Quantitative Job Research Articles

Association between job insecurity and health-related quality of life: The moderator effect of social support in the workplace

Background: Employee job insecurity negatively affects health outcomes, with limited research on the moderating role of workplace social support. Objective: This study examines the relationship between job insecurity and health-related quality of life among medical representatives, exploring the moderating effect of social support at work. Method: Cross-sectional data from 391 Turkish medical representatives during the pandemic were analyzed using correlation, logistic regression, and moderation analysis with SPSS for Windows and Hayes’ Process Macro. Results: 73.4% of the participants were male, with a mean age of 38.3 ± 6.7 years. According to multiple logistic regression analyses adjusted for age and gender, quantitative and qualitative job insecurity negatively [OR = 1.02 (95% CI = 1.00–1.03)] and social support positively [OR = 0.96 (95% CI = 0.95–0.98)] affected health-related quality of life. There was a moderately significant correlation between health-related quality of life and quantitative job insecurity, qualitatively job insecurity and social support in the workplace ( r = −0.430, r = −0.477, r = 0.494), respectively. The moderating effect analysis has revealed that receiving social support in the workplace alleviates and reduces the negative impact of job insecurity on the health-related quality of life of employees. Social support in the workplace received by employees mitigates and reduces the negative impact of job insecurity on their health-related quality of life. Conclusion: Social support in the workplace plays an important role in buffering the negative consequences of job insecurity. According to this research, it is important to improve social support in the workplace to prevent negative health-related quality of life outcomes among medical representatives experiencing job insecurity.

Occupational exposure to diesel engine exhaust and first-time acute myocardial infarction - a nationwide register-based cohort study 1976- 2018.

Exposure to air pollution including diesel engine exhaust (DEE) is associated with increased risk of acute myocardial infarction (AMI). Few studies have investigated the risk of AMI according to occupational exposure to DEE. The aim of this study was to evaluate the association between occupational exposure to DEE and the risk of first-time AMI. The study was a register-based cohort study of the Danish working population and included 903,415 individuals aged 35-50 years in 1995. Exposure estimates of DEE were assigned by linking a quantitative DEE job exposure matrix with the individual job history (1976-2017). National registers provided data on AMI throughout the follow-up period (1996-2018). The incidence rate ratios (IRR) for AMI were computed using Poisson regression while adjusting for demographics, comorbidities, socio-economic factors, ambient air pollution and occupational exposure to noise, physically demanding work, and job strain. 35,511 cases of AMI occurred during the follow-up period of 19,357,326 person-years. IRRs for cumulative exposure to DEE in the fully adjusted model were 1.04 (95%CI: 1.00-1.08) for exposure levels between the 50th and 75thpercentiles and 1.08 (95%CI: 1.04-1.12) for exposure levels ≥75thpercentile. Recent exposure to DEE was associated with an increased IRR in the highest exposed quartile (IRR=1.15 (95%CI: 1.05-1.27)), but only when compared within exposed workers. Increasing exposure to DEE was associated with increasing IRR for first-time AMI across different exposure measures. The results indicate that AMI should be included in risk assessment of DEE when establishing occupational exposure limits.

Keeping Pace with the Generations! Quantitative Job Insecurity and Retention in Gen Z Workers: The Mediating Roles of Affective Commitment and Psychological Empowerment

The workforce is changing as new employees enter the labour pool. Malaysia’s largest demographic segment is currently Gen Z, constituting 38% of the total population, and boasting a monthly disposable income of US$428 million. Over the next ten years, up to 10 million people in Malaysia born after 1995 (i.e., Gen Z) will enter the workforce. The purpose of this research is to investigate the relationship between job security and employee retention through the mediating mechanism of affective organizational commitment and employees’ psychological empowerment among Gen Z, who are currently working and making up part of the workforce in Malaysia. Gen Z is characterized by distinctive attributes, demanding that human resource management (HRM) professionals anticipate potential innovations in their recruitment and training methodologies. Among the paramount concerns confronting HRM lies the challenge of employee retention, which holds a pivotal position in the overall success of an organization. This centrality is underscored by the financial burdens linked to the recruitment and training of fresh personnel, the disruption of business continuity occasioned by employee departures (commonly referred to as ‘turnover’), and the ensuing decline in productivity stemming from employee attrition. One strategy to increase retention is job security, because the finding of this research show that employees who have job security have high commitment and psychological empowerment, as well as high intention to stay in organizations. Implications for theory and research and management practice are discussed.

Does proactive career behaviour matter with respect to job insecurity? The mediating role of work-related basic needs satisfaction and the moderating role of contract type

PurposeUsing conservation of resources and self-determination theories, this study explores the negative ties between proactive career behaviour and job insecurity, which are mediated by work-related basic needs satisfaction, and how contract type affects these relationships.Design/methodology/approachTwo waves of data were collected from 332 Chinese employees. The mediation and moderated mediation models were tested with MPLUS 8.30 and SPSS’s PROCESS macro.FindingsProactive career behaviour negatively affects (both quantitatively and qualitatively) job insecurity through work-related basic needs satisfaction. Contract type moderates the relationship between proactive career behaviour and work-related basic needs satisfaction as well as the indirect relationship between proactive career behaviour and quantitative (but not qualitative) job insecurity via work-related basic needs satisfaction. These findings suggest that temporary employees can obtain greater benefits by engaging in proactive career behaviour than can their permanent counterparts.Originality/valueThis study contributes to the limited research on job insecurity antecedents, mechanisms and key moderators.

Associations between Psychosocial Working Conditions and Work-Specific Self-Efficacy Beliefs Among Employees Receiving Psychotherapeutic Consultation at Work.

By considering work-related aspects during early intervention and treatment of employees with (subclinical) symptoms of common mental disorders, psychotherapeutic consultation at work (PT-W) aims to increase work-specific self-efficacy (SE) to finally reduce sickness absence and contribute to successful return to work. This study, thus, aims to investigate interrelations between working conditions and work-specific SE among employees before receiving PT-W. The study uses baseline data of a randomized controlled trial testing the efficacy of PT-W in Germany (n = 535). Working conditions were assessed by six scales of the validated Copenhagen Psychosocial Questionnaire (COPSOQ). SE was assessed by the validated general short occupational self-efficacy (OSE) scale and return-to-work self-efficacy (RTW-SE) scale, two specific forms of self-efficacy. Multiple linear regression models were calculated using working conditions as independent and self-efficacy as dependent variables. Interactions between working conditions and age, gender and current extent of work were added to those models. Results suggest that quantitative job demands are negatively and development opportunities are positively related to OSE and RTW-SE. Age did not moderate those relationships. The association between development opportunities and OSE was stronger among employees indicating working less number of hours than specified in their contract compared to employees indicating working their full contract hours. Furthermore, interactions with gender were found with social support being only (positively) associated with OSE among male and decision authority being only (positively) associated with OSE among female employees. The associations between working conditions and work-specific SE support the usefulness of addressing potential reciprocal relationships between those two variables during PT-W to improve mental health of employees. Registered at the German Clinical Trial Register (DRKS) at 01.03.2021-DRKS00023049.

Associations of menopausal symptoms with job-related stress and social support in Japanese school teachers

Being a school teacher is highly stressful. This study aimed to clarify the prevalence of menopausal symptoms and explore the association between these symptoms and job-related stress among Japanese school teachers. A cross-sectional study was conducted among randomly selected elementary and junior high school teachers in Japan. Data from 284 teachers aged 45-60years were analyzed. Menopausal symptoms were measured using the Greene Climacteric Scale, and the Brief Job Stress Questionnaire was used to assess job stressors, social support, and job/family satisfaction. Associations between scores on the Greene Climacteric Scale and on the Brief Job Stress Questionnaire, and demographic information were analyzed. The most common menopausal symptom was "feeling tired or lacking in energy" (reported by 94.4% of respondents). The total intensity of menopausal, psychological, and somatic symptoms was significantly correlated with the total level of job stress. Moderate correlations were found between depressive symptoms and job stress regarding suitable jobs, job control, and rewarding jobs, while weak correlations were evident between depressive symptoms and job stress regarding quantitative job overload, interpersonal conflict, and poor physical environment. Higher levels of perceived support from supervisors or co-workers and job satisfaction were associated with less severe psychological and somatic symptoms. Most middle-aged school teachers felt tired or lacking in energy. Higher job-related stress and lower levels of support from supervisors or co-workers were correlated with more severe menopausal symptoms. A supportive work environment and stress management are essential for such teachers.

The Effect of Quantitative Job Demands on Psychological Well-Being of Neuroscience Nurse: Social Support as Moderator

Nurses in a hospital need to provide the best possible service to patients. To provide the best service, nurses need to maintain their psychological well-being in prime condition. However, heavy work demands cause high levels of stress and burnout which can reduce the psychological well-being of nurses. Therefore, it is necessary to ensure that the psychological well-being of nurses is maintained so that they can serve patients as well as possible by providing social support to nurses in carrying out their work. This research aims to determine how much the role of quantitative work demands can interfere with the psychological well-being of nurses at Hospital. This research is a correlational study using survey methods for data collection. The sampling for this research was carried out using a convenience sampling technique, with a total sample of 102 nurses. Data analysis used multiple regression techniques using JAMOVI software version 2. The results of the study showed a significant negative relationship between quantitative job demands and psychological well-being (r = -0.28, p < 0.05). A significant positive relationship between social support and psychological well-being (r = 0.20, p 0.05. While social support did not moderate the relationship between quantitative job demands and psychological well-being b = 0.01, p > 0.05 Thus, it can be concluded that quantitative work demands need to be ensured not to be too high beyond the limits of nurses' abilities so that nurses' psychological well-being is maintained.Perawat di suatu rumah sakit perlu memberi pelayanan sebaik-baiknya kepada pasien. Agar dapat memberi pelayanan terbaik, perawat perlu menjaga kondisi kesejahteraan psikologisnya dalam kondisi prima. Namun Tuntutan kerja yang berat beresiko menimbulkan tingkat stress dan burnout yang tinggi yang dapat menurunkan kesejahteraan psikologis pada perawat. Oleh karena itu, perlu diupayakan agar kesejahteraan psikologis perawat tetap terjaga agar dapat melayani pasien dengan sebaik-baiknya dengan cara memberikan dukungan sosial kepada perawat dalam melaksanakan pekerjaannya. Penelitian ini bertujuan untuk mengetahui seberapa besar peran tuntutan kerja kuantitaif dapat mengganggu kesejahteraan psikologis pada perawat di Rumah Sakit X dan peran dukungan sosial untuk meningkatkan kesejahteraan psikologis atau menghambat efek negatif dari tuntutan kerja kuantitatif terhadap kesejahteraan psikologis perawat. Penelitian ini merupakan studi korelasional menggunakan metode survei untuk pengumpulan datanya. Pengambilan sampel penelitian ini dilakukan dengan teknik convenient sampling, dengan jumlah sampel sebanyak 102 perawat. Analisis data menggunakan teknik regresi berganda menggunakan perangkat lunak JAMOVI versi 2. Hasil penelitian menunjukkan hubungan negatif yang signifikan antara tuntutan kerja kuantitatif dan kesejahteraan psikologis (r = -0,28, p < 0.05). Hubungan positif yang signifikan antara dukungan sosial dan kesejahteraan psikologis (r = 0,20, p 0.05. Sedangkan dukungan sosial tidak memoderatori hubungan antara tuntuan kerja kuantitatif dan kesejahteraan psikologis b = 0,01, p > 0.05. Dengan demikian dapat disimpulkan bahwa tuntutan kerja kuantitatif perlu diupayakan tidak terlalu tinggi di luar batas kemampuan perawat agar kesejahteraan psikologis perawat tetap terjaga.

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.

“Don't you worry ‘bout a thing” – the moderating role of age in the relationship between qualitative job insecurity and career sustainability

PurposeBuilding on a stress-related view, this study examines the impact of qualitative job insecurity on three indicators of career sustainability. It also examines the moderating role of employee age in this relationship.Design/methodology/approachDutch respondents (N = 398) working in various sectors responded to an online survey. Our hypotheses were tested using path modeling with Mplus.FindingsQualitative job insecurity was negatively related to job satisfaction, general health, and employability. Moreover, a moderating effect of employee age on the relationship between qualitative job insecurity and job satisfaction was found.Practical implicationsOrganizations need to take measures to prevent qualitative job insecurity, as this appears to be an essential hindering factor that might endanger an employee's career sustainability. Especially younger workers (<40 years) seem to suffer from qualitative job insecurity as this decreases their job satisfaction, urging management and HR professionals to protect them against it.Originality/valueBy focusing on qualitative job insecurity, this study helps to close an essential gap in the literature that so far has mainly focused on quantitative job insecurity. Besides, this is the very first empirical work investigating the link between qualitative job insecurity and multiple indicators of career sustainability. Finally, this research adds a developmental approach to sustainable careers by comparing younger and older workers.

Invisible struggles: unveiling the mental health implications of job insecurity among migrant hospitality workers

ABSTRACT Migrant workers in India, who are often seen as the backbone of the nation, live in highly precarious conditions, experiencing heightened job insecurity. Nevertheless, they received little attention in scholarly investigations. This study utilises the latent deprivation theory to investigate the impact of quantitative and qualitative job insecurity experienced by interstate migrant hospitality workers in India and its impact on their mental health. The study also explores the potential mediating role of employee morale in this relationship. Additionally, it investigates whether the perception of employability, which refers to the likelihood of finding alternative employment, moderates the link between job insecurity dimensions and mental health. Data was collected from interstate migrant workers employed in tourist hotels in Delhi, India. Findings revealed that both dimensions of job insecurity have been negatively associated with the mental health of these workers, with employee morale serving as a partial mediator in the relationship. Employability is found to be a crucial moderator in alleviating the negative impact of quantitative job insecurity on mental health. In light of the findings, the study offers key interventions required at the policy and organisational levels to enhance well-being while utilising the unique skills and diverse perspectives of these migrant workers.

Prevalence of premenstrual syndrome and related factors among nurses.

Premenstrual syndrome (PMS) is a common condition among women during their menstrual cycle. PMS can negatively affect a woman's daily life and function. Nurses, as an important and substantial segment of healthcare staff, are affected by the demanding environment of work place. Since PMS, as a prevalent counterproductive condition, has not been studied in this population in Iran, we assessed the prevalence of PMS and its associated factors among nurses aged 23 to 49 in teaching hospitals of the Tehran province of Iran. In this cross-sectional study from April 2021 to January 2022, 280 participants from teaching hospitals were enrolled. Simple random sampling was used to determine the sample size of the study. Two validated questionnaires and a data gathering sheet were used to collect information. The premenstrual symptoms screening tool was used to determine PMS severity and the Copenhagen Psychosocial Questionnaire to evaluate the associated job demands. Demographic data and work-related data included: night shift, shift type, monthly COVID-19 care and gynecologic and past medical history were gathered. Then data were analyzed using logistic regression analysis, chi-square and t-test. The severity of PMS was: mild (42.5%); moderate (30%); and severe (27.5%). Regular menstruation and dysmenorrhea were reported by 84.6% and 72.3%, respectively. Moderate to severe PMS was associated with: monthly COVID shift (p=0.02); emotional (p<0.01) and quantitative (p<0.01) demands; regular caffeine intake (p=0.01); education level (p=0.005); regular exercise (p=0.003); regular fiber intake (p=0.08); and irregular menstrual cycles (p=0.007). In logistic regression only quantitative (p=0.003) and emotional (p=0.018) job demands were significant. Results showed that the prevalence of PMS was high among Iranian nurses and was associated with quantitative and emotional job demands. We suggest further studies focusing on preventative and effective interventions to diminish the consequences of PMS in this population. We also suggest investigating the practical application of the findings of this study for healthcare professionals and policymakers.

Occupational exposure to respirable crystalline silica and incident idiopathic interstitial pneumonias and pulmonary sarcoidosis: a national prospective follow-up study

BackgroundRespirable crystalline silica is a well-known cause of silicosis but may also be associated with other types of interstitial lung disease. We examined the associations between occupational exposure to respirable...

The asbestos-asbestosis exposure-response relationship: a cohort study of the general working population.

The association between asbestos exposure and asbestosis in high-exposed industrial cohorts is well-known, but there is a lack of knowledge about the exposure-response relationship for asbestosis in a general working population setting. We examined the exposure-response relationship between occupational asbestos exposure and asbestosis in asbestos-exposed workers of the Danish general working population. We followed all asbestos-exposed workers from 1979 to 2015 and identified incident cases of asbestosis using the Danish National Patient Register. Individual asbestos exposure was estimated with a quantitative job exposure matrix (SYN-JEM) from 1976 onwards and back-extrapolated to age 16 for those exposed in 1976. Exposure-response relations for cumulative exposure and other exposure metrics were analyzed using a discrete time hazard model and adjusted for potential confounders. The range of cumulative exposure in the population was 0.001 to 18 fibers per milliliter-year (f/ml-year). We found increasing incidence rate ratios (IRR) of asbestosis with increasing cumulative asbestos exposure with a fully adjusted IRR per 1 f/ml-years of 1.18 [95% confidence interval (CI) 1.15- -1.22]. The IRR was 1.94 (95% CI 1.53-2.47) in the highest compared to the lowest exposure tertile. We similarly observed increasing risk with increasing cumulative exposure in the inception population. This study found exposure-response relations between cumulative asbestos exposure and incident asbestosis in the Danish general working population with mainly low-level exposed occupations, but there is some uncertainty regarding the exposure levels.

Factors associated with fatigue among people who have returned to work after stroke: an exploratory study.

To explore the associations between fatigue impact and (a) personal and stroke-related characteristics, (b) functional impairments and (c) work-related factors among individuals who have returned to work after stroke. A cross-sectional exploratory study. 87 working stroke survivors. This study comprises data from a postal survey targeting work ability and perceived stroke-related consequences 1 year after stroke. Fatigue was evaluated using the Fatigue Severity Scale (FSS). Factors associated with having fatigue (FSS total score ≥ 4) were identified using univariable and multivariable logistic regression analyses. Three domain-specific multivariable models and 1 final combined model were created. Fatigue was reported by 43% of the participants. Several factors representing all the investigated domains were associated with fatigue. In the final combined regression model, self-perceived low cognitive functioning, low decision control at work and high quantitative job demands had the strongest independent effects on the odds of having fatigue. Among people who were working 1 year after stroke, fatigue was associated with both personal and stroke-related characteristics as well as functional impairments and work-related factors. This highlights the complex nature of post-stroke fatigue. Fatigue management interventions should have a comprehensive approach and also consider the work environment.

A job analysis of mental health nursing in a school for students with intellectual and developmental disabilities.

While schools have become settings for the delivery of mental health supports to students, mental health nursing has not yet described its practice in schools. In the absence of this mental health nursing literature, a quantitative self-reporting job analysis methodology was used to describe the tasks of mental health nursing in a specialist school as an observant-participator in a single-case holistic case study. Additional aims were to compare the results with the general school nursing and the disability nursing literatures and interpret these findings for mental health nursing. Categories of tasks from general school nursing were used to deductively interpret the results. Tasks were recorded across all categories of school nursing. The greatest number of tasks were recorded in the professional performance category, followed by planning, then personnel. The least number of tasks were recorded in the health education and promotion category, followed by practice and treatments, assessment and diagnosis, and management. These results differ from tasks in general school nursing but share similarities with intellectual and developmental disability nursing, particularly related to relationships and communication. Practising effectively as a mental health nurse in a specialist school requires capabilities for working with people with disability, particularly communicating and establishing relationships, in addition to clinical mental health skills. Mental health nursing in schools is an area of practice that requires further exploration to capitalise on emerging policy developments to support student mental health.

Quality of Working Life in the Circular Economy: the Case of Self-employment in the Repair Sector

Establishing a circular economy is assumed by some definitions to include social benefits such as employment opportunities; however, research beyond quantitative job creation projections is only recently emerging. While the repair sector is well-established, it has been suggested that increasing circularity implies significantly expanded demand for this service. This article uses five case studies of repair workers, based on semi-structured interviews, to explore self-employment in the repair service sector. Findings indicate that the stresses of work in the circular economy are similar to those of other fields, with self-employment offering opportunities both for job satisfaction and additional pressures. Research needs to give more consideration to the social implications of a circular transition—work may be a necessity for a satisfactory life experience (for most people), but it is under-ambitious to assume that having work is sufficient to achieve that, or should be the limit of ambition for a sustainability transition.

Exploration of Factors Influencing Intention to Leave: Indonesian Professional Working in Qatar Case

This study explores job and life satisfaction factors influencing intention to leave, including life satisfaction as moderation role for Indonesian professionals working and living in Qatar. The quantitative job and life satisfaction questionnaire was used to test research hypotheses using Structural Equation Mode. Herzberg's Two-Factor for job satisfaction and Clayton Alderfer's ERG Theory for life satisfaction contain 26 factors with seven Likert scale. Motivators include reward, promotion, work nature, and personal growth, while hygiene factors include pay, working conditions, supervisors, coworkers, workloads, operating conditions, and job security. Existence shows health, environment, housing, and finances. Friends, family, community, leisure, and social status reflect relatedness. Spirituality, culture, and family education indicate growth. 292 participants, with 92.1% above 40 years old and having lived in Qatar for more than 10 years (77.5%) at the same job position (43.8%), participated in the study. The model shows that hygiene factors moderately negatively correlate with job satisfaction, while motivators strongly positively correlate. Selected factors addressed most factors of job satisfaction, excluding operating conditions and job security. Existence needs strongly positively correlate with life satisfaction, while growth needs are not significantly correlated. An unexpected negative correlation exists between relatedness and life satisfaction. Selected factors under existence, relatedness, and growth only explain 1.5% of life satisfaction variation, indicating that other factors are also important but are not taken into account. Job and life satisfaction negatively correlate with intention to leave, while life satisfaction significantly adversely moderates the relationship between both of them, suggesting that attempting to make people happy may help them stay at their jobs when they're unhappy. Other findings show that people are highly satisfied with current pay and financial stability but moderately satisfied with promotion, reward, and future pay increases and financial security. Therefore, improving future finances can make people happier and keep them from quitting their jobs.

Boredom and engagement at work: do they have different antecedents and consequences?

This study aimed to demonstrate the empirical distinctiveness of boredom at work and work engagement in relation to their potential antecedents (job demands and job resources) and consequences (psychological distress and turnover intention) based on the Job Demands-Resources model. A three-wave longitudinal survey was conducted among registered monitors of an Internet survey company in Japan. The questionnaire included scales for boredom at work, work engagement, psychological distress, and turnover intention as well as participants' job characteristics and demographic variables. The hypothesized model was evaluated via structural equation modeling with 1,019 participants who were employed full-time. As expected, boredom at work was negatively associated with quantitative job demands and job resources and positively associated with psychological distress and turnover intention. In contrast, work engagement was positively associated with job resources and negatively associated with turnover intention. Thus, boredom at work and work engagement had different potential antecedents and were inversely related to employee well-being and organizational outcomes. However, contrary to expectations, qualitative job demands were not significantly associated with boredom at work. Further investigation is needed to understand the relationship between boredom and qualitative job demands, which require sustained cognitive load and the use of higher skills.

Job Security and Faculty Commitment within Higher Education Institutions

Purpose: The main objective of this study is to examine the relationship between faculty job security and organizational commitment in Nepalese higher education, focusing on qualitative and quantitative job security parameters.&#x0D; Methodology: A cross-sectional methodology was used to examine perceived job security and its impact on academic professionals in the Kathmandu Valley. The study involved developing and distributing a self-administered questionnaire to 210 academics associated with Tribhuvan University from different occupational specialties and pay tiers. Descriptive and causal-comparative research designs were employed in the study.&#x0D; Findings: The study found significant associations between job security and organizational commitment (OC). From the results obtained in regression analysis, the value of adjusted R square was 0.584, signifying that 58.4 % of the variation in organizational commitment was due to qualitative and quantitative aspects of job security. The study's results provide empirical evidence supporting the positive impact of qualitative and quantitative employment security factors on OC. Keeping all other independent measures constant, an increase of one unit in qualitative forces would increase OC by 0.522 units (β = 0.468, p &lt; 0.01), followed by an increase of 0.333 units in OC due to quantitative factors (β = 0.286, p &lt; 0.01).&#x0D; Implications: Commitment was significantly impacted by both the quantitative and qualitative dimensions of job security, suggesting that improving job security measures could lead to higher levels of commitment. These results illustrate the importance of job security in supporting loyalty and productivity in Nepalese academic institutions, emphasizing the necessity for proactive measures to improve job security to increase faculty members' organizational commitment.&#x0D; Originality/Value: This study examines how quantitative and qualitative job security affects organizational commitment in Nepalese academic institutions, providing novel insights. It emphasizes the importance of job security in faculty commitment, emphasizing the necessity for focused interventions to improve qualitative and quantitative aspects of job security.

Examining the mediating effects of motivation between job insecurity and innovative behavior using a variable-centered and a person-centered approach.

The fierce market competition environment makes employees feel insecure at work. While it is difficult for enterprises to provide employees with a sense of security, they have to rely on employees' innovative behavior to seek competitive advantage. Therefore, this study focuses on how employees engage in innovative behavior when they face job insecurity. Using a variable-centered approach, this study aims to examine the mediating effects of intrinsic and impression management motivation in the relationship between quantitative and qualitative job insecurity and innovative behavior, including proactive and reactive innovative behavior. In addition, a person-centered approach is used to investigate whether it is possible to distinguish different combinations of quantitative and qualitative job insecurity, and examine the effect of these job insecurity profiles on motivation and innovative behavior. We used 503 data sets collected via the Credamo platform in China into the data analysis. The study found that quantitative job insecurity affects proactive and reactive innovative behavior through impression management motivation and that qualitative job insecurity affects proactive and reactive innovative behavior through intrinsic and impression management motivation. In addition, three job insecurity profiles were identified: balanced high job insecurity, balanced low job insecurity, and a profile dominated by high quantitative job insecurity, all of which have significantly different effects on motivation and innovative behavior. This study contributes to provide new insights into the relationship between job insecurity and innovative behavior and compensate for the limitation of the traditional variable-centered approach that cannot capture heterogeneity within the workforce.