Perceived Job Insecurity Research Articles

Perceived job insecurity and sickness presenteeism among public service employees: Moderated mediation model of organisational culture and gender

Previous research efforts have concentrated on the link between personal factors and sickness presenteeism, with few attempts to research the roles of contextual factors such as organisational culture and perceived job insecurity. Also, the mechanism through which the link exists has not been examined across the gender divide. Therefore, this paper examined the moderated mediation effects of gender on the relationship between perceived job insecurity and sickness presenteeism through organisational culture. A total of 244 (F=140; M=104) respondents participated in the study. The Stanford Presenteeism Scale and Job Insecurity and Organisational Culture scales were used for data collection. Results of the correlation analysis revealed that perceived job insecurity is negatively associated with organisational culture and sickness presenteeism. It also revealed that organisational culture is positively related to sickness presenteeism. The Hayes PROCESS macro analysis showed that organisational culture mediated the relationship between perceived job insecurity and sickness presenteeism. Furthermore, the results of the moderated mediation analysis showed that gender moderated the mediating role of organisational culture in the relationship between perceived job insecurity and sickness presenteeism. The study concluded that the indirect effect of perceived job insecurity on sickness presenteeism through organisational culture was higher among female respondents than their male counterparts.

Seeking shelter in times of crisis? unemployment, perceived job insecurity and trade union membership

AbstractDo trade unions benefit from economic crises by attracting new members among workers concerned about job security? To address this question, we provide a comprehensive empirical investigation based on panel data from Germany, where workers decide individually on their membership. We analyse whether exogenously manipulated perceptions of job insecurity encourage individuals to join a trade union. Firm‐level workforce reductions serve as the first trigger of perceived job insecurity. Regional unemployment rates represent a second source of exogenous variation. Third, we propose a novel identification approach based on plant‐closure‐induced job losses of other workers in the same region. In each case, we exploit the longitudinal nature of the data to analyse the implications of changes in labour market conditions for changes in union membership using an instrumental variable approach. We find consistently that perceived job insecurity, as triggered by labour market turmoil, increases the likelihood of individual union membership. Analysing data on media coverage about downsizing in a complementary investigation, we add further evidence to the notion of trade unions as beneficiaries of labour market crises. Finally, we consider workers who lose their jobs and find no evidence of adverse effects on union membership among those affected directly by unemployment.

Robot anthropomorphism and job insecurity: The role of social comparison

The rapid adoption of robots in workplaces has raised concerns among employees who view the robots as a potential threat to their job security. This study therefore aims to provide valuable insights into this psychologically and managerially important issue from a design perspective. In particular, this study examines how to alleviate employees’ concerns about job insecurity resulting from the adoption of robots. Across seven studies with different samples, we showed that the humanlike features of robots in the workplace increase employees’ perceived job insecurity, because these features increase their engagement in social comparison with robots. This research contributes to the literature on job insecurity, robot anthropomorphism, and social comparison. Moreover, this research provides important managerial implications for the design of robots in the workplace in light of employees’ job insecurity as a result of robots in the workplace.

Behavioral Reactions to Job Insecurity Climate Perceptions: Exit, Voice, Loyalty, and Neglect.

Past work has extensively documented that job insecurity predicts various work- and health-related outcomes. However, limited research has focused on the potential consequences of perceived job insecurity climate. Our objective was to investigate how the psychological climate about losing a job and valuable job features (quantitative and qualitative job insecurity climate, respectively) relate to employees' exit, voice, loyalty, and neglect behaviors, and whether such climate perceptions explain additional variance in these behaviors over individual job insecurity. Data were collected through an online survey using a convenience sample of employees working in different organizations in Türkiye (N = 245). Hierarchical multiple regression analyses showed that quantitative job insecurity climate was associated with higher levels of loyalty and neglect, while qualitative job insecurity climate was related to higher levels of exit and lower levels of loyalty. Importantly, job insecurity climate explained additional variance over individual job insecurity in exit and loyalty. Our findings underscore the importance of addressing job insecurity in a broader context regarding one's situation and the psychological collective climate. This study contributes to addressing the knowledge gap concerning job insecurity climate, an emerging construct in the organizational behavior literature, and its incremental impact beyond individual job insecurity. The foremost implication is that organizations need to pay attention to the evolving climate perceptions about the future of jobs in the work environment, because such perceptions are related to critical employee behaviors.

Can task changes affect job satisfaction through qualitative job insecurity and skill development?

ABSTRACT This multi-wave study uses the Transactional Model of Stress and Coping (TMSC) to investigate whether employees may view task changes as an organizational event that stimulates skill development or engenders job risks (i.e., qualitative job insecurity) and thereby affect employee job satisfaction. Additionally, drawing on Regulatory Focus Theory (RFT), the indirect effect of task changes on job satisfaction through these two mediators was theorized to depend on individual’s regulatory focus (i.e., prevention or promotion). Mediation effects from task changes to job satisfaction via skill development and qualitative job insecurity were tested at the within-person level, while the moderating role by regulatory focus at the between-person level was tested using cross-level interactions. Results supported most of our hypotheses and also offered some unexpected insights. Task changes increased perceptions of qualitative job insecurity, which subsequently decreased job satisfaction. Although task changes did not show a significant direct link with skill development, skill development did positively predict job satisfaction six months later. We found no moderated mediation effects, however our moderator directly influenced job insecurity and skill development. Overall, the current study contributes to science and practice by providing valuable insights into the stressful processes that can evolve from task changes.

Psychological capital as a moderator in the relationship between job insecurity, job stress, and hotel employees' turnover intention during the Russia-Ukraine war

It is crucial to examine the impact of professional uncertainty on tourism staff following the commencement of the Russia-Ukraine crisis in 2022. The major goal of this study is to see how job insecurity perception, job stress, and turnover intention interact, as well as the moderating role of PsyCap in these interactions. The study was conducted in Antalya, a popular vacation destination for Russian and Ukrainian visitors. The results of the research show that the perception of job insecurity positively affects both job stress and turnover intention. Furthermore, job stress has been shown to have a positive effect on turnover intention. Additionally, PsyCap's moderator effect was confirmed for both the association between job insecurity and job stress, and the relationship between job insecurity and turnover intention. It is thought that the study will contribute to the literature in terms of measuring employee perception while the 2022 Russia-Ukraine crisis continues.

Daily relationships between job insecurity and emotional labor amid COVID-19: Mediation of ego depletion and moderation of off-job control and work-related smartphone use.

The economic recession in the service sector during the COVID-19 pandemic has jeopardized service employees' job security. While the daily fluctuations of perceived job insecurity may have implications for service employees' emotional labor, the day-to-day relationship between these two variables and their mediating and moderating mechanisms in the pandemic context remain unknown. To fill this gap, our research examined the day-level relationship between job insecurity perceptions, ego depletion, and emotional labor, as well as the moderating effects of overnight off-job control and work-related smartphone use. To assess these relationships, we conducted two daily studies during the COVID-19 pandemic. In study 1 (March-April 2020), 135 service employees responded to morning and evening online surveys for five workdays. In study 2 (June 2022), which administered morning and evening online surveys to 90 flight attendants for five workdays, work-related COVID-19 exposure risk was controlled in the analyses. The results of the two studies demonstrated that on a day when service employees perceived a high level of job insecurity, they felt ego-depleted, which, in turn, was associated with decreased deep acting and increased surface acting. Post hoc findings indicated a significant three-way interaction between off-job control, off-job work-related smartphone use, and daily job insecurity, such that the job insecurity-ego depletion-emotional labor was most pronounced when off-job control was low and off-job work-related smartphone use was high. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

The Effects of Job Insecurity Perceived by the Younger Generation on Psychological Well-Being and Life Satisfaction in the COVID Era

This study examined the negative effects of job insecurity perceived by the younger generation in the unexpected environment of a pandemic by comparing them with the older generation. Based on total 581 persons obtained from the empirical research. The hypotheses were identified through structural equation modeling. The study showed a significant negative effect of perceived job insecurity on psychological well-being and life satisfaction. This result is consistent with previous studies that reported that the perception of instability or insecurity about employment status reduces an individual’s emotion/sentiment and life satisfaction. Moreover, life satisfaction was found to significantly increase when psychological well-being increased and that the negative effect of perceived job insecurity on psychological well-being was stronger among the younger generation. Limitations and future research directions are also discussed.

A mismatch: Why non-tenured teachers are ill-prepared to deal with the perceived job insecurity of students in the humanities

Most of the instructional workforce within the humanities in countries like the United States, United Kingdom, Australia, and The Netherlands comprises non-tenure track appointments. This commentary is a starting point in thinking about what the meaning and consequences are of far-reaching casualization for humanities education. Based on my experience as a supervisor of non-tenured early-career teachers in the humanities and on an international exploration of the position of the so-called precariat, I describe the competing, and perhaps irreconcilable, discourses on the importance of the humanities for society and the labour market which these non-tenured teachers must navigate. These discourses put especially non-tenured academics, who are themselves in a very precarious, in an even more disempowered space that is not only detrimental to these non-tenured teachers but also to the students who must learn to deal with perceived job insecurity.

The perception of job insecurity and organizational citizenship behavior during COVID-19: the moderating roles of positive psychological capital and grit

PurposeIn light of COVID-19 and its subsequent disruptions, along with simultaneous changes and transformations taking place, job insecurity (JI) is significantly heightened among employees. This study aims to analyze how JI influences employees’ organizational citizenship behaviors (OCBs) and whether positive psychological capital (PsyCap) and grit moderate this relationship.Design/methodology/approachTo test the study hypotheses, data was gathered during COVID-19 via convenience sampling. The collected data was analyzed using the Statistical Package for the Social Sciences software and Excel MegaStat.FindingsThe empirical data shows that qualitative JI has a negative relationship with OCB. PsyCap and grit moderate the relationship between both JI dimensions and OCB.Practical implicationsManagers can alleviate JI in the workplace by promoting PsyCap and grit among employees, both of which will sustain and promote OCB, even during difficult times.Originality/valueThis study bridges the gap in the literature regarding the impact of JI on employees’ OCB during the pandemic. This study also adds to the limited number of studies exploring personal resources as potential moderators between JI and organization citizenship behavior.

The Effect of Technological Stress Dimensions on Employees' Decision-Making Styles and Regulatory Role of Job Insecurity Perception: A Research in The Aviation Sector

The technological stress factor is more evident in the aviation industry, which uses high and rapidly changing technology, especially for technical employees. The purpose of this research is to determine the effect of technostress levels of aviation industry employees on their decision-making styles and to analysis the regulatory effects of job insecurity perception, which is of great importance for businesses and employees in this effect. The research universe has been determined as the technical personnel in the airline companies operating in Turkey. In all, 402 questionnaires were considered valid and included in the 25th data analysis of SPSS. It was determined that technological stress was statistically significantly related to rational, intuitive, avoidant and instant decision-making. Meanwhile, each decision-making style and the dimensions of job insecurity perception separately have significant moderator roles. Finally, it was revealed that all technostress dimensions, except for the techno-invasion dimension, were statistically significantly correlated with at least one decision-making style. In the research, suggestions were made for the effects of changes in employee’s decision-making styles and perceptions of job insecurity as a result of the effects of technostress, and the results were tried to be explained with aviation industry dynamics and theoretical literature.

How Do COVID-19 Risk, Life-Safety Risk, Job Insecurity, and Work-Family Conflict Affect Miner Performance? Health-Anxiety and Job-Anxiety Perspectives.

The coronavirus pandemic (COVID-19) has created challenging working conditions in coal-production activities. In addition to the massive loss of resources for miners, it has had a devastating impact on these individuals' mental health. Based on the conservation of resources (COR) theory and a resource-loss perspective, this study examined the impact of COVID-19 risk, life-safety risk, perceived job insecurity, and work-family conflict on miners' job performance. Moreover, this study investigated the mediating role of job anxiety (JA) and health anxiety (HA). The study data were collected through online structured questionnaires disseminated to 629 employees working in a coal mine in China. The data analysis and hypothesis generation were conducted using the structural equation modeling (partial least squares) method. The results demonstrated that the perception of COVID-19 risk, life-safety risk, job insecurity, and work-family conflict negatively and significantly impacted miners' job performance. In addition, JA and HA negatively mediated the relationships between the perception of COVID-19 risk, life-safety risk, perceived job insecurity, work-family conflict, and job performance. The findings of this study can give coal-mining companies and their staff useful insights into how to minimize the pandemic's effects on their operations.

The Importance of the School Functioning as an Organization and Teachers’ Work-Related Well-Being for Teachers’ Organizational Commitment

The successful functioning of any organization depends on one of the most important factors – employees’ organizational commitment. As the modern education system strives to establish the school as an effective organization, it is important to investigate what psychological factors are associated with greater teachers’ organizational commitment. The aim of this study was to determine the implications of the school functioning as an organization and teachers’ wok related well-being for teachers’ organizational commitment. In this study participated 292 teachers. The factors of the school functioning were measured by the Organisational Diagnosis Questionnaire (Preziosi, 1980). Teachers’ work-related well-being was analysed as a continuum of job satisfaction and job insecurity. One of the subscales of the Michigan Organizational Assessment Questionnaire (Cammann et al., 1975) was used to measure job satisfaction. Job insecurity was measured with the Job Insecurity Scale (De Witte, 2000). Teachers’ organizational commitment was measured by the Organisational Commitment Scale (Balfour & Wechsler, 1996). The correlation analysis of the variables revealed that all the factors of the organizational functioning have statistically significant strong positive relationships. It was found that teachers’ work-related well-being is related to the school functioning factors. Teachers’ organizational commitment is related to both teachers’ work-related well-being and organizational functioning factors. A multivariate linear regression analysis found that 35.2 % of teachers’ organizational commitment was predicted by their job satisfaction, relationships, principals’ leadership and teachers’ perceived job insecurity.

Perceived job insecurity and task performance: what aspect of performance is related to which facet of job insecurity.

Employee task performance is considered to be of crucial importance for organizational survival and growth, at the same time, the struggle for organizational survival and growth most especially in the current economic climate gives rise to perceptions of job insecurity among employees thereby making the perception of job insecurity a relevant topic. This study examined the effect of perceived job insecurity on task performance. In addition, the effect of both quantitative and qualitative facets of job insecurity on the different components of task performance, was investigated. By making use of the multi-stage sampling technique, a total of 342 employees with age range of 23 to 46years were proportionately selected from the cluster that represents each bank. Furthermore, the close ended and structured questionnaire was utilized in a descriptive cross-sectional research design to elicit responses from these employees. Based on the regression analysis conducted, it was revealed that while perceived job insecurity as a uni-dimensional construct exercise a significant and negative effect on task performance, both quantitative and qualitative job insecurity also have a significant and negative effect on this performance with the later, found to exercise a stronger negative impact. Furthermore, results also indicate that while quantitative job insecurity is more negatively related with the job quality component of performance, both job quantity and job time limit are more negatively related with qualitative job insecurity. To conclude, recommendations were made on the need for organizations to focus intervention on antecedents of job insecurity which have been classified as macro level, micro level and personality factors with the view of reducing the incidence of perceived job insecurity. It was also recommended that managers should endeavor to concentrate more resources on those employees who suffer from qualitative job insecurity whenever there is a need to make use of these interventions, while also being in cognizant of the fact that a different level of intervention is required for employees with different level of job quality, job quantity and job time limit.

The mediating effect of psychological resilience in the impact of increasing job insecurity with the pandemic, on organizational commitment and turnover intention

PurposeThis study aims to examine how new and senior employees' perceptions of job insecurity affect their commitment and turnover intention in the economic crisis environment created by the pandemic and whether their psychological resilience has a mediating effect on this effect.Design/methodology/approachSurvey data were collected from 147 novices (tenure < five years) and 160 seniors (tenure > five years) full-time employees from three different industries to examine these relationships using the SPSS program and the process add-on.FindingsThe results showed that perceptions of job insecurity were negatively correlated with affective commitment, normative commitment and psychological resilience and positively correlated with continuance commitment and turnover intention for both employee groups. While psychological resilience played an expected mediating effect for novices in the organization, it played only a mediating effect for affective and normative commitment for seniors.Originality/valueThis study contributes to the field of management psychology by investigating, for the first time, the negative impact of the perception of job insecurity, which has increased with the pandemic, and the mediating effect of psychological resilience in this effect.

Seeking Shelter in Times of Crisis? Unemployment, Perceived Job Insecurity and Trade Union Membership

Seeking Shelter in Times of Crisis? Unemployment, Perceived Job Insecurity and Trade Union Membership

PENGARUH JOB INSECURITY TERHADAP KOMITMEN ORGANISASI SERTA IMPLIKASINYA PADA KINERJA KARYAWAN SELAMA PANDEMI COVID 19 VARIAN OMICRON

The Covid 19 pandemic has hit Indonesia since March 2020, in early 2021 a new variant appeared called the Omicron variant, with a very fast spread rate. The deployment of the Omicron Variant led to an increase in Job Insecurity. This study aims to determine the effect of job insecurity on organizational commitment and its implications for performance during the Omicron Variant Covid 19 Pandemic. 100 (one hundred) employees of Hotel Patra Jasa became respondents in this study. Case studies are used to answer the research objectives. Data collection was done by interview with the help of a questionnaire. This study uses path analysis. The results of the study show that during Covid 19 the Omicron Variant the perception of Job Insecurity increased. To reduce the increase in job insecurity, recommendations that can be made by Patra Jasa Convention Hotel management are the need to implement good health protocols so that the Job Insecurity of Patra Jasa Hotel employees does not decrease.

Impact of Perceived Job Insecurity on Intolerance of Uncertainty among Private School Teachers during COVID-19: Moderating Role of Ethical Leadership

Impact of Perceived Job Insecurity on Intolerance of Uncertainty among Private School Teachers during COVID-19: Moderating Role of Ethical Leadership

Employability versus Passion for Basic Sciences: Career Paths of Biology Graduates After Getting Higher Education Diploma

Manufacturing high-profit goods in the information and technology age requires solid foundations in basic sciences. However, despite their interests and high success, basic sciences often fail to attract university candidates due to the perceived job insecurity after graduation. To challenge this notion, the current study aimed to examine biology graduates’ profiles and career life. As a survey study, an online questionnaire was administered to 56 graduates of the biological sciences department. The findings showed that almost all graduates chose biology due to their interest in the first place. The majority thought that their undergraduate education prepared them effectively for their future career, and they acquired 21st-century skills adequately, except for entrepreneurship skills. They found a job related to their major in one to two years. They were primarily employed in universities and got academic positions. They were satisfied with their jobs. The study concluded that higher education attains its aim to match passionate people in line with their interests; however, it still needs to update curricula considering current knowledge, skills, and competencies. The implications may encourage university candidates to follow their passion in pursuing a career in basic sciences, particularly in Biology.

Employees Perceptions of Job Insecurity and Performance: A Qualitative Approach

The purpose of this article is to understand the experience of workers' perceptions of job insecurity and its relation to performance. To this end, we conducted semi-structured interviews with 38 workers in the retail, services, education, financial, construction, and pharmaceutical industries in Chile. Using content analysis based on workers' accounts of their own experience, we identified two main categories: (a) the experience of job insecurity viewed in relation to the context of the COVID-19 pandemic and emotional aspects of job insecurity, and (b) the relation between job insecurity and performance. The possibility of job loss expresses itself in experiences and emotions that are related to the performance of workers in different ways. These findings are discussed in terms of stress theory and the motivation to preserve jobs.