians find themselves in a complex and precarious industry. They develop their identity or brand, build networks, and pursue lifelong learning while working in non-music fields to sustain their employability. The findings also indicate that a music qualification is not a prerequisite for employment except in the field of music education, and that such formal qualifications are associated with greater job security in this field. These findings offer new insights and a nuanced understanding of how a specific group of music creatives navigate protean careers.

Level of Satisfaction of Faculty Members: Its Relationship to Their Levels of Commitment, Professionalism and Performance

Faculty satisfaction plays a critical role in the overall success of educational institutions, impacting not only faculty retention but also their levels of commitment, professionalism, and performance. This study examines the relationship between faculty satisfaction and these key factors among the faculty members of the College of Information and Communications Technology (CICT) at the Nueva Ecija University of Science and Technology (NEUST). Using a quantitative research design, data was collected from 31 faculty members through surveys measuring satisfaction, commitment, professionalism, and performance. The results revealed that faculty members exhibit high levels of satisfaction, particularly in areas such as job security, compensation, and institutional support for professional development. Correlation analyses showed significant positive relationships between satisfaction and commitment (r=0.44), professionalism (r=0.73), and performance (r=0.68). These findings suggest that enhancing faculty satisfaction could lead to improved commitment, ethical behavior, and academic performance, thus contributing to the overall effectiveness of the institution. The study recommends implementing work-life balance initiatives, recognition programs, and continuous professional development to further boost faculty satisfaction and institutional success.

Managers Behaving Unethically: Coping with the Ebb and Flow of Job Insecurity Through Abusive Supervision

Managers Behaving Unethically: Coping with the Ebb and Flow of Job Insecurity Through Abusive Supervision

“Covid has stopped us all”: the experiences of migrant care workers in formal care settings in Germany

ABSTRACT This research examined how migrant care workers in eldercare institutions in Germany were affected by the COVID-19 pandemic, focusing on their personal experiences. The research is theoretically grounded in intersectionality and the prisoner of love framework. Drawing on 15 qualitative interviews with migrant care workers (MCWs) from Poland and Bosnia–Herzegovina, the main findings highlight that intersecting social positions play an important role in stratifying experiences for MCWs. Migrant workers with high skill levels and job security stressed similarities to their non-migrant colleagues in their day-to-day work experiences during the pandemic, foregrounding their shared professional self-image and creating solidarity between workers of all backgrounds. Strong workplace relationships, emphasising their professional identity, and adapting career plans were ways to mitigate the negative effects of the pandemic. The study’s results emphasise the need for a more balanced portrayal of the pandemic’s impact on migrant workers.

The Role of Human Values in the Relationship Between Industry 4.0 and Job Insecurity in an Emerging Economy

ABSTRACTThis study analyses the relationship between Industry 4.0, human values and job insecurity in Colombia against significant technological changes and global economic challenges. It aims to understand how human values mediate the relationship between Industry 4.0's technological advances and the perception of job security in the current era of economic and social uncertainty. Utilising a Likert scale, the study gathered 714 survey responses from employees in medium and large Colombian companies. The study used a multistage multivariate analysis approach, starting with unidimensionality analysis, followed by reliability and validity analysis to measure accuracy. Exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) were subsequently employed to test the underlying factor structures of the data. Finally, structural equation modelling integrated the findings, forming a model that sheds light on the relationships among the studied variables. The analysis revealed strong human values such as commitment, collaboration, tolerance, honesty and loyalty in the workplace. Interestingly, participants had a low perception of job insecurity, indicating a more complex relationship between technological advancements and job security perceptions. This study offers valuable insights into how human values shape the workforce's response to the rapid changes of Industry 4.0, particularly in an emerging economy like Colombia.

“They are not even called by name”: Security guards in a South African psychiatric hospital

BackgroundSecurity guards (SGs) play a significant role in health care and are an integral part of many psychiatric institutions. While their main duty is to ensure service users' (SUs) and staff's safety and protect the premises, they are also called upon for other tasks, often ones for which they are not adequately trained. This study aimed to explore the roles, formal and informal tasks performed, training, working conditions and well-being of SGs working in psychiatric services. MethodsGuided interviews were conducted with n = 12 SGs and n = 18 mental healthcare providers (MHCPs) at a psychiatric hospital in the Western Cape of South Africa. All interviews were audio recorded, transcribed verbatim and analyzed using a thematic analysis approach. ResultsIn addition to ensuring safety, SGs take on numerous informal tasks, often for which they are not adequately trained and which formally fall under the purview of other MHCPs, mostly nurses, including talking with SUs about their mental health issues, dressing, showering, feeding, and administering medication. SGs also serve informally as interpreters, raising ethical concerns regarding accuracy and confidentiality. SGs lack formal training for working in psychiatric services and handling aggressive SUs, which may lead to increased violence instead of de-escalation and, in the worst case, injuries. SGs work under precarious working conditions (i.e. low salary, outsourced employment, absence of labour rights and job insecurity) and lack professional recognition, potentially leading to lower job satisfaction and increased emotional distress. ConclusionAddressing the challenges outlined in the study requires collaborative efforts between government, psychiatric institutions, private security companies, SGs and MHCPs. The establishment of clear roles, implementation of comprehensive formal training, psychosocial support and improved working conditions, particularly in-house employment, higher pay, increased employee rights and job security, are needed.

Impact of AI on Work Life Balance of Working Women in Hotel Industry

Artificial intelligence (AI) has brought about significant advancements as well as challenges for the hotel industry. AI enhances efficiency by automating routine tasks, allowing employees to focus on personalized services . Tools like chatbots ease workloads, benefiting women employees. However, AI also raises concerns about job security due to potential role replacement. According to a report by the Hotel Association of India, in 2020, the percentage of women employees in the Indian hospitality industry stood at around 35%. This study aims to explore the impact of AI on the work life balance of women employees in the hotel industry in Delhi, focusing on hotel employees and including positive and negative aspects of AI-driven advancements. To explore these impacts, a quantitative study method is used via Google Forms. The study uses both primary and secondary data. Primary data are collected through questionnaires and interviews of women employees in the hotel industry in Delhi, while secondary data are gathered from industry reports and academic literature. The findings aim to provide insight into how AI influences the work-life balance of women employees, throwing light on issues like job security and employee productivity of women in the hotel industry. This study can be helpful to the hotel industry in guiding the adoption of AI to improve women's work-life balance while addressing job security and productivity concerns. Key Words: Artificial Intelligence (AI), Hotel Industry, Work-Life Balance, Women, Job Security, Employee Productivity

Social and Economic Impact of COVID-19 Pandemic on New Americans

New Americans, foreign individuals and their families seeking to integrate into their new communities, in the United States were disproportionately affected by the COVID-19 pandemic. This needs assessment aimed to assess the social and economic impact of the COVID-19 pandemic on the immigrant population in the Riverview neighborhood of Columbus, Ohio. Using a census, 97 New Americans expressed experiencing issues with accessing food, their mental health, health and safety, and job security. Results showed that women experienced more statistically significant challenges in mental health and health and safety than men. New Americans indicated that they needed more support in rent, food, and monetary assistance in addition to the social services they receive. Future research should consider the long-term effects of decreased mental health, food insecurity, and unemployment on New American populations post-COVID-19. By increasing our knowledge of the socioeconomic impacts of COVID-19 on urban immigrants, policymakers and practitioners can better serve immigrant communities post-pandemic.

Decent Work Practices Incorporated in the Collective Bargaining Agreements of Unionized Firms

We investigated the decent work practices related to employment at work, rights at work, social protection, and social dialogue incorporated in the Collective Bargaining Agreements (CBAs) of unionized firms. We analyzed qualitatively the various provisions of each of the 20 CBAs of unionized firms from diverse industries in the Philippines that come from manufacturing, hotels, resorts, health, education, telecommunication, and public utilities. Findings revealed that the CBAs' provisions articulate many significant provisions on decent work practices. Specifically, the employment-at-work provisions revealed 14 main themes related to benefits, employee classification, wages, work hours, and opportunities for advancement. Eight key themes were identified on rights at work provisions: employee development, protection against discrimination, safeguards against company closure, sale, lease, transfer, or merger, protection against lay-offs and retrenchment, shared social responsibility, and the ban on labor contracting. On social protection provisions, twelve main themes emerged: maternity benefits, other social security benefits, job security, extended financial assistance and loan benefits, and medical/health care incentive programs. On social dialogue provisions, 11 main themes evolved about union-management communication, acknowledging the current labor union as the sole bargaining representative, the institution of grievance machinery, the union's right to information and consultation, as well as the presence of the Labor-Management Committee. The overall results underscored the important role of the union through its collective bargaining power in ensuring that decent work thrives in the workplace. We recommend implementing the “one union one industry policy” as stipulated in the Labor Code; strengthening the conceptual, technical, and behavioral skills of the union leaders; treating unions as social partners; and undertaking research studies that can benefit both the union and management during their CBA negotiations. These efforts can open more opportunities for unions and those workers covered by CBAs to actualize the ILO conventions of guaranteeing decent work that will transform people and organizations toward a sustainable mindset that includes justice, peace, and equality for the common good of the future generation of working people.

Desperate Times Call for Desperate Measures: The Impact of Job Insecurity on Workplace Cheating Behavior

Desperate Times Call for Desperate Measures: The Impact of Job Insecurity on Workplace Cheating Behavior

Optimizing Human Resource Development: Analyzing Differences in Job Satisfaction based on job diversity, Employee Status and generation at the Artificial Insemination Center

The Singosari Artificial Insemination Center (AIC) is a Technical Implementation Unit under the Ministry of Agriculture that has implemented the Public Service Agency Financial Management Pattern with the task and function of providing public services to all stakeholders. This study aims to analyze the level of employee job satisfaction and to determine the differences in employee job satisfaction based on job diversity, employee status and generation. This research is a mixed methods research conducted at AIC Singosari Malang Regency, East Java. using an instrument in form of a questionnaire distributed to 142 respondents using census sampling technique. This study uses descriptive analysis in the form of factor analysis and inferential analysis in the form of Mann Whitney Test and Kruskal Wallis Test. With the findings of seven dimensions of job satisfaction, namely the job itself, leadership, coworkers, promotions, work facilities and work environment in the high category and have the same job satisfaction category, which is quite satisfied on average. One indicator with a low score is the allowance indicator and there is a significant difference in job satisfaction based on Position and generation but there is an insignificant difference in job satisfaction between civil servants and non-civil servants. It is expected that AIC Singosari will always socialize and maintain transparency regarding the compensation structure for non-civil servants, including how wages and incentives are determined and distributed. Recognize differences in job security and benefits between civil servants and non-civil servants. As well as considering the desires and expectations between generations.

The Effect of Job Insecurity on Women’s Mental Health

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

Priorities and challenges in social and healthcare policies for older people living in the Mediterranean basin: A Delphi panel study

BackgroundRecently, the countries in the Mediterranean basin (which share cultural ties) have been showing a common trend of declining social support for the elderly, with deficiencies in social care models for this demographic. Thus, this Delphi panel study analyzed the gaps in social and integrated care among the participating countries in a European research project.MethodsThis three-round Delphi panel study focused on the European countries of Greece and Spain and the non-European countries of Egypt, Lebanon, and Tunisia. In this project, experts were identified according to their level of expertise in the subject matter, their gender, and their membership in different social groups. Subsequently, they were asked to identify the current situation of social care, set future goals, and locate the gaps regarding the social and healthcare models for older people in the participating countries. The median score (Mdn) and interquartile range (IQR) were calculated to assess the degree of consensus on the different priorities.ResultsAmong the participating countries, there was a lack of state agreements to maintain social care models, a lack of coordination between public and private institutions to provide social care services, territorial inequalities in terms of access and coverage of rights, and job insecurity for professionals. The desired situation was to integrate social and healthcare services with a person-centered social care model, thus promoting autonomy and empowering users and families in participation and decision-making.ConclusionsThis Delphi study reveals significant disparities in social and healthcare policies for older adults across Mediterranean countries, highlighting shared challenges and specific national needs. European nations like Greece and Spain face fragmented systems, while non-European countries such as Lebanon, Egypt, and Tunisia lack specialized geriatric services and social security. All countries urgently need better professional training, social and economic empowerment of older adults, and integrated national strategies. These findings offer key insights for policymakers to develop equitable, sustainable solutions for aging populations.

Prevalence and predictors of near misses and road traffic crashes among long-distance bus drivers in Ghana

IntroductionDespite the critical role of bus drivers in the Ghanaian economy, research on their safety is limited, hindering progress towards reducing road traffic crashes (RTCs) in line with Sustainable Development Goal (SDG) 3.6. This study aimed to investigate the rate of RTCs and near misses among long-distance bus drivers, identifying key predictors.MethodThis cross-sectionl survey sampled 7,315 long-distance bus drivers operating from Accra and Tema to other parts of Ghana and sub-region. Descriptive and binary logistic regression analyses were condcuted using Jamovi software version 2.5.3.ResultsThe study found that 53.7% and 96.9% of bus drivers had at least one RTC and one near-miss two years prior to data collection respectively. Older age, higher education, and extensive driving experience (≥ 21 years) reduced RTC risk, while factors like 6–20 years of experience, individual bus ownership, irregular shifts, long driving hours, sleepiness, job security, low decision authority, and skill discretion increased RTC risk. Near-misses were more likely with public bus ownership, not driving alone, low decision authority, skill discretion, and supervisor support, while high work-family conflict reduced near-miss likelihood.ConclusionConcerted efforts are needed to implement targeted interventions aimed at regulating working hours, enhancing job security and integrating occupationl health and safety standards in the Ghanaian bus transport industry. By prioritizing evidence-based policies and practices, stakeholders can work towards creating safer roads and healthier work environments for bus drivers.

Factors influencing the choice of specialization - a cross-sectional study with civilian medical students and prospective medical officers in Germany

BackgroundThe recruitment of physicians is an increasing challenge. The aim of the study was to explore factors that might influence future civilian and military doctors’ choice of specialization.MethodsA 28 item author developed questionnaire was used to survey civilian medical students and prospective medical officers. The questionnaire consisted of 20 items addressing choice of specialization, and eight socio-demographic factors. Response options were available in the form of open and closed questions as well as in the form of a Likert scale (1 ‘not at all’ to 6 ‘very much’). The questionnaire was completed online by prospective medical officer from June to September 2021 and by civilian students from November 2020 to March 2021.ResultsIn total, 2,030 students (56.1% female, mean age = 24, mean semester 6.5) participated in the survey, 1,553 civilian students and 477 prospective medical officers. Regular feedback and clear structures (mean = 5.35) followed by good teamwork (mean = 5.33) during postgraduate training was rated particularly important. Moreover, a secure job after graduation (mean = 5.23) and a compatibility of family and job (mean = 5.14) were important parameters for career choice. The specializations most frequently chosen were surgery (32.0%), internal medicine (27.1%) and anesthesiology (22.1%). The regression models showed that the choice depends on own attitude concerning the specialty would be a patient-orientation job, or a job with more manual work or more career option within in the job preferred.ConclusionsConsidering the value students place on receiving feedback and the structure of their specialist training, this seems to be a promising strategy for future recruitment. Good team dynamics and job security are key concerns for prospective physicians.

Uncertainty tolerance moderates the link between job insecurity and service performance: evidence from China’s hotel frontline employees

The pandemic crisis outbreak has impacted the hospitality industry tremendously. This study investigated the effect of job insecurity on service performance and examined the mediating role of cognitive appraisal and the moderating effect of uncertainty tolerance from the perspectives of cognitive appraisal theory of stress. The study collected a questionnaire from 316 hotel employees at three time points, with a one-month interval between the two time points. The SPSS PROCESS macro and MPLUS are used to test the research hypotheses. The results highlighted that the mediating role of challenge-hindrance appraisal, affirming that job insecurity positively impacts service performance via increasing challenge appraisal, and job insecurity negatively impacts service performance via increasing hindrance appraisal. Furthermore, the results show that uncertainty tolerance moderates the relationship between job insecurity and cognitive appraisal and also moderated the indirect effect of job insecurity on service performance through cognitive appraisal. The research results provide implications for human resource management in the hospitality industry.

Job insecurity, life satisfaction and the moderating role of job satisfaction in South Korea

Purpose The purpose of this paper is to examine the influences of job insecurity on life satisfaction and to assess the moderating effects of several facets of job satisfaction between job insecurity and life satisfaction. Design/methodology/approach Drawing on the survey conducted in Seoul, this paper runs the hierarchical regression models. Findings The results of this study suggest that job insecurity is detrimental to life satisfaction. Satisfaction with pay and co-workers enhances life satisfaction. Only satisfaction with co-workers exerts a moderating influence. Research limitations/implications The results obtained from Seoul may reflect sample-specific dynamics that may be different from other areas, which may limit the generalizability of the findings of this paper. Practical implications Organizations would be dysfunctional if workers are not satisfied with their life. Therefore, human resource professions must be vigilant about fostering conditions supportive human relations. Originality/value Previous studies revealed that job insecurity has the undermining impact on employees’ life satisfaction. However, there has been little research done to examine the moderating factors of job satisfaction. In this study, it is argued that satisfaction with co-workers is a critical condition in moderating the effect of job insecurity on life satisfaction.