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Van, Zyl Lelanie. „Job insecurity : emotional- and behavioural consequences / L. van Zyl“. Thesis, North-West University, 2009. http://hdl.handle.net/10394/3089.
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Current day organisations must revert to many measures to survive in the very competing business environment. One of these measures is to reduce the number of employees. This leads to perceptions of job insecurity, not only in the employees who are not made redundant but also in employees in so-called stable organisations who are aware of these measures being implemented in other organisations. Researchers found conflicting results of job insecurity regarding performance of employees experiencing job insecurity. On the one hand it was reported that job insecurity leads to higher job performance and on the other that it leads to lower job performance. To reconcile these conflicting findings Jordan, Ashkanasy and Hartel (2002) developed a model. In their two stage model in which they postulate that perceptions of job insecurity could lead to lower affective organisational commitment and higher job-related stress and this in turn could lead to negative coping behaviour (stage one). They then include emotional intelligence (EI) as moderator of all the links between the above mentioned constructs (stage two). They are of the opinion that employees with high EI will experience higher affective organisational commitment and lower job-related stress than employees with low EI when perceptions of job insecurity are experienced. They also postulate that employees with high EI will be less inclined to revert to negative coping behaviour. The main objective of this study was to investigate whether this model would be applicable to employees of private health care organisations in Gauteng. In the first article a literature review was conducted to determine how job insecurity, affective organisational commitment, job-related stress and coping were conceptualised as well as the relationships between these constructs. This was done to investigate the first stage of the model of Jordan et al. (2002).
In the second article a literature review was conducted to determine how job insecurity, affective organisational commitment, job-related stress, coping and EI were conceptualised. The relationships between these constructs and the role of EI as moderator of these relationships were also determined. This was done to investigate the second stage of the model of Jordan et al. (2002). A non-experimental correlation research design was used. Employees of private health care organisations were the participants. The Job Insecurity Inventory, the Organisational Commitment Questionnaire, the Experience of Work Life and Circumstances Questionnaire, the Cope Questionnaire and the Emotional Intelligence Scale were used, as well as a biographical questionnaire. The SPPS program and partly STATISTIKA were used to perform the statistical analysis. Descriptive statistics were used to analyse the data. Cronbach alpha coefficients and factor analyses were used to assess the reliability and validity of the measuring instruments. Pearson product-moment correlation coefficients were used to specify the relationships between the variables. Multiple regression analysis was used to determine the moderating influence of emotional intelligence. It was determined that, in this specific research group, job insecurity has a negative correlation with affective organisational commitment. Job insecurity has a positive correlation with job-related stress levels. A positive correlation was found between job-related stress levels and certain negative coping behaviours, such as denial, behavioural disengagement and mental disengagement. A negative correlation was found between affective organisational commitment and negative coping behaviour, specifically the use of drugs or alcohol. All of these correlations were statistically and practically significant.
It was found that job insecurity as independent variable explains 12.1% of the total variance in affective organisational commitment. It was also found that job insecurity as independent variable explains 21.1 % of the total variance in the job -related stress levels. These findings indicated that the first stage of the model of Jordan et al. (2002) could be supported.
Multiple regression analyses were performed to determine the moderating effect of EI as discussed above. The results indicated that EI had only a slight but significant moderating effect on the job insecurity -affective organisational commitment relationship and no effect on the job insecurity - job-related stress relationship. The results also indicate that EI moderates the strength of the relationship between affective organisational commitment and coping behaviour to such an extent that affective organisational commitment's predictive value is reduced to closely insignificant whilst EI emerges as the primary predictor of coping behaviour (both positive and negative). This may imply that emotionally intelligent employees will tend to use more problem-focused coping behaviour irrespective of the affective organisational commitment that they experience. Although to a lesser extent in this study, it was found that emotionally intelligent employees also make use of emotion-focused coping behaviour appropriate for managing affective states associated with experienced stress. Concerning avoidant coping strategies EI significantly negatively moderates alcohol-drug disengagement as a coping strategy, meaning employees with high EI will tend not to revert to the use of drugs or alcohol as coping strategy. It was concluded that EI does not buffer employees against the emotional consequences of job insecurity in this research group, as proposed by the model of Jordan et al. (2002), but rather enables them to cope with these emotional effects using problem-focused- and emotion- focused coping strategies, but not avoidant strategies. The latter finding is in line with the proposed model of Jordan et al.(2002).
Conclusions, the limitations of this research and recommendations for private health care organisations and for future research were made.Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2009.
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Kamber, Glenn. „Job insecurity: male and female employees, their marriages and families“. Thesis, Virginia Tech, 1992. http://hdl.handle.net/10919/41536.
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While there is a growing body of literature on the effect of unemployment on individuals, and their marriages and families, a paucity of research has focused on job insecurity, or employment uncertainty, as a stressor on employees and their families. In addition, research on women in the workplace is relatively new. The incidence and severity of personal stress among male (n = 79) and female (n = 53) employees is compared during a period of job insecurity at a small midwestern university. Patterns of marital and family functioning for both male and female employees during the period of employment uncertainty also are compared. No significant differences were found in either the incidence and severity of personal stress among male and female employees or in the way their marriages and families functioned during the period of job insecurity.
Master of Science
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Setati, Tlou Samuel. „Job insecurity, job satisfaction and general health in a higher education institution / Tlou Samuel Setati“. Thesis, North West University, 2014. http://hdl.handle.net/10394/11261.
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Organisations throughout the world have to cope with an increasing rate of change. These organisational changes are due to a number of reasons, which include social, technological, economic and political reasons. These result in a change in government regulations. In South Africa, the changes include the merging of higher education institutions and changes in the educational landscape. The public higher education institutions were reduced by the Department of Higher Education and Training from 36 to 23. Same changes include new universities of technologies and mergers of other universities plus more comprehensive universities. Recently, government established two new universities, one in Mpumalanga and another in the Northern Cape. Job insecurity, job satisfaction, occupational stress, sense of coherence, and general health are key aspects of the higher education institutions during and after the transformation process. This study aimed to determine the relationship between job insecurity, job satisfaction, occupational stress, sense of coherence, and general health of employees in a higher education institution. The literature reviewed showed that job insecurity occurs as a result of a merger, which is one of the multiple antecedents in a job insecurity model. However, a merger, as an organisational condition, changes individual perceptions about job insecurity and its consequences. Job satisfaction, occupational stress, and general health are consequences of job insecurity. From the reviewed literature, it is clear that the employees’ lack of resources is a very serious challenge in their endeavour to perform their duties. Lack of resources results in the poor performance of employees and their inability to use their capabilities to deal with every day work-related challenges. A cross-sectional design with employees in higher education institution (N=229) was used. The Job Insecurity Inventory, Minnesota Job Satisfaction Questionnaire, An Organisation Stress Screening Tool, Orientation to Life Questionnaire, and General Health Questionnaire, and a biographical questionnaire were utilised. Statistical analyses were carried out for the three articles in the study with the help of the Statistical Package for Social Sciences (IBM-SPSS) program. Statistical methods used in this article consisted of descriptive statistics (for example, means, standard deviations and frequencies), Cronbach alpha coefficients, explanatory factor analyses, Pearson product-moment correlation coefficients, multiple regression analysis and mediation analysis (Omnibus procedure). The results of article 1 showed that job insecurity was statistically significantly related to general health (somatic symptoms, social dysfunction, hopelessness and worthlessness). This implies that employees who experience high job insecurity also experience problems with their health. General health had a practically significant negative correlation with sense of coherence. Literature reviewed states that a weak sense of coherence leads employees to perceive situations as threatening (that is, high job demands and low job resources), and could lead to ill health. The research findings clearly indicate that sense of coherence does not moderate the relationship between job insecurity and general health. Regarding the results of article 2, a practically significant negative relationship exists between occupational stress and job satisfaction (intrinsic, supervision, extrinsic). This means that employees with high levels of occupational stress display lower job satisfaction and vice versa. Occupational stress and general health have a negative relationship, implying that different occupational stress factors (work demands, insecurity and work relations) relate to the general health of employees. Employees, who experience high work demands, are insecure and experience poor work relations with their colleagues or supervisors, have problems with their health and do not enjoy normal day-to-day activities in the organisation. Job satisfaction displays a practically significant negative correlation with general health. This implies that employees who are not satisfied with the intrinsic satisfaction of their job and working environment experience headaches and lack physical energy. Such employees generally feel sick. They do not enjoy every day activities since they doubt their own competence and the meaning of life. Both occupational stress and job satisfaction are statistically significant predictors of general health. In conclusion, the results of this article report that job satisfaction mediates the relationship between occupational stress and the general health of employees in a higher education institution. The results of article 3 showed that practically significant positive relationships exist between sense of coherence and job satisfaction. Employees with a higher sense of coherence are more satisfied and motivated to work. They are more comfortable with other colleagues and the general working conditions. Employees with a strong sense of coherence are more resourceful in handling different work-related aspects, and they tend to experience higher job satisfaction. It was concluded that sense of coherence moderates the relationship between job satisfaction and some aspects of general health. The results imply that people with lower levels of sense of coherence are more dependent on job satisfaction to experience good health. This has direct implications for vocational and industrial psychologists, as well as higher educational institutions. Recommendations for future research were made.PhD (Industrial Psychology) North-West University, Vaal Triangle Campus, 2014
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Fourie, Angelique Marie. „Job insecurity, coping and health-related behaviour / Angelique Marie Fourie“. Thesis, North-West University, 2005. http://hdl.handle.net/10394/899.
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Across the world, job insecurity plays a critical role in organisations. This insecurity affects
not only the individual, but also the organisation. In South Africa, the Employment Equity
Act (No. 55 of 1998), and the Broad-Based Socio-Economic Empowerment Charter for the
South African Mining Industry (Mining Charter), brought changes to the mining industry
policies and decision-making process in terms of selection and recruitment, which could in
turn lead to feelings of job insecurity. Other factors such as the availability of gold left to be
mined, restructuring and strikes increase work-related stress.
The objectives of this study were to investigate the role of job insecurity in predicting health related
behaviours, and to determine whether coping moderates the effect of job insecurity on
health behaviours for a group of managers in a South African gold mining company. A cross-sectional
design was used. The study population (n = 206) consisted of managers in a gold
mining company in South Africa The Job Insecurity Scale, Cybernetic Coping Scale and
Health Complaints Questionnaire were used as measuring instruments. Descriptive statistics
(e.g. means, standard deviations and kurtosis) were used to analyse the data. Hierarchical
multiple regression analysis was used to test for the hypothesized moderating effect of coping
on the relation between job insecurity and health-related behaviours.
The results of the regression analyses showed that qualitative job insecurity was a significant
predictor of health complaints. Qualitative job insecurity was also a significant predictor of
health complaints in employees who smoked cigarettes and drank alcohol, and exercised at
least once a week. Quantitative job insecurity did not play a role in predicting health-related
behaviour. Coping did not moderate the effects of job insecurity for employees with health
complaints. Rather, it is suggested that using negative coping behaviours may actually
contribute to health complaints.
Recommendations for future research are made.Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.
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Küth, Simon. „Job Insecurity and its Association with Specific Health and Well-Being Outcomes“. Thesis, Umeå universitet, Institutionen för psykologi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-136035.
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Perceived job insecurity (JI) among employees is a common problem in our globalized economy that is characterized by competition and demands flexibility from both employees and employers. The existing literature presents a lot of evidence for the impact of JI on general physical health and psychological well-being outcomes, but asks for more longitudinal research on the impact of JI on specific outcomes, controlled for their baseline levels. The current study addresses this gap in existing research and investigates the associations between JI and diagnosed major depression, diagnosed acute stress, sleep quality, and the health-related behaviors of smoking and snussing in two Swedish samples from Stockholm and Norrland, over long time spans (up to 17 years for the Stockholm sub-sample). Data was obtained from the WOLF study. Results are mixed. For the Stockholm sub-sample, job insecurity correlates with most outcome measures except diagnosed stress, and predicts small shares of variance of sleep quality, the number of cigarettes participants smoke, and if participants use snus. The Norrland sub-sample replicates the impact of JI on general health and hints at a relationship between JI and sleep quality, but no other correlations with health-related behaviors or diagnoses were significant. Reasons for the differences among the sub-samples and limitations of the study are discussed.
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Schlemmer, Gertzen. „Job insecurity, job satisfaction, social support and general health of educators in the Sedibeng West Municipal District / Gertzen Schlemmer“. Thesis, North-West University, 2009. http://hdl.handle.net/10394/4799.
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Education is recognised worldwide as one of the most stressful work environments. Contributing factors include poor remuneration, workload. poor administrative support. Poor relationships with colleagues and superiors. a lack of respect for the profession and few career advancement opportunities. The result is that a high number of educators experience negative physical and psychological symptoms. Evidence from research suggests that the level of burnout among educators is increasing. that educators are experiencing lower levels of job satisfaction. That there is an increase in the levels of absenteeism and alcohol abuse of educators. Retention problems arise as more educators are leaving the profession at an earlier stage. that the relationship between the educator and learner are becoming more destructive
and that the quality of our education is consequently on the decrease. The objective of this research is to determine the relationship between job insecurity. Job satisfaction, social support and general health of educators in the Sedibeng West Municipal District as well as to establish whether social support has a moderating effect on the relation between job insecurity and job satisfaction. The research method consists of a literature review and an empirical study. A cross-sectional survey design was used to collect the data. A random sample (n 312) was taken from educators in the Sedibeng West Municipal District. The Job Insecurity Questionnaire (J IQ) of De Witte. The Revised Minnesota Job Satisfaction Questionnaire (JSQ) by Weiss ct al... the Social Support Scale of Caplan and Goldberg and Hillier"s General Health Questionnaire (GI IQ) were used as measuring instruments. The statistical analysis was carried out with the SPSS-programme. The statistical methods utilised in the article consisted of descriptive statistics, Cronbach alpha coefficients. Pearson product-moment correlation coefficients and multiple regression analyses were used to analyse the data. The results obtained for the four scales proved the measuring instruments to be reliable. The analysis of Pearson product-moment correlations in this study showed that Job Insecurity is negatively related to intrinsic, Extrinsic and Total Job Satisfaction as well as positively related to higher levels of Somatic, Anxiety and Insomnia, Social Dysfunctional and
Depression related General Health, but all with a small effect. Intrinsic, Extrinsic and Total Job satisfaction however had a clear positive relation to Social Support received from a Supervisor and Extrinsic Job Satisfaction also correlated positively with Social Support received from Colleagues. The four General Health scales in turn had only small negative relations with Total Job Satisfaction. A regression analysis with Job Satisfaction as dependent variable le indicated that none of the Social Support constructs had a moderating influence on the negative effect that Job insecurity has on a person's experience of their job. Recommendations are made for the educators' profession and for future research purposes.Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2010.
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Donaldson, Julie (Julie Lane) Carleton University Dissertation Psychology. „The Impact of perceived economic resources on role stress and job insecurity among "Survivors" of downsizing“. Ottawa, 1996.
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Alci, Gül, und Gabriella Saliba. „Anställningsform och stress : Hur upplever polisaspiranter sin anställningsform i relation till stress?“ Thesis, Södertörns högskola, Sociologi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-30936.
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This paper discusses and aims to give the reader a greater understanding of how police cadets experiencing stress in relation to their employment status and a gender perspective on male and female cadets experience different demands and expectations. As scientists, we will also study how aspirants handle stress and how they experience the benefit of the work. This is because the one who is rejected by the aspirant will lose all possibilities of becoming a police officer. The essay will primarily highlight the impact of employment status have on stress according to police cadets and how gender can affect the stress. During the research process, the researcher will have worked through qualitative semi-structured interviews with six respondents who work as police cadets. We have analyzed our material by Karasek and Theorell of requirements, control and support model that is about the extent of demand and control individuals have the work-related aspects. We also give examples of how the requirements and control support model works for police cadets in the field with the help of research addressing the topic. The other theoretical starting point is an occupational stress research of Kelloway, Hurrel & Days (2008). Data collection shows, and supported by our theory that the form of employment is creating concerns over future work, and that perceived stress is equal for both men and women.Polisyrket är ett skiftande arbete som ställer enormt höga krav på varje polis. I jämförelse med andra yrken har polisen en viktig roll i samhället. Polisens huvuduppgift är att göra skillnad i samhället. Att vara polis innebär att samhället förväntar sig att denne ska ingripa i en situation där ingen annan kan eller får ingripa. Situationer som omfattar allt från brottslighet, våld, sorg och kris. Polisen har oftast tillträde till situationer och områden som ingen civilperson har rätt till. Det finns relativt många studier som handlar om olika anställningsformer i relation till stress och osäkerhet, dock upplever vi som forskare att det råder brist på studier som berör polisaspirantens anställningsform. Vi finner därmed ett starkt intresse att forska kring det ämnet. Nyutbildade poliser sätts på prov under sex månader genom att vara anställd som polisaspirant, detta innebär att man är provanställd. Hur upplever polisaspiranter sin anställningsform i relation till stress? Detta är en fråga som vi forskare kommer att lägga stor vikt på under forskningsprocessen. Polisaspiranten får ingen fastanställning först denne blivit godkänd efter dessa sex månader. Vi har under studiens gång undersökt hur denna form av anställning påverkat polisaspiranten negativt, genom upplevd stress och osäkerhet. Tack vare vårt empiriska material kan vi konstatera att en osäker anställningsform skapar negativ stress som påverkar aspiranten psykiskt då kraven är höga och prövningen lång.
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Masia, Uanda. „The relationship of work stress and job insecurity with workplace safety compliance, job satisfaction and commitment in a mine / Uanda Masia“. Thesis, North-West University, 2010. http://hdl.handle.net/10394/4238.
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The reduction of workplace accidents and improvement of workplace safety is a concern
for most mining houses. Pressure from the labour movement and legislative requirements
do not make the burden any lighter. There are circumstances directly and indirectly
relating to accidents and therefore a need to obtain an in-depth analysis of underlying
causes of accidents in order to draw relevant conclusions exists. There are workplace
environmental matters as well as individual attitudinal issues that need to be addressed.
The objective of this study is to investigate the relationship of work stress and job insecurity with
safety compliance, job satisfaction and commitment in a mine. A cross-sectional survey design
was used with an availability sample (n=158). A survey booklet including a biographical
questionnaire, scales on job insecurity, job satisfaction, affective organisational commitment,
workplace accidents and safety compliance as well as a work stress measure comprising
dimensions of role clarity, conflict and overload was administered. The results indicated that
when miners experience work stress and job insecurity, their safety compliance is low. Job
satisfaction was found to be a positive predictor of safety compliance among miners.Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2010.
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Wahl, Angela Rae. „The influence of emotional intelligence of managers on job insecurity and coping behaviour / Angela Rae Wahl“. Thesis, North-West University, 2011. http://hdl.handle.net/10394/10396.
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Job insecurity in the current global climate has escalated and more organisations are engaged in downsizing and restructuring in an attempt to survive under difficult economic conditions. At the same time, organisations are also exposed to structural reforms and international competition leading to transformations in the labour market. Jordan, Ashkanasy and Hartel (2002) developed a model to explain the effect of job insecurity on employees’ coping behaviour. In their two stage model they propose that perceptions of job insecurity could lead to lower affective organisational commitment and higher job-related stress which in turn could lead to negative coping behaviour. They then include emotional intelligence - a moderator linking the above-mentioned constructs. The main objective of this study was to investigate whether this model will be applicable to a national soft drink company in South Africa. A literature review was conducted to determine how emotional intelligence, job insecurity, affective organisational commitment, job-related stress, and coping behaviour were conceptualised. The relationships between these constructs and the role of emotional intelligence as moderator were also determined. This was done to investigate the model of Jordan et al. (2002). A cross-sectional research design was used for the purpose of this study. Managers of a national soft drink company were the participants. The Emotional Intelligence Scale (EIS) (Schutte et al., 1998); the Job Insecurity Questionnaire (JIQ) of De Witte, (2000); the Organisational Commitment Questionnaire of Meyer and Allen (1997); the COPE Questionnaire of Carver, Scheier and Weintraub (1989); and the Experience of Work and Life Circumstances Questionnaire (WLQ) of Van Zyl and Van der Walt (1991), including the biographical questionnaire, were utilised. The SPSS programme was used to perform the statistical analysis and descriptive statistics were used to analyse the data. Cronbach alpha coefficients were used to assess the reliability; and explorative factor analysis was conducted to assess the validity of the measuring instruments. Pearson’s product-moment coefficients were used to specify the relationships between the variables. Multiple regression analysis was used to determine the moderating influence of emotional intelligence. It was determined that, in this specific research group, job insecurity has a negative correlation with affective organisational commitment, but job insecurity has a positive correlation with job-related tension. A positive correlation was found between job-related tension and negative coping behaviours, such as denial, behavioural disengagement, mental disengagement or alcohol-drug disengagement. A negative correlation was found between job-related tension and affective organisational commitment. Furthermore, job insecurity was found to have a negative correlation with affective organisational commitment. Lastly, problem-focused coping has a positive relationship with emotion-focused coping. All of these correlations were statistically and practically significant. Multiple regression analyses were performed to determine the moderating effect of emotional intelligence as mentioned above. The results indicated emotional intelligence does not moderate any of the relationships between the constructs. Conclusions and limitations of this research and recommendations for the national soft drink organisation as well as for future research were made.MA, Industrial Psychology, North-West University, Vaal Triangle Campus, 2011
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jacobs, Melissa 1968. „Job insecurity: assessment, causes and consequences in a South African gold mining group“. Thesis, North-West University, 2012. http://hdl.handle.net/10394/9066.
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Job insecurity in the workplace has become an increasingly important trend in organisational research. The appraisal of job insecurity by individuals plays a significant part in how reactions manifest in the experiences of workplace stressors, job satisfaction, positive and negative work attributes and social support. However, there is a lack of research regarding specific workplace stressors at work leading to certain outcomes like safety behaviour, turnover intention and mental health, especially within a South African working context. Job insecurity has also been classified as a workplace stressor. The existence of other stressors tends to increase the ultimate effect of insecurity for the individual. The attempts from organisational management to manage this phenomenon are therefore crucial in decreasing the negative effects of job insecurity and increasing the productivity of the organisation. In order to measure the job insecurity levels of employees, it is important to make use of valid and reliable job insecurity measures. An absence of empirical research on validity and reliability studies in terms of job insecurity in South African is evident.
The main objectives of this research were: 1) to establish the psychometric properties of a measure of job insecurity in a selected gold mining company in South Africa; 2) to determine the influence of job insecurity and work stress (i.e. role conflict, clarity and overload) on worker safety performance and if coping could moderate this; 3) to investigate the theoretical and empirical relationships between job stressors (task completion ambiguity and task quality ambiguity), competency demands, employability perceptions, job satisfaction and turnover intention over time, and 4) to investigate if social support has a mediating effect between positive interpersonal attributes, negative interpersonal attributes, job insecurity and subsequent health.
To achieve the first objective, a cross-sectional design was used (N = 566), including various business units of a South African-based gold mining company. The assessment of the psychometric properties of a measure of quantitative and qualitative job insecurity for employees was determined through construct (structural) equivalence, exploratory factor analysis and multivariate analysis of variance to calculate the comparison of the factor structure for the different cultural groups. For qualitative job insecurity, the scale shows low equivalence for the African languages group. Statistically significant differences were found between the levels of job insecurity of employees in terms of gender.
The second objective, concerning the investigation into the relationship of work stress and job insecurity with unsafe behaviour at work, was achieved with across-sectional survey design (N = 771). The hypothesised model included the influence of role conflict, role ambiguity, role overload, and job insecurity on unsafe work behaviour. Coping was introduced as a moderator in this relationship. The results indicated that when employees experience work stress and job insecurity, their safety compliance is low. This relationship was also moderated by a coping strategy of Avoidance.
To achieve the third objective, a longitudinal study was conducted and data was gathered by means of an electronic survey, with 771 employees participating at Time 1, and 345 participating at Time 2. Results for predicting employees’ turnover intentions, experience of task completion and quality ambiguity, external employability and job satisfaction made a direct contribution in predicting their turnover intention. No mediating role of job satisfaction between job stressors, competency demands and employability perceptions on the one hand and turnover intentions on the other hand, were found.
Addressing the fourth objective in investigating the moderating role of social support between the relationship of experiencing positive interpersonal (communication with the manager and feedback), negative interpersonal experiences (powerlessness and interpersonal conflict), job insecurity (quantitative and qualitative) and health, was met with a longitudinal random sample of employees in different business units in one selected multi-national mining company based in South Africa (N = 771). Results for these employees indicated that all the proposed variables, except feedback from the manager, were statistically significantly related to health. No moderating effect for social support could be found over time, but it was shown that interpersonal conflict at work is a longitudinal predictor of employee health.
By way of conclusion, the implications of the research were discussed and recommendations for managers and for future research were made.Thesis (PhD (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.
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Giunchi, Marianna. „Perceived job insecurity, wellbeing and transitions : from biographical interviews to diary study approach“. Thesis, Paris 10, 2017. http://www.theses.fr/2017PA100132/document.
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Objectifs - Les changements dans le monde du travail ont entraîné une augmentation de l’insécurité de l’emploi perçue chez les travailleurs, avec des conséquences négatives sur leur bien-être. Cette thèse vise à contribuer à la littérature sur l’insécurité de l’emploi en présentant trois études portant sur des aspects qui doivent être étudiés davantage : les expériences personnelles et subjectives d’insécurité, ses conséquences sur certains résultats de bien-être général, les ressources et les stratégies de coping pour y faire face comme facteurs qui peuvent réduire les perceptions et les conséquences de l’insécurité de l’emploi. Méthodologie - Les données ont été recueillies au moyen d’une approche multi-méthode, consistant en : une étude qualitative par entretiens biographiques, une étude quantitative par questionnaire auto-compilé et une étude par journaux de bord. Résultats - Dans l’ensemble, les résultats montrent que l’insécurité de l’emploi est une perception subjective et que les personnes dans la même situation peuvent rapporter différents niveaux d’insécurité. Les facteurs liés à la capacité des personnes à activer les ressources, personnelles et contextuelles, et à mettre en place des stratégies de coping efficaces contribuent à déterminer les niveaux d’insécurité perçus et ses conséquences sur le bien-être général et les trajectoires de vie. Limites – En général au niveau méthodologique les trois études ne permettent pas d’établir la direction de la relation entre les variables observées, elles utilisent des mesures d’auto-évaluation et une méthode d’échantillonnage de convenance. Implications pratiques - Les résultats de cette thèse encouragent le développement de l’accompagnement individuel et de l’orientation professionnelle et des pratiques d’assistance afin d’aider les personnes: a) à réfléchir sur leurs objectifs personnels et de travail; b) à identifier les meilleurs moyens d’activer les ressources personnelles et contextuelles; c) à élaborer des stratégies d’adaptation efficaces pour faire face à l’insécurité de l’emploi, aux transitions professionnelles et préserver leur bien-êtrePurpose – The changes in the labour market have led to an increase in perceived job insecurity among workers, with negative consequences on their wellbeing. This thesis aims to contribute to the literature on job insecurity by presenting three studies that deepen several aspects that need to be explored further: the personal and subjective experiences of job insecurity, its consequences on some general wellbeing outcomes, resources and coping strategies as factors that may reduce job insecurity perceptions and consequences. Design/Methodology – Data were collected through a multi-method approach, consisting of a qualitative study through biographical interviews, a quantitative study through a self-reported questionnaire and a diary-study. Results – Overall, findings show that job insecurity is a subjective perception and that people in the same situation can report different levels of insecurity. Factors related to the ability of people to activate resources, personal and contextual, and to put in place effective coping strategies contribute to determine to what extent job insecurity is perceived and its consequences on general well-being and trajectories in life. Limitations – Limitations of this thesis concern the methodology: in general, the three studies do not allow to state any direction of causality between the studied variables, they all use self-reported measures and a convenience sampling method. Practical implications – The results of this thesis encourage the development of practices of career support and career guidance, at individual level, in order to help people: a) to reflect on their personal and professional goals; b) to identify their best ways to activate personal and contextual resources; c) to develop effective coping strategies to address job insecurity, work transitions and to preserve their well-being
Obiettivi – I cambiamenti avvenuti nel mondo del lavoro hanno determinato nei lavoratori un aumento dell’insicurezza lavorativa percepita, con conseguenze negative sul loro benessere. Questa tesi si propone di contribuire alla letteratura sull’insicurezza lavorativa presentando tre studi che indagano alcuni aspetti che necessitano approfondimento: i vissuti personali e le esperienze soggettive d’insicurezza, le sue conseguenze su alcuni risultati di benessere generale, le risorse e le strategie di coping come fattori che possono ridurre le percezioni e le conseguenze dell’insicurezza lavorativa. Metodologia – I dati sono stati raccolti attraverso un approccio multi-metodo, composto da uno studio qualitativo tramite interviste biografiche, uno studio quantitativo tramite questionari auto-compilati e un diary-study. Risultati – Nell’insieme i risultati evidenziano che l’insicurezza lavorativa è una percezione soggettiva e che persone nella stessa situazione possono riportare diversi livelli d’insicurezza. Fattori legati alla capacità delle persone di attivare risorse, personali e contestuali, e di mettere in atto strategie di coping efficaci concorrono nel determinare i livelli d’insicurezza lavorativa percepita e le sue conseguenze su benessere generale e traiettorie di vita. Limiti – I limiti di questa tesi riguardano la metodologia: in generale tutti e tre gli studi non permettono di affermare la direzione di casualità tra le variabili osservate, utilizzano misure self-report e un metodo di campionamento di convenienza. Implicazioni pratiche – I risultati di questa tesi incoraggiano la messa a punto di interventi e pratiche di sostegno e orientamento alla carriera, a livello individuale, in modo da aiutare le persone: a) a riflettere sui loro obiettivi personali e di lavoro b) ad identificare i modi migliori per attivare risorse personali e contestuali c) a mettere a punto strategie di coping efficaci per affrontare l’insicurezza lavorativa, le transizioni lavorative e preservare il proprio benessere
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Norlund, Sofia. „Psychosocial work factors and burnout : a study of a working general population and patients at a stress rehabilitation clinic“. Doctoral thesis, Umeå universitet, Yrkes- och miljömedicin, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-47623.
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Background The psychosocial work environment affects our health (e.g., sick leave and mortality rates). Research on psychosocial work factors and burnout has focused on specific workplaces or occupations and rarely evaluated in the general population or used longitudinal designs. In Sweden, the diagnosis of exhaustion disorder (closely related to burnout) is a common cause for sick leave. The effects of psychosocial work environments on the process of returning to work has not been studied in this specific patient group. The overall aims of this thesis were to (1) assess the level of burnout in a working general population and investigate the importance of psychosocial work factors and sex on burnout, and (2) study reduction of sick leave and experiences of returning to work in burnout patients, with special attention towards psychosocial work factors. Methods An occupationally active subset (n=1000) of the 2004 Northern Sweden MONICA survey was used in a cross-sectional study. A five-year follow-up of this population was also performed (n=626). Level of burnout was measured using the Shirom Melamed Burnout Questionnaire (SMBQ). Burnout patients were studied for the second thesis aim. A cohort of 117 patients from the REST project was investigated using a baseline questionnaire and sick leave data at two-year follow-up. Grounded Theory was used for an in-depth interview and analysis of 12 employed patients. Results Cross-sectional results from the working general population showed that women have higher levels of burnout than men. In both sexes, work demands, work control, and job insecurity were associated with burnout levels. Among women, education, socioeconomic position, work object, and working hours were also important. Work factors in combination with situational life factors explained about half the difference in burnout level between women and men. Longitudinal results show that burnout levels decrease with age in both sexes, although the changes occur at an earlier age for men. A constant job strain, increased job insecurity, and a worsened economic situation are related to an increase in burnout level. When studying risk factor accumulation, each additional risk factor exposure increases the burnout level. In burnout patients, low work control and use of covert coping towards supervisors and workmates predicts unchanged sick leave levels after a twoyear period. Borderline significance was found between work overcommitment and reduced sick leave. Both personal resources and external support are described as important factors when regaining the ability to work. Perceived validation, insights into the situation and adaptive coping skills increase the chance of regaining the ability to work. External support, particularly from the workplace, is also important. Conclusion There are links between psychosocial work factors and burnout levels in a working general population and sick leave levels in burnout patients. Socioeconomic position and working conditions are important for the level of burnout among working women. In the working population, age differences occur between the sexes; women reduce their burnout levels later in life than men. In the burnout patient population, coping patterns and control at work predict sick leave levels after two years. Both internal resources and external support are important when burnout patients describe the process of regaining the ability to work. The workplace and the work environment are important in preventing working people from becoming burned out and in easeing return to work after sick leave. A person’s coping pattern is also important in reduction of sick leave.
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Karlsson, Martina, und Jessica Alexandersson. „Men hur mår arbetsförmedlarna då? : En kvalitativ studie om arbetsförmedlares anställningsotrygghet efter januariavtalet 2019“. Thesis, Högskolan i Halmstad, Akademin för hälsa och välfärd, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-42590.
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Syftet med vår studie var att ta reda på om och på vilket sätt arbetsförmedlare känner stress genom anställningsotrygghet. Vi valde att fokusera på de arbetsförmedlare som fortsatte arbeta på arbetsförmedlingen efter att januariavtalet slöts och omorganiseringen av arbetsförmedlingen startade. Metoden som vi använde var kvalitativ metod och vi använde oss av semistrukturerade intervjuer för att samla in vårt empiriska material. Det var sju arbetsförmedlare som deltog i studien och vi genomförde två fysiska intervjuer och fem telefonintervjuer. Det huvudsakliga resultatet i studien är att de flesta av våra respondenter känner av både stress och anställningsotrygghet, framför allt i förhållande till att politiska beslut kan förändra både anställning samt arbetsuppgifterThe purpose of our study was to find out if and in what way employment agents feel stress through job insecurity. We chose to focus on the employment agents who continued to work at the employment services after the january agreement was concluded and the reorganization of the employment services started. The method we used was a qualitative method and we used semi-structured interviews to collect our empirical material. Seven employment agents participated in the study and we conducted two physical interviews and five telephone interviews. The main result in the study is that most of our respondents do feel stressed and have a feeling of job insecurity mainly to the fact that political decisions have the power to change both the employment and the assignments of the work.
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Bülow, Cassandra, und Romner Mikaela Hjortevall. „Provisionslönens påverkan på fastighetsmäklaren“. Thesis, Malmö universitet, Fakulteten för kultur och samhälle (KS), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-44227.
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Provisionsbaserad lön är ett lönesystem som i de allra flesta fall används i fastighetsmäklarbranschen. Denna typ av lönesystem kan upplevas som motiverande men kan även bidra till en högre stressnivå. Idag är det vanligt förekommande att fastighetsmäklare väljer att avsluta sin karriär efter bara några år, vilket kan bero på lönesystemets påverkan på fastighetsmäklaren. Studiens bidrag är därför att undersöka flera faktorer kring hur provisionslönen påverkar fastighetsmäklaren, både ur en positiv och negativ synvinkel. Bostadsmarknaden är konjunkturkänslig vilket bidrar till att fastighetsmäklaren får ut väldigt olika inkomster varje månad. Detta gör i sin tur att fastighetsmäklaren kan behöva handskas med arbetsosäkerhet och stress under exempelvis ekonomiska nedgångar. Kvalitativa intervjuer har genomförts med sex olika fastighetsmäklare där det vid urvalet har tagits hänsyn till arbetserfarenhet, kön och ålder. Resultatet visar att provisionslönen leder till en ökad motivation hos fastighetsmäklaren som i sin tur leder till en bättre prestation. Vidare visar resultatet att fastighetsmäklaren upplever en ökad stressnivå och arbetsosäkerhet under perioder beroende på hur marknaden ser ut samt beroende på vilken livssituation fastighetsmäklaren befinner sig i. Som ny fastighetsmäklare i branschen kan arbetsosäkerheten vara stor, särskilt om man startar sin karriär under en ekonomisk nedgång. Hur en fastighetsmäklare påverkas av provisionslönen beror på vilken typ av personlighet denne har och därför har detta tagits hänsyn till. Fastighetsmäklarens personlighet påverkar bland annat hur lätt man har för att handskas med stress samt hur pass motiverad man är.Commission based salary is a salary system that in most cases is used in the real estate industry. This type of pay system can affect the motivation but can also contribute to a higher level of stress. At present, it is common for real estate agents to choose to end their careers after only a few years. The study's contribution is therefore to examine several factors about how the commission based salary affects the real estate agent, both from a positive and negative point of view. The housing market is cyclically sensitive, which contributes to the fact that the real estate agent receives very different incomes every month. In most cases this means that the real estate agent has to deal with job insecurity and stress during for example financial downturns. Qualitative interviews have been conducted with six different real estate agents, where work experience, gender and age were taken into consideration in the selection of the candidates. The result of the study shows that the commision based salary leads to a greater motivation for the real estate agent, which leads to a better performance. Furthermore, the results show that the real estate agent experiences an increased level of stress and job insecurity during some periods depending on what the market looks like and depending on the life situation the real estate agent is in. As a new real estate agent in the industry, job insecurity can be higher, especially if you start your career during a financial downturn. How a real estate agent is affected by the commission based salary depends on what type of personality you have and therefore this has been taken into consideration. The real estate agent’s personality affects, among other things, how you handle stress and how motivated you are.
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Lightfoot, George Edward. „Talent Retention in Organizations Facing Staff Reductions via Layoffs“. ScholarWorks, 2014. https://scholarworks.waldenu.edu/dissertations/186.
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High voluntary attrition threatens the future of downsizing organizations. The purpose of this phenomenological study was to explore how employee layoff announcements reduces the perception of organizational commitment to experienced, skilled workers in central Wisconsin. The conceptual framework integrated stress response theories including Cannon's cognitive activation theory of stress. Face-to-face interviews were conducted with 20 journeyman level artisans who had witnessed the layoff process within 50 miles of Wausau Wisconsin. These interviews were analyzed via the modified van Kaam method to code, cluster, and group the findings into significant themes. Nine themes emerged from the analyses suggesting layoff implementation strategies might reduce voluntary employee attrition. Among these 9 themes, job insecurity and mental and emotional stressors were the most prominent. A third theme, employee entitativity, defined as when members of a group share similar attributes and seen more readily as a distinct entity than as individuals, also emerged. These themes may be associated with employee voluntary attrition. Improving employee understanding of the layoff process might increase employee trust in leadership decisions, reduce voluntary attrition, increase knowledge retention, and improve organizational economic success. Employees who are equipped to endure the layoff process may suffer less stress, conceivably reducing the likelihood of drug, alcohol, and family abuse and their related social stressors.
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Blackmore, Caroline Virginia. „Job Insecurity and its Antecedents“. Thesis, University of Canterbury. Psychology, 2011. http://hdl.handle.net/10092/6003.
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The current research aimed to develop a deeper understanding of the antecedents of job insecurity, and specifically focused on the perceived job insecurity; importance and probability of events likely to affect one’s total job. The aim of the current study was to explore relationships between the perceptions of perceived organisational support (POS), perceived employability, role ambiguity and role overload, and job insecurity. A questionnaire made up of seven separate scales investigated the perceptions of 100 employees from several different organisations experiencing change (e.g. recently been through a change process, currently going through a change process, about to go through a change process in the near future). Results confirmed three of the main hypotheses of the current study, suggesting negative relationships between POS, perceived employability, role overload and the dependent variable job insecurity (probability). Further analyses indicate that POS is a significant predictor of job insecurity (probability), and role overload and employability are significant predictors of job insecurity (importance). Overall, this paper provides support for the relationship between the antecedents highlighted in this study and job insecurity. Practical implications and directions for further research are discussed.
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Schmitz, Heidi Anne. „Degree of organizational change and job insecurity“. CSUSB ScholarWorks, 1997. https://scholarworks.lib.csusb.edu/etd-project/1402.
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Låstad, Lena. „Job insecurity climate : The nature of the construct, its associations with outcomes, and its relation to individual job insecurity“. Doctoral thesis, Stockholms universitet, Psykologiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-118979.
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Work is an essential part of most people’s lives. With increasing flexibility in work life, many employees experience job insecurity – they perceive that the future of their jobs is uncertain. However, job insecurity is not just an individual experience; employees can perceive that there is a climate of job insecurity at their workplace as well, as people collectively worry about their jobs. The overall aim of this thesis was to investigate the job insecurity climate construct and how it relates to work- and health-related outcomes and to individual job insecurity. Three empirical studies were conducted to investigate this aim. Study I investigated the dimensionality of the job insecurity construct by developing and testing a measure of job insecurity climate − conceptualized as the individual’s perception of the job insecurity climate at work − in a sample of employees working in Sweden. The results indicated that individual job insecurity and job insecurity climate are separate but related constructs and that job insecurity climate was related to work- and health-related outcomes. Study II examined the effects of individual job insecurity and job insecurity climate on work- and health-related outcomes in a sample of employees working in a private sector company in Sweden. The results showed that perceiving higher levels of job insecurity climate than others in the workgroup was associated with poorer self-rated health and higher levels of burnout. Study III tested the relationship between individual job insecurity and job insecurity climate in a sample of Flemish employees. The results indicated that individual job insecurity is contagious, as individual job insecurity predicted perceptions of job insecurity climate six months later. In conclusion, by focusing on perceptions of the job insecurity climate, the present thesis introduces a new approach to job insecurity climate research, showing that employees can perceive a climate of job insecurity in addition to their own individual job insecurity and, also, that this perception of the job insecurity climate at work has negative consequences for individuals and organizations.At the time of the doctoral defense, the following papers were unpublished and had a status as follows: Paper 2: Manuscript. Paper 3: Manuscript.
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Van, Wyk Marié. „Setting a research agenda for job insecurity in South African organisations / Marié van Wyk“. Thesis, North-West University, 2007. http://hdl.handle.net/10394/1245.
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In the current South African context, job insecurity has become a phenomenon to be
reckoned with. Although research on this phenomenon is still scarce, a growing interest in the
perceived experience of job insecurity and its different underlying constructs is obvious from
the increase of job insecurity research. A comprehensive summary of previous research
studies and relevant outcomes is therefore relevant. Up to now, South African studies on job
insecurity have accepted the assumptions and context of international research studies on job
insecurity. It is now time to investigate the influence of the South Afncan context on this
phenomenon and to include this background in future studies.
The main objective of this study was to review, investigate, compare, evaluate and interpret
existing research, conducted internationally and nationally, in order to set a research agenda
through proposing a theoretical model for job insecurity in South Afncan organisations. The
model will primarily serve as an academic tool to new research scholars to identify new
research problems, existing sources of information, relevant measuring instruments, and
contextual variables that may be of interest. The model will also be applicable as a
management tool to understand and deal with job insecurity in South Ahcan organisations.
A qualitative, descriptive research design was followed to perform content analysis and an
extensive literature review. Results of the qualitative content analysis were enhanced with
semi-structured interviews with managers from different organisations (N = 24).
Results indicated gaps between international and South African research studies as well as
the gaps indicated between theory and practice. This was indicated by a comparison between
the South African research results and the results from the semi-structured interviews with
selected managers. These results were integrated into a proposed model for job insecurity in
order to serve as a guideline for future research. It also serves as a tool for managers to be
aware of the presence of job insecurity, and to enable them to improve their management
intervention.
Conclusions and limitations of the study were discussed and recommendations for
organisations and for future research were made.Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.
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Quintini, Glenda. „'Lost in the myths of insecurity' : a study of job insecurity in the British Labour Force“. Thesis, University of Oxford, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.322788.
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Palmcrantz, Maria. „Emotional Intelligence and Job Insecurity: Gender Differences Between Employees“. Thesis, Linnéuniversitetet, Institutionen för psykologi (PSY), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-75049.
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Emotional intelligence and job insecurity are important to study because they can have an impact both on an individual’s professional and personal life; however, research on emotional intelligence and job insecurity is contradictory. The aim of the present study was to investigate whether there were gender differences in emotional intelligence and job insecurity in employees in a Swedish sample. The aim was also to investigate if emotional intelligence moderated gender differences in job insecurity. The sample consisted of 109 employees, with 33 males (30.30%) and 76 females (69.70%), from four different organizations both from public and private sector. The research question was: “Are there differences in emotional intelligence and job insecurity between female and male employees?” Two questionnaires were used: The Trait Emotional Intelligence Questionnaire-Short Form (TEIQue-SF) and The Job Insecurity Measure. Correlation analysis was performed between emotional intelligence and job insecurity and a medium, negative relationship was found. Gender differences in emotional intelligence and job insecurity were tested with independent samples t-tests. The results indicated no gender differences. Hierarchical regression analysis was performed to investigate if emotional intelligence moderated gender differences in job insecurity; however, the results were non-significant. The present study shows that emotional intelligence and job insecurity are negatively correlated, and since job insecurity is regarded as an environmental stressor and part of job stress, the relationship between emotional intelligence and job stress is also confirmed by this negative correlation.
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Nakamoto, Ichiro. „Essays on Health, Healthcare, Job Insecurity and Health Outcomes“. Scholar Commons, 2019. https://scholarcommons.usf.edu/etd/7865.
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This doctoral dissertation proposal is comprised of three separate chapters, all of which uses the nationally representative uniform survey Health and Retirement Survey (HRS) to examine the relationship between health, insurance, health care and health outcomes. Below, the brief introduction for each section is provided:
Chapter I: Medicare Part D and Patients' Well-being
Chapter II: Parent's Health Insurance and Informal Care
Chapter III: Job Insecurity and Health (with Dr. Ayyagari)
In chapter I, I explore how Medicare Part D (MD) affects the well-being of the severely sick patients both in the short- and in the long- term. I employ difference-in-difference (DD) alongside the instrumental variable (IV) model. The estimated results imply MD significantly improves mental health and increases regular drug utilization for the elderly. However, it neither systematically improves out-of-pocket payment (OOP) nor improves mortality across all waves. This suggests that MD provides an efficient mechanism to improve mental health and drug utilization, but might not necessarily enhance survival rate and financial burden for vulnerable patients.
Chapter II investigates the relationship between informal care provided by the children and the take-up of health insurance by the near-elderly and elderly parents, and how the correlation is influenced by parent’s Activities of Daily Living (ADLs) and Instrumental Activities of
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Daily Living (IADLs). The results indicate that when the endogeneity is controlled for, in-formal care systematically crowds out the take-up of private long-term care (LTC) insurance whereas “crowds in” the take-up of the total plan including supplement insurance plans (TSP). Nevertheless, the degree of both crowding-out and “crowding-in” effect is reduced when the severity of ADLs/IADLs disability level grows. Our study reflects (a) the strong demand for TSP and more additional health coverage within household budget line (b) and the potential gap between healthcare demands by the parents and the informal care provided by the children and the potential gap between the healthcare demands by the parents and the formal care covered by the insurance. Our estimates are robust to alternative measures of informal care.
The final chapter III examines the causal effect of subjective job insecurity on health, using pooled ordinary least squares (OLS), fixed-effects (FE) and instrumental variable (IV) specifications. The estimate implies that the negative impact of job insecurity is more pronounced for certain outcomes such as mental health and the emergence of new health conditions. Job insecurity provides a powerful prediction on subsequent job displacement and real income loss. Sub-population such as low-employability/better-educated individuals or males responds more to job insecurity than their counterparts.
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Källebo, Helena. „Kan kontroll och socialt stöd på arbetsplatsen mildra negativa konsekvenser av anställningsotrygghet?“ Thesis, Stockholms universitet, Psykologiska institutionen, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-71070.
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Förändringar på arbetsmarknaden har medfört att anställda i allt större utsträckning upplever anställningsotrygghet. Syftet med föreliggande studie är att undersöka huruvida autonomi, deltagande i beslutsfattande och arbetsrelaterat socialt stöd kan moderera sambandet mellan anställningsotrygghet och framtida psykisk ohälsa samt bristande arbetstrivsel. En enkät besvarades av 181 anställda på en revisionsfirma vid två tillfällen. Resultatet av hierarkiska regressionsanalyser indikerar att kvantitativ och kvalitativ anställningsotrygghet predicerar bristande arbetstrivsel och att kvalitativ anställningsotrygghet även predicerar psykisk ohälsa. Varken autonomi över arbetsuppgifterna, deltagande i beslutsfattande, socialt stöd från kollegor eller från chefer dämpande dessa samband. Möjligen har tidigare tvärsnittsstudier överskattat den modererande effekten av arbetsrelaterad kontroll och socialt stöd.
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Buitendach, Johanna Hendrina. „Job insecurity and job satisfaction in selected organisations in South Africa / Johanna Hendrina Buitendach“. Thesis, North-West University, 2004. http://hdl.handle.net/10394/715.
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Several factors have contributed to employment relations gradually becoming more uncertain
in the last decades. In South Africa, as well as in other industrialised economies all over the
world, organisations had to adjust to the pressures imposed by an intensified global
competition. The transformation of working life has brought the topic of insecure working
conditions to the forefront. Job insecurity are of vital importance in modern working life. A
growing number of employees face the risk of losing their jobs as a consequence of
organisational restructuring and layoffs. Job insecurity affects the well-being of individuals.
In this sense, job insecurity is a significant stressor with consequences for the individual.
However, the consequences are not limited to just the individual. The situation is often such
that individuals experiencing job insecurity also tend to react to the dissatisfying
circumstances in ways that affect the organisation as well. Several studies have found a
negative association between job insecurity and job satisfaction. Job insecurity s also
associated with lower levels of organisational commitment.
The empirical objectives of this thesis were firstly to validate the Job Insecurity
Questionnaire (JIQ) and Minnesota Job Satisfaction Questionnaire (MSQ) for employees in
selected organisations in South Africa; secondly to determine its construct equivalence for
different cultural groups; thirdly, to determine differences between the job insecurity and job
satisfaction levels of various demographic groups, fourthly to assess the relationship between
job insecurity, job satisfaction and organisational commitment, and lastly to determine
whether job insecurity can predict job satisfaction and organisational commitment.
A cross-sectional survey design with a random sample (N = 834) of employees in selected
organisations in South Africa was used. The Job Insecurity Questionnaire, the Minnesota Job
Satisfaction Questionnaire, the Organisational Commitment Questionnaire, and a
biographical questionnaire were administered. Descriptive statistics were used to describe the
measuring instruments in terms of mean, standard deviation, skewness and kurtosis.
Cronbach alpha coefficients were used to describe the reliability of the measuring
instruments. Construct (structural) equivalence was computed to compare the factor structure
for the different culture groups included in this study. Exploratory factor analysis with a
Procrustean target rotation was used to determine the construct equivalence of the JIQ and
MSQ for the different culture groups. Pearson correlation coefficients were used to determine
the relationship between the measuring instruments. Regression analyses were used to
determine whether organisational commitment can be predicted by the independent variables
namely, affective job insecurity; cognitive job insecurity; extrinsic job satisfaction; intrinsic
job satisfaction; age; gender, and qualification.
The results confirmed a two-factor model of job insecurity, consisting of affective and
cognitive job insecurity. The scales showed acceptable internal consistencies. Exploratory
factor analysis with target rotations confirmed the construct equivalence of scales for white
and black participants. Practically significant differences were found between the levels of
job insecurity of employees in terms of age groups and qualification levels.
Furthermore, the results confirmed a two-factor model of job satisfaction, consisting of
extrinsic job satisfaction and intrinsic job satisfaction. Exploratory factor analysis with target
rotations confirmed the construct equivalence of scales for the black and white groups. The
results obtained from comparing job satisfaction levels of various demographic groups
showed that practically significant differences existed between the job satisfaction of
different age and race groups. Results revealed significant relationships between job
insecurity and job satisfaction. The multiple regression analysis indicated that 24% of the
variance in organisational commitment was explained by affective job insecurity, cognitive
job insecurity; extrinsic job satisfaction; intrinsic job satisfaction; age; gender and
qualification.
Limitations of the research are discussed, followed by recommendations for the
selected organisations and for future researchThesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.
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Owusu, Bright Amponsah. „Perceived Job Insecurity And Its Impacts On Job Selection For College Students In America“. Kent State University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=kent1573242651176974.
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Richter, Anne. „Job Insecurity and Its Consequences : Investigating Moderators, Mediators and Gender“. Doctoral thesis, Stockholms universitet, Psykologiska institutionen, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-63877.
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This thesis focuses on the relations between job insecurity and its consequences by addressing several specific research aims. The first research aim focused on expanding the range of job insecurity consequences by studying the relation between job insecurity and work–family conflict over time. In Study 3 it was found that job insecurity affected work–family conflict one year later among men. The second research aim addressed mechanisms involved in the job insecurity–outcome relations, focusing on factors that might make employees more vulnerable to, or buffer against the negative effects of job insecurity. Coping styles were investigated as potential moderating factors in Study 1, where it was found that problem-focused coping did not function as a buffer, nor did devaluation or avoidance coping. Avoidance coping was actually a vulnerability factor for men, and related to more negative reactions to job insecurity in terms of well-being. Two forms of job dependence as potential moderating factors of the relations between job insecurity and its outcomes were investigated in Study 2. It was found that the relative contribution to the household income functioned as a vulnerability factor for men. Higher levels of work centrality combined with either quantitative or qualitative job insecurity were related to higher levels of job satisfaction among women. Finally, in Study 3, workload was investigated as a mediating variable of the relation between job insecurity and its outcomes, where workload linked job insecurity to work–family conflict one year later among men. The third research aim of this thesis addressed gender, where differences between men and women were found in all three studies. Overall men seemed to suffer more from job insecurity. The results of the thesis confirm the negative impact of job insecurity, but also provide information regarding important areas for future research to study, such as the investigation of mechanisms and the role of gender.At the time of the doctoral defense, the following papers were unpublished and had a status as follows: Paper 1: Submitted. Paper 2: Submitted.
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Patten, Sarah L. „The effects of job insecurity on beginning secondary school teachers“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0004/MQ40666.pdf.
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Rogers-Sharer, Shelly Leigh. „Internal Attributes That Mitigate Perceived Job Insecurity: Improving Employee Satisfaction“. ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/762.
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Employee satisfaction has been found to have a strong relationship with perceived job security. This study explored job insecurity in an unstable global economy. Specifically, it examined internal attributes of employees, hypothesizing that such attributes would enable employees to better cope with work-related stressors such as job insecurity. Specific attributes of personality and employability were assessed as potential moderators of job satisfaction and security, utilizing the theory of work adjustment and person-environment correspondence as theoretical frameworks. The specific attributes included facets of conscientiousness and neuroticism as well as dispositions of employability including openness to change at work, work and career resilience, work and career proactivity, career motivation, and work identity. Multiple regression tests analyzed the relationship between these internal attributes and both job insecurity and satisfaction on a convenience sample of 100 participants from 2 companies. Participants completed online assessments of the Minnesota Satisfaction Questionnaire; the NEO Personality Inventory, 3rd edition (NEO-PI-3); and the Dispositional Measure of Employability. The findings of this study showed significant relationships between both work and career resiliency and vulnerability and both job satisfaction and perceived job security. Employees, employers, and future researchers may benefit from the findings. Results suggest options for improving the work environment by enabling employees to derive greater satisfaction and security and by providing employers areas for training opportunities. Additionally, future research could explore methodologies, such as mindfulness and cognitive appraisal, which may further increase resiliency and decreasing vulnerability.
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Kriese, Petru Johanna. „Job insecurity and self-efficacy in a chemical industry / Petru Kriese“. Thesis, North-West University, 2007. http://hdl.handle.net/10394/2292.
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In order to stay competitive in an economic landscape characterised by constant turmoil and change, organisations in the chemical industry are engaging in various adaptive strategies like mergers, acquisitions and diversification. Adaptation strategies may vary but they all have similar results in common, one of which is the exposure of employees to feelings of uncertainty and job insecurity. Identifying factors that enable employees to effectively deal with job insecurity is becoming an increasingly important topic for research. The primary objectives of this research were to investigate the relationship between job insecurity, general health and organisational citizenship behaviour of employees in a chemical industry, as well as to determine whether self-efficacy mediates the relationship between job insecurity and general health on the one hand and between job insecurity and organisational citizenship behaviour on the other hand. The research method consists of a literature review and an empirical study. A cross-sectional survey design was used to collect the data. An availability sample (N = 205) was taken from employees in a chemical industry. The Job Insecurity Questionnaire (JIQ), General Health Questionnaire (GHQ), Organisational Citizenship Behaviour Scale (OCB), General Perceived Self-Efficacy Scale (GPSES) and a biographical questionnaire were administered. The statistical analysis was carried out with the SPSS program. Principal component factor analysis confirmed a two factor structure for job insecurity consisting of affective job insecurity and cognitive job insecurity. Factor analysis resulted in three factors for general health, namely psychosomatic symptoms, severe depression and social dysfunction. The two factors of the OCB were confIrmed and were labeled altruism and compliance. The unidimensional structure of the GPSES could also be confirmed and was labeled self-efficacy. All scales indicated acceptable reliability with Cronbach alpha coefficients varying from 0,70 to 0,89. Spearman product-moment correlations indicated a statistically positive correlation (practically significant, medium effect) between cognitive job insecurity and affective job insecurity. Results further indicated that an increase in psychosomatic symptoms will lead to an increase in severe depression and social dysfunction, while an increase in severe depression will be associated with an increase in social dysfunction. It was found that when altruism increased, self-efficacy will also increase.
The hypothesised mediating effect of self-efficacy was only partially demonstrated for the relationship between affective job insecurity and general health, as demonstrated by severe depression. Self-efficacy was further shown to mediate the relationship between cognitive job insecurity and altruism. The relationship between cognitive job insecurity and affective job insecurity as dependent variables and compliance as an independent variable were partially mediated by self-efficacy. MANOVA analysis indicated that female employees experienced higher levels of cognitive job insecurity than male employees. White employees and employees with a degree exhibited more organisational citizenship behaviour, as demonstrated by compliance. Results further indicated that African employees and employees with a qualification of up to Grade 11 experienced higher levels of severe depression.
Recommendations for future research were made, as well as recommendations to the participating organisation.Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2008.
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Nolan, Jane. „Family experiences of job insecurity and work intensification : an exploratory study“. Thesis, University of Cambridge, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.269272.
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Katungu, Christopher. „Emotional intelligence, job insecurity and organizational commitment in organizations in Sweden“. Thesis, Linnéuniversitetet, Institutionen för psykologi (PSY), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-75161.
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Abstract The aim of the study was to examine and analyze the relationship on emotional intelligence with job insecurity and organizational commitment in organizations. Sample participants were 109 employees from various public and private sector organizations in Småland county, Sweden, with females representing 69.72% (N =76). Three instruments were used in the online study survey to collect data and these were Trait Emotional Intelligence Questionnaire (TEIQ), Job Insecurity Questionnaire and Organizational Commitment Questionnaire. Results indicated that emotional intelligence and job insecurity were negatively correlated; emotional intelligence and organizational commitment were positively correlated; job insecurity and organizational commitment were negatively correlated. Emotional intelligence did not moderate the relationship between job insecurity and organizational commitment. Given the results, organizations may need to consider developing affective organizational commitment of employees and consider addressing job insecurity among employees in Sweden and promote emotional intelligence. Therefore, emotional intelligence may be worth the investment for employees in organizations in Sweden. Keywords: Emotional intelligence, job insecurity, organizational commitment, affective commitment, downsizing, psychological contract.
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Lucero, Steven M. „Job Insecurity and Religious/Spiritual Coping: Sacred Resources for Employment Uncertainty“. Bowling Green State University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1367362699.
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MacNeil, Maurya. „Reactions to job insecurity in a declining organization: a longitudinal study /“. The Ohio State University, 1994. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487849377294307.
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Tshabalala, Mantombi Eldah. „Job insecurity, organisational commitment and job satisfaction of engineers in a parastatal / by Mantombi Eldah Tshabalala“. Thesis, North-West University, 2004. http://hdl.handle.net/10394/562.
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Fierce competition and re-allocation of firms on a global scale, including
processes of substantial downsizing have come to the forefront of attention. The
concern is that the global scale of actions cannot be controlled on a local level
and may therefore pose a threat to a wide variety of workers. Many of the
changes taking place in the economies and labour markets of the industrialised
countries may have increased structural job insecurity. Cutbacks and dismissals
give rise to feelings of job insecurity. More often employees experience a sense
that their jobs are a fragile, threatened privilege, which can be taken away at any
time.
Employee perception of management efforts to maintain employment security is
based on past downsizing thus raising the potential that continued downsizing
will increase insecurity and therefore, will decrease both employee desire to
participate in decision-making as well as employee satisfaction and commitment
to the organisation. Previous research found a consistent negative relationship
between perceived job insecurity and both employee satisfaction and
commitment.
The empirical objective of this study was to determine the relationship between
job insecurity, organisational commitment and job satisfaction.
A survey design was used to test research hypotheses and to determine the
relationship between job insecurity, organisational commitment and job
satisfaction. Data from the total population of engineers in a parastatal (N = 60)
were gathered. The Job lnsecurity Survey Questionnaire (JISQ), Organisational
Commitment Questionnaire (OCQ) and Minnesota Satisfaction Questionnaire
(short version) (MSQ) were administered. The statistical analysis was carried out
with the help of the SAS programme. The statistical methods utilised consisted of
descriptive statistics, Cronbach Alpha coefficients, inter-item correlations, and
Pearson-product moment correlations.
Results indicated that engineers do not experience high levels of job insecurity.
Furthermore, engineers don't experience low levels of organisational
commitment and job satisfaction. Research findings indicated that the Job
lnsecurity Survey Questionnaire (JISQ), Organisational Commitment
Questionnaire (OCQ) and the Minnesota Satisfaction Questionnaire (MSQ) are
valid and reliable measuring instruments. The findings suggested that a
relationship exist between job insecurity, organisational commitment and total job
satisfaction.
Recommendations for future research were made.Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.
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Milton-Feasby, Christine. „An exploration of the domains of work insecurity /“. Thesis, McGill University, 2003. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=84532.
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This thesis explores insecurity about four types of involuntary work transition. These are labeled here domain insecurities and include job facet insecurity, job loss insecurity, occupation insecurity and employment insecurity. The primary purpose was to distinguish the insecurities conceptually and demonstrate their independence empirically. The domain insecurities were defined and their features identified from a review of literature on various work attitudes. Viable cognitive and affective measures of insecurity were suggested from the conceptual discussion. Data were collected through a self-report questionnaire distributed using a snowball methodology. Validation of the proposed insecurity measures against reliable correlates of insecurity (pessimism and anxiety) supported operationalizing insecurity by affect alone. Correlation analysis clearly distinguished the domain insecurities. The secondary purpose of the thesis was to explore the content and nomological network of the domain insecurities. To this end, key features of the domain insecurities were scrutinized. This analysis particularly set employment insecurity apart from the other insecurities. Data were collected on antecedents and coping with the insecurities. Multiple regression analysis using a repeated-measures design yielded common antecedents of the four insecurities. A significant interaction emerged between age and domain, reflecting different occupational and employment concerns across age groups. Factor analysis with varimax rotation of the coping checklist developed for this thesis supported the formation of four coping scales: palliation, job search, self-development through education, and withdrawal. Multiple regression analysis using a repeated-measures design revealed that people cope with all insecurities through palliation, withdrawal and self-development activities. Significant interactions emerged that confirmed the targeted use of job search activities in
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Vetting, Tom-Stian. „Job insecurity, turnover intention and psychological distress: The mediating effect of job satisfaction and trust in management“. Thesis, Stockholm University, Department of Psychology, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-40682.
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Research has produced compelling evidence that quantitative job insecurity is associated with negative consequences, and also suggests that short-term attitudinal reactions mediate the relationship between job insecurity and long-term reactions. The aim of this study was to investigate if both quantitative and qualitative job insecurity are related to short-term (job satisfaction and trust in management) and long-term (turnover intention and psychological distress) reactions, and if the short-term reactions mediate the relationships between the two dimensions of job insecurity and the long-term reactions. Survey data from 549 Swedish white-collar workers show that both types of job insecurity were related to all outcomes. While trust in management only had a small mediating effect in the relationship between quantitative job insecurity and turnover intention, job satisfaction was an important mediator between both types of job insecurity and long-term outcomes.
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Bartrum, Dee A., und n/a. „Job Change and Job Insecurity in the Police Service: Applying the Cognitive-Motivational-Relational Theory of Emotion“. Griffith University. School of Psychology, 2006. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20070219.115614.
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This thesis tested an appraisal, coping and adaptation model of job insecurity and organisational change with a sample of police officers. The model integrated key aspects of Lazarus' (1991a, 1999) cognitive-motivational-relational theory of emotion (personal coping resources, appraisal questions, emotion, coping and adaptation outcomes) with the ten job characteristics (opportunity for control, opportunity for skill use, externally generated goals, variety, environmental clarity, availability of money, physical security, opportunity for interpersonal contact, valued social position and supportive supervision) from Warr's (1987, 1999) vitamin model. The ten job characteristics were viewed as valued aspects of the environment that may potentially be lost or threatened during organisational crisis or change. The service within which the police officers worked underwent a large scale organisational restructuring from late 2001 to July 2002. Three research studies were conducted for this thesis. The first study developed a psychometrically sound, 40-item job characteristics scale, based on the ten dimensions of Warr's vitamin model. This scale assessed participants' worries about changes to aspects in their work environment. The development of this scale met a need within the job insecurity literature for a theoretically-derived measure of valued job features, and enabled the investigation of the appraisal, coping and adaptation model. This measure was included in the questionnaire for the cross-sectional and longitudinal studies that formed the second and third major research projects of this thesis. The main aim of the second study was to test a proposed model of appraisal, emotion, coping and adaptation following the experience of organisational change. The model proposed that person variables and personal coping resources (e.g., personal control and coping self-efficacy) would have indirect associations with the adaptational outcomes of Psychological Distress, Life Satisfaction and Job Withdrawal Behaviour. The personal coping resources were proposed to have indirect relationships with coping strategies through job characteristics, appraisal and emotion as well as direct associations with levels of distress, Life Satisfaction and Job Withdrawal Behaviour. The ten job characteristics were expected to have a direct relationship with Psychological Distress, and indirect associations with the three adaptational outcomes through appraisal, emotion and coping. Primary and secondary appraisal was proposed to precede and directly influence emotion. In turn, emotions were expected to directly relate to the coping strategies that were used, with coping strategies mediating the association between emotion and the three adaptational outcomes. An additional focus of this study was to determine whether there were mean differences for males and females on the variables examined. The second study was conducted in November 2002, three months after the restructuring. Two thousand two hundred and eighteen police officers were invited to participate in the study, with a total sample of 303 police officers responding. The antecedent variables (personal resources, job characteristics, perception of global job insecurity, appraisal components, feelings, coping strategies) and the indicators of employee adjustment (Psychological Distress, Life Satisfaction and Job Withdrawal Behaviour) were collected via a self-report questionnaire. Collateral data were also obtained from a friend, spouse/partner or work colleague of the police officer for the dependent variables of Psychological Distress and Life Satisfaction. Hierarchical multiple regression analyses were applied to investigate the aims of this study. Some support for a partial mediating model was obtained, mainly with the work specific adaptational outcomes of Psychological Distress and Job Withdrawal Behaviour. The antecedent variables in the model explained a substantial amount of variance for each of the adaptation outcomes. Notably, the antecedents of the model to uniquely account for variance in Life Satisfaction, a non-work contextual outcome, were person variables and personal coping resources. The third research study used a two-wave longitudinal panel design. The principle aim of this study was to test the proposed model of appraisal, coping and adaptation, longitudinally. Specifically, the aim was to examine whether initial levels, and changes in levels over time in aspects of the proposed model predicted later levels, and changes across time in the adaptational outcomes of Psychological Distress, Life Satisfaction and Job Withdrawal Behaviour. The study was conducted in April and May, four to five months after the T1 data had been collected, and seven months after the restructuring. A total of 158 police officers responded from the 303 that participated in Study 2. Difference scores were calculated to examine change across time within hierarchical multiple regression analyses. Three longitudinal regression models (Basic, Change-in-Outcome and Change/Change) were examined to test for robust effects. The model explained considerably more variance in Psychological Distress across all three longitudinal models tested, compared to Life Satisfaction and Job Withdrawal Behaviour. Generally the work related antecedents (T1) had no or minimal association with change in Life Satisfaction. However, change in physical safety was associated with change in Life Satisfaction across the two points in time. Some robust associations were found for emotion coping strategies with Psychological Distress; personal control with Life Satisfaction; and negative feelings with Job Withdrawal Behaviour. The findings from the three studies are discussed with reference to Lazarus' (1991a, 1999) cognitive-motivational-relational theory and Warr's (1987, 1999) vitamin model. The findings from the cross-sectional and longitudinal research studies support partial mediating relationships among the antecedents with the adaptational outcomes. There is debate within the job insecurity literature as to whether potential loss of job features should be included in the definition and operationalisation of this construct. Based on the results of the research, it is recommended that the definition and operationalisation of job insecurity include potential loss of job features and potential loss of the job. The model tested accounted for more variance in the work specific outcomes of Psychological Distress and Job Withdrawal Behaviour than Life Satisfaction. Thus, the organisational restructuring appeared to have a greater association with work-specific outcomes rather than non-work outcomes. Some limitations of the research are noted. For example, the small sample size limited the ability to use latent variable model testing procedures. Second, the conclusions from the research studies are applicable to a police service organisation and thus may be limited in their application to employees in other organisations. Third, the model focused quite heavily on the individual within the organisation, examining personal resources and characteristics. Nonetheless, this research has contributed to the literature in several ways by: (a) developing a theoretically founded measure of valued job characteristics, (b) demonstrating the importance of evaluating changes to these features of the work environment and the potential loss of the job during organisational instability, and (c) testing an appraisal, coping and adaptation model that shows much promise for use within organisations undergoing crisis or change. This newly developed and tested model appears especially useful in understanding the impact of organisation changes on work related outcomes.
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Labuschagne, Marjorie. „Job insecurity, job satisfaction and work locus of control of employees in a government organisation / Margie Labuschagne“. Thesis, North-West University, 2005. http://hdl.handle.net/10394/2373.
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Selepe, Carol Matshepo. „Job insecurity, job satisfaction, work wellness and organisational commitment in a petroleum/oil company / Carol Matshepo Selepe“. Thesis, North-West University, 2004. http://hdl.handle.net/10394/2394.
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Viljoen, Elrie. „Job insecurity, burnout, job engagement and psychological well-being of workers at a government organisation / Elrie Viljoen“. Thesis, North-West University, 2004. http://hdl.handle.net/10394/2405.
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Graso, Maja. „Effects of job insecurity and consideration of the future consequences on quality and quantity of job performance“. Online access for everyone, 2008. http://www.dissertations.wsu.edu/Thesis/Summer2008/M_Graso_051508.pdf.
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Tjeku, Mkhambi Shadrack. „Empowerment and job insecurity in a steel manufacturing organisation / Mkhambi Shadrack Tjeku“. Thesis, North-West University, 2006. http://hdl.handle.net/10394/2472.
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Botha, Elrie. „Job insecurity and wellness of employees in a co-operation / Elrie Botha“. Thesis, North-West University, 2010. http://hdl.handle.net/10394/4809.
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The current economic situation has reconfirmed the importance of researching job insecurity and the impact it has on the individual as well as the organisation. An individual outcome which is normally negatively affected is general health. Engagement, although an experience on individual level, is an organisational outcome affected by job insecurity. With the introduction of positive psychology, emotions in the workplace created new research grounds. It seems that hope and happiness have a positive influence on negative consequences, which can assist managers in finding a competitive advantage in their human capital. The objectives of this study were to investigate the relationship between job insecurity, general health, work engagement, hope and happiness of employees (N = 286) of a co-operation in the North-West Province by using a cross-sectional survey design. The measuring instruments used were Job Insecurity Scale (JIS), General Health Questionnaire (GHQ), Utrecht Work Engagement Scale (UWES), Hope Scale (HS), Satisfaction with Life Scale (SWL), and a biographical questionnaire. The measuring instruments were translated into Afrikaans which is the language mostly used by the target population. Four articles explained the study through a brief literature review and empirical study in each. Factor analyses were done to determine construct validity, and Cronbach's alphas and inter-item correlation coefficients assessed the internal consistency of the instruments. Descriptive statistics was used to analyse the data and Pearson product moment correlation coefficient as well as regressions, MANOVA and ANOVA was done to determine relationships between variables. Hierarchical regression was performed to test for moderation and mediation. JIS, GHQ, HS and SWLS confirmed their structural models and proved good internal consistencies. Gender, cultural group and qualification were found to have statistically significant influence on job insecurity. Females regarded the importance of job features and importance of changes to total job higher than their male colleagues. The cultural group 'other' indicated higher levels of job insecurity with regard to likelihood to loose a job feature. This fear was also experienced by participants with a qualification Grade 7 and lower as well as likelihood to changes in total job. No correlation was found between job insecurity and general health, but job insecurity did show correlations with engagement and hope. Hope and happiness were also positively correlated and hope was found to predict happiness. Hope did not moderate the job insecurity general health relationship, but did moderate the relationship between job insecurity and engagement. Hope explained 7% of the variance in general health and 14% of the variance in engagement. Happiness moderated the effect of job insecurity on general health but not of job insecurity on engagement. Happiness also showed a main effect of 13% on general health and predicted 10% of the variance in engagement. When tested, a partial mediation of happiness on the relationship between job insecurity and engagement was found. Recommendations for the organisation and future research were made.Thesis (Ph.D. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2010.
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Pemberton, Wanda Harris. „Federal Women, Incivility, Job Satisfaction, and Job Stress“. ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7324.
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Incidents of incivility in the workplace have continued to increase in frequency. Workplace incivility impacts the health and well-being of those who experience or witness the behavior and impacts morale, levels of engagement, attendance, retention, and overall organizational health. Researchers have explored the damage caused by workplace incivility, but few have focused on the impact of incivility among federally employed women. The purpose of this quantitative, correlational study was to examine the relationship between incivility, job satisfaction, and job stress among women working in the federal sector. The affective events theory framed this study. Online surveys were used to capture perceptions of workplace incivility while controlling for demographics (i.e., age, race, ethnicity, general schedule level, position, and tenure). Survey responses from 94 federally employed women were analyzed using a regression model. Findings revealed a negative correlation between job satisfaction and job stress, and a positive correlation between incivility and job stress. The findings can be used to create a positive social change within organizations. Organizational development professionals can use the analyses to interrupt and reverse patterns of negative workplace interactions and worker mistreatment.
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Rannona, Moleko Victor. „The relationship between job insecurity, job satisfaction and organisational commitment in a mining organisation / by Moleko Victor Rannona“. Thesis, North-West University, 2003. http://hdl.handle.net/10394/2430.
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Moeletsi, Mamorena Margaret. „Psychological empowerment, job satisfaction, organisational commitment and job insecurity in divisions of a packaging organisation / Mamorena Margaret Moeletsi“. Thesis, North-West University, 2003. http://hdl.handle.net/10394/2431.
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Ramakau, James Lenyora. „The relationship between job insecurity, job satisfaction, affective organisational commitment and work locus of control / James Lenyora Ramakau“. Thesis, North-West University, 2006. http://hdl.handle.net/10394/2474.
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„The relationships among conflict styles, harmony motives and job insecurity stress in work settings“. 1999. http://library.cuhk.edu.hk/record=b5889910.
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Hsieh, Mei-Ling, und 謝美玲. „A study on the relationships among job insecurity, job stress, and organizational commitment: Psychological Capital as a Moderator“. Thesis, 2018. http://ndltd.ncl.edu.tw/handle/5czjt3.
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碩士國立中正大學
勞工關係學系碩士在職專班
106
In recent years, Taiwan’s economic environment has undergone rapid changes, and the financial tsunami has caused great damage to enterprises. Under the premise of a global economic downturn, many companies have sought to protect themselves and strive to reduce labor costs. They have adopted various organizational simplifications, restructurings, mergers, and so on. There are many ways to improve the competitiveness of enterprises, expect to survive a more difficult situation than in the past, and even more likely to take measures such as the implementation of unpaid leave and layoffs.The labor-management relationship between employees and organizations has become increasingly unstable and unpredictable. In the fiercely competitive workplace environment, the work stress of employees has also increased. This study is to explore the relationships among work insecurity, work stress, organizational commitmentand psychological capital.In addition, the mediating effect of work stress between work insecurity and organizational commitment, and the moderating effect of psychological capital between work stress and organizational commitment are tested. This study is based on the employees of various industries in southernTaiwan. The questionnaire survey wasconductedin two stages.330 questionnaires were distributed in the first stage and 298 valid questionnaires collected. In the second stage, there were 275 valid questionnaires within 298 distributed questionnaires. Excluded the 29 invalid questionnaires,there were 246 valid questionnaires and an82.55% return rate.The statistical methods of descriptive statistical analysis, confirmatory factor analysis, correlation analysis, and multiple regression analysis were used to analyze the data. The empirical results of the study showed as follows: 1. Work insecurity has a significantly positive effect on work stress. 2. Work stress has no significantly negative effect on organizational commitment. 3. Work insecurity hasnosignificantly negative effect on organizational commitment. 4. Work stress does not have the mediating effect between work insecurity and organizational commitment. 5. Psychological capital has the moderating effect on work pressure and organizational commitment. Based on the results of the study, there are some concrete conclusions and suggestions provided as references in the future study.