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Gaunt, Ruth, und Orly Benjamin. „JOB INSECURITY, STRESS AND GENDER“. Community, Work & Family 10, Nr. 3 (August 2007): 341–55. http://dx.doi.org/10.1080/13668800701456336.
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Won, YongJae, und Jinkook Tak. „The effect of Organizational change on job stress“. Korean Journal of Industrial and Organizational Psychology 30, Nr. 4 (30.11.2017): 563–87. http://dx.doi.org/10.24230/kjiop.v30i4.563-587.
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The purpose of this study was to examine the relationships among organizational change, job stress, and job insecurity. Specifically, this study investigated the influence of organizational change on job insecurity and job stress that was partially mediated by job insecurity. In addition, this study examined moderating effect of boundaryless career attitude on the relationship between job insecurity and job stress. Data was collected from 317 Korean employees who were working in various organization via online survey, and 287 data was used for analysis without unreliable responses. The findings are as follows: First, there were positive relationship among organizational change, job stress, and job insecurity. Second, the results of structural equaition analysis showed strong support for the proposed model, and the result of bootstrapping analysis supported that the effect of organizational change on job stress is partially mediated by the job insecurity.
Third, the results of hierarchial analysis showed that there was no moderating effect of boundaryless career attitude on the relationship between job insecurity and job stress. Finally, implications and limitations of this study with the direction for future research were discussed.
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Fridayanti, Fridayanti, Ayu Permatasari und Adang Hambali. „Peran Hardiness sebagai Moderator dalam Pengaruh Job Insecurity terhadap Job Stress“. Psympathic : Jurnal Ilmiah Psikologi 8, Nr. 1 (03.07.2021): 101–16. http://dx.doi.org/10.15575/psy.v8i1.12197.
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This study aims to examine the role of hardiness in moderating the effect of job insecurity on job stress. The research method used is quantitative causality. The sampling technique used was simple random sampling. The total respondents in this study were 142 honorary teachers at public elementary schools in Cileunyi District, Bandung Regency. The data collection technique used a questionnaire consisting of three measuring scales, namely The Job Insecurity scale, The Job Stress Scale (JSS), and The Occupational Hardiness Questionnaire (OHQ). The data analysis technique uses the MRA (Moderated Regression Analysis) test. The results showed that job insecurity had a significant effect on job stress and hardiness could not moderate the effect of job insecurity on job stress. This shows that hardiness does not significantly affect in reducing the effect in the relation of job insecurity toward job stress.
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Shin, Hyoung Chul. „The Relationship between Psychological Contract Breach and Job Insecurity or Stress in Employees Engaged in the Restaurant Business“. Sustainability 11, Nr. 20 (16.10.2019): 5709. http://dx.doi.org/10.3390/su11205709.
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This study explored the relationship between psychological contract breach and job insecurity or stress in employees engaged in the restaurant business. To do this, four hypotheses were proposed. First, job insecurity has a significant positive effect on psychological contract breach. Second, job insecurity has a significant positive effect on job stress. Third, psychological contract breach has a significant positive effect on job stress. Fourth, job insecurity has a significant positive effect on job stress via psychological contract breach. Then, eligible respondents (n = 384; 183 men and 201 women) were recruited from a total of five restaurant business companies and then evaluated for a self-administered questionnaire survey. Results showed not only that job insecurity had a significant positive effect on psychological contract breach and job stress but also that psychological contract breach had a significant positive effect on job stress and mediated the interaction between job insecurity and stress. It can therefore be concluded that restaurant business owners should establish rational criteria for compensating job insecurity and stress arising from psychological contract breach in employees engaged in the restaurant business because of an inconsistency between psychological contract breach arising from job insecurity and compensation for work performance of employees engaged in the restaurant business.
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Van Zyl, L., C. Van Eeden und S. Rothmann. „Job insecurity and the emotional and behavioural consequences thereof“. South African Journal of Business Management 44, Nr. 1 (30.03.2013): 75–86. http://dx.doi.org/10.4102/sajbm.v44i1.149.
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The aim of this study was to investigate the relations among negative emotional reactions (reduced affective organisational commitment and higher job-related stress), and behavioural reactions to job insecurity (coping behaviour). A non-experimental correlation research design was used and the participants were a convenience sample of employees working for a private hospital in Gauteng, South Africa (N = 242). The measuring instruments included the Job Insecurity Inventory, the Organisational Commitment Questionnaire, the Experience of Work and Life Circumstances Questionnaire, and the COPE Questionnaire. The results showed that job insecurity was associated with job-related stress. Affective job insecurity was associated with detachment from the organisation, while cognitive job insecurity was associated with low identification with the organisation. Experiences of affective job insecurity, job-related stress, and low organisational commitment were associated with the use of avoidance coping strategies. Employees who experienced cognitive job insecurity (compared to those who experienced lower cognitive job insecurity) were less inclined to apply active coping strategies, even if their job-related stress was low.
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Bashori, Muhammad Farid, und IJK Sito Meiyanto. „Peran Job Insecurity terhadap Stres Kerja dengan Moderator Religiusitas“. Gadjah Mada Journal of Psychology (GamaJoP) 3, Nr. 1 (04.01.2019): 25. http://dx.doi.org/10.22146/gamajop.42396.
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Stress is one of the psychological reactions that can be in a work situation. Work situations may change at any time in different forms. An employee's psychological reaction to change also varies. Job insecurity arising from changing work situations increases job stress. A company certainly does not want employees to experience work stress that can impact on the decline in company performance. The level of employeereligiosity is expected to reduce the impact of job insecurity. This study aims to determine the role of job insecurity against work stress moderated by religiosity. Job stress as dependent variable, job insecurity as independent variable, and religiosity as moderator. Methods of data retrieval were performed using work stress scale, job insecurity scale, and scale of religiosity. The subjects of this study were 119 employees working in the State Forestry Corporation. The hypothesis proposed in this study is religiosity as a moderator in the relationship between job insecurity with work stress. Moderate and hypothesis testis done by moderate regression analysis. The research result shows religiosity not proved as moderator in relationship between job insecurity with work stress, but directly significant impact to work.
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Kim, Min-Jik, und Byung-Jik Kim. „The Performance Implications of Job Insecurity: The Sequential Mediating Effect of Job Stress and Organizational Commitment, and the Buffering Role of Ethical Leadership“. International Journal of Environmental Research and Public Health 17, Nr. 21 (26.10.2020): 7837. http://dx.doi.org/10.3390/ijerph17217837.
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Although previous works have examined how job insecurity affects the perceptions, attitudes, and behaviors of members in an organization, those studies have not paid enough attention to the relationship between job insecurity and performance or the mediating processes in that relationship. Considering that organizational performance is a fundamental target or purpose, investigating it is greatly needed. This research examines both mediating factors and a moderator in the link between job insecurity and organizational performance by building a moderated sequential mediation model. To be specific, we hypothesize that the degree of an employee’s job stress and organizational commitment sequentially mediate the relationship between job insecurity and performance. Furthermore, ethical leadership could moderate the association between job insecurity and job stress. Using a three-wave data set gathered from 301 currently working employees in South Korea, we reveal that not only do job stress and organizational commitment sequentially mediate the job insecurity–performance link, but also that ethical leadership plays a buffering role of in the job insecurity–job stress link. Our findings suggest that the degree of job stress and organizational commitment (as mediators), as well as ethical leadership (as a moderator), function as intermediating mechanisms in the job insecurity–performance link.
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Jiang, Lixin, Xiaohong Xu und Xiaowen Hu. „Can Gossip Buffer the Effect of Job Insecurity on Workplace Friendships?“ International Journal of Environmental Research and Public Health 16, Nr. 7 (10.04.2019): 1285. http://dx.doi.org/10.3390/ijerph16071285.
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Although previous research has documented a host of negative consequences of job insecurity, workplace interpersonal relationships have rarely been considered. This omission might be caused by the application of broad stress theories to the job insecurity literature without taking a nuanced perspective to understand the nature of job insecurity. To address this issue, we conceptualized job insecurity as a threat to employee social acceptance by their employer. This conceptualization, therefore, allows us to apply the multimotive model of social rejection to investigate a previously-overlooked outcome of job insecurity—workplace friendships. Specifically, we investigated the relationship between both job feature insecurity and job loss insecurity with workplace friendships. Based on stress coping theory and the fundamental differences between job feature insecurity and job loss insecurity, we further proposed that employees’ tendency to engage in positive gossip buffers the negative impact of job feature insecurity on workplace friendships, whereas employees’ tendency to engage in negative gossip buffers the negative impact of job loss insecurity on workplace friendships. Data collected from 286 working adults from Mturk supported our hypotheses. Our study opens the door for future research to take a more nuanced approach when examining nontraditional consequences of job insecurity.
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Setyowati, Widhy, Titi Setyawati und Titi Setyawati. „PERAN MEDIASI STRES KERJA PADA PENGARUH JOB INSECURITY DAN BEBAN KERJA TERHADAP TURNOVER INTENTION KARYAWAN ( Studi Kasus Pada Karyawan Outsourcing PT. DVN )“. Magisma: Jurnal Ilmiah Ekonomi dan Bisnis 9, Nr. 2 (28.07.2021): 135–43. http://dx.doi.org/10.35829/magisma.v9i2.174.
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The purpose of this study was to analyze work stress on work stress. To analyze the effect of workload on work stress. Analyze the effect of job insecurity on turnover intention. Analyze the effect of workload on turnover intention. Analyze the effect of job satisfaction on turnover intention. Techniques regarding data using a questionnaire by applying a questionnaire to PT.DVN employees. The results are Job insecurity has a positive and significant effect on work stress, workload has a positive and significant effect on work stress, job insecurity has a positive and significant effect on turnover intention, workload has a significant effect on positive and positive work turnover on turnover intention, job insecurity has a significant effect on turnover intention. positive effect on turnover intention through work stress, and workload has a positive effect on turn over intention through work stress.
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Jiménez, Paul, Borut Milfelner, Simona Šarotar Žižek und Anita Dunkl. „Moderating Effects between Job Insecurity and Intention to Quit in Samples of Slovene and Austrian Workers“. Naše gospodarstvo/Our economy 63, Nr. 1 (01.03.2017): 27–37. http://dx.doi.org/10.1515/ngoe-2017-0003.
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AbstractJob insecurity is a serious stressor in the work environment, with negative work-related outcomes. The effects of job insecurity strongly depend on the country’s economic condition. The present study investigated the relationship among job insecurity, job satisfaction, and the intention to quit as well as possible mediating variables (resources/recovery and stress). The samples of 251 Slovene and 219 Austrian workers were analyzed. The data indicated that job insecurity is related to higher stress and intention to quit as well as to lower resources/recovery at the workplace. Stress is an important mediator in the relationship between resources/recovery and job satisfaction as well as intention to quit. These relationships were found in both samples.
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Debus, Maike E., Dana Unger und Cornelius J. König. „Job insecurity and performance over time: the critical role of job insecurity duration“. Career Development International 25, Nr. 3 (30.07.2019): 325–36. http://dx.doi.org/10.1108/cdi-04-2018-0102.
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Purpose Research on the relationship between job insecurity and job performance has thus far yielded inconclusive results. The purpose of this paper is to offer a more dynamic perspective on the effects of job insecurity on job performance. Design/methodology/approach Drawing from cognitive appraisal theory, research on critical life events, and stress reactions as well as more general theorizing around the role of time, this paper proposes that individuals’ job performance reactions to job insecurity will be dynamic over time. Findings Adopting a person-centered perspective, this paper suggests that there are seven subpopulations that differ in their intra-individual job performance change patterns over time. Research limitations/implications This paper presents potential predictors of subpopulation membership and presents an agenda for future research. Originality/value We contribute to the literature by introducing a dynamic perspective to the study of job performance in the context of job insecurity. Delineating a set of open questions that follow from the presented theoretical arguments, the authors also hope to stimulate future research in the context of job insecurity and job performance.
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Wulandari, Retno. „HUBUNGAN JOB INSECURITY DAN BEBAN KERJA MENTAL DENGAN STRES KERJA PERAWAT HONORER DI RSJD ATMA HUSADA MAKAHAM SAMARINDA“. KESMAS UWIGAMA: Jurnal Kesehatan Masyarakat 3, Nr. 2 (03.08.2018): 60. http://dx.doi.org/10.24903/kujkm.v3i2.336.
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Stress is a dynamic condition of an individual faced with opportunities, limitations, or demands in accordance with expectations and results to be achieved in important and uncertain conditions. According to the National Institute for Occupational Safety and Health (NIOSH), nurses are professions that are very high risk of stress. Results of a survey by the Persatuan Perawat Nasional Indonesia (PPNI), where in 2006, approximately 50.9% of hospital nurses working in four provinces experienced work stress. This study aims to determine the relationship of job insecurity and mental workload with job stress contract nurses at RSJD Atma Husada Mahakam Samarinda. This research uses analytic survey method with cross sectional research design. The variables in this study are Job Insecurity, Mental Workload and Job Stress. The respondents of this research are contract nurses at RSJD Atma Husada Mahakam with total subject of this research is 74 respondents, sampling technique using Total Sampling. Data were analyzed by using Pearson Correlation test with α = 0,05. The result showed that there was a relationship between job insecurity (p = 0.0001) and mental workload (p = 0,004) with work stress. The conclusion of this research is job insecurity and mental work load is the factor causing the occurrence of job stress on contract nurses at RSJD Atma Husada Mahakam. It is advisable to pay more attention to the nurse's need to reduce the level of job insecurity and mental workload by raising nurse staffing status for nurses with more than 5 years working period and providing pension guarantee and providing training to improve nurse's ability.
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Nawrocka, Sonia, Hans De De Witte, Margherita Brondino und Margherita Pasini. „On the Reciprocal Relationship between Quantitative and Qualitative Job Insecurity and Outcomes. Testing a Cross-Lagged Longitudinal Mediation Model“. International Journal of Environmental Research and Public Health 18, Nr. 12 (12.06.2021): 6392. http://dx.doi.org/10.3390/ijerph18126392.
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Prior cross-sectional research indicates that the negative effects of quantitative job insecurity (i.e., threat to job loss) on employees’ wellbeing are fully mediated by qualitative job insecurity (i.e., threat to job characteristics). In the current longitudinal study, we replicated and further extended this view to include a direct effect of qualitative job insecurity on quantitative job insecurity. We explored these reciprocal relations in the context of their concurrent effects on work related outcomes by means of dual-mediation modelling. We identified a wide range of the outcomes, classified as: job strains (i.e., exhaustion, emotional and cognitive impairment), psychological coping reactions (i.e., job satisfaction, work engagement, turnover intention), and behavioral coping reactions (i.e., in-role and extra role performance, counterproductive behavior). We employed a three-wave panel design and surveyed 2003 Flemish employees. The results showed that the dual-mediation model had the best fit to the data. However, whereas qualitative job insecurity predicted an increase in quantitative job insecurity and the outcome variables six months later, quantitative job insecurity did not affect qualitative job insecurity or the outcomes over time. The study demonstrates the importance of qualitative job insecurity not only as a severe work stressor but also as an antecedent of quantitative job insecurity. Herewith, we stress the need for further research on the causal relations between both dimensions of job insecurity.
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Wulanfitri, Eki, Sumartik Sumartik und Lilik Indayani. „Pengaruh Job Insecurity, Kepuasan Kerja dan Stres Kerja Terhadap Turnover Intention dengan Komitmen Organisasi Sebagai Variabel Intervening pada PT Lumina Packaging“. JBMP (Jurnal Bisnis, Manajemen dan Perbankan) 6, Nr. 1 (04.03.2020): 1–7. http://dx.doi.org/10.21070/jbmp.v6i1.425.
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This study aims to examine the Influence of Job Insecurity, Job Satisfaction and Job Stress on Turnover Intention with Organitational Commitment as Intervening Variable.This research uses a quantitive approach with a survey method. The sampling technique uses simple random sampling. The population in this study amounted 291 employees and the sample used amounted 75 employees of PT Lumina Packaging. Technical data analysis using Partial Least Squares (PLS) with Warppls 5.0 software. The result of this research found that Job Insecurity have a direct and significant effect on Turnover Intention by 28%, Job Satisfaction have a direct and significant effect on Turnover Intention by 41%, Job Stress have a direct and significant effect on Turnover Intention by 19%, Job Insecurity have a direct and significant effect on Organitational Commitment by 24%, Job Satisfaction have a direct and significant effect on Organitational Commitment by 19%, Job Stress have a direct and significant effect on Organitational Commitment by 20%, and Organitational Commitment have a direct and significant effect on Turnover Intention by 23%. Job Insecurity have an indirect effect on Turnover Intention through Organitational Commitment as an intervening variable by 47%, Job Satisfaction have an indirect effect on Turnover Intention through Organitational Commitment as an intervening variable 42%, Job Stress have an indirect effect on Turnover Intention through Organitational Commitment as an intervening variable by 43%.
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Rajput, Namita, und Amogh Talan. „Antecedents and Health Consequences of Job Insecurity among Teachers“. Global Journal of Enterprise Information System 9, Nr. 2 (28.06.2017): 33. http://dx.doi.org/10.18311/gjeis/2017/15704.
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Job Insecurity is emerging as a growing threat to the careers of aspiring, meritious and hardworking employees in our country due to various reasons such as high demand of jobs, and government’s inability to meet such a high demand in a short period of time. This results in hiring of employees on temporary/contractual basis. This situation is especially bad among the teachers belonging to various government schools and colleges in Delhi. Our study investigated certain psychological causes for the feeling of Job Insecurity among teachers. Perceived Organizational Change and Role Ambiguity were studied as the potential antecedents of Job Insecurity. Detrimental impact of Job Insecurity on the Mental and Physical Health of such employees were also studied. A sample of 110 temporary/contractual/ad-hoc teachers belonging to MCD schools and several colleges from University of Delhi was used for this study. ‘Partial Least Square’ technique of ‘Structural Equation Modeling’ was applied using ‘SmartPLS 2.0.M3’ to understand the proposed relationships. Results show both Perceived Organizational Change and Role Ambiguity significantly contribute towards Job Insecurity, where the effect of Perceived Organizational Change was particularly high. Job Insecurity was found to negatively affect Mental and Physical Health of the employees. Mental effect in terms of stress and anxiety was found to be especially prominent.
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Stankevičiūtė, Živilė, Eglė Staniškienė und Joana Ramanauskaitė. „The Impact of Job Insecurity on Organisational Citizenship Behaviour and Task Performance: Evidence from Robotised Furniture Sector Companies“. International Journal of Environmental Research and Public Health 18, Nr. 2 (10.01.2021): 515. http://dx.doi.org/10.3390/ijerph18020515.
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Over the past decade, in the light of intensive robotisation, job insecurity referring to the employees’ overall concern about the continued availability of their jobs in the future has become a hot topic. A general assumption supported by the findings is that job insecurity causes far-reaching negative consequences for the employee well-being and health, attitudes towards the job and organisation, and behaviours at work. However, the focus on behavioural outcomes, especially on employee performance at work, is still scant. Trying to narrow the gap, the paper aims at revealing the linkage between job insecurity and two dimensions of performance, namely task performance and organisational citizenship behaviour. Building on the hindrance stressor dimension of the stress model, the paper claims that a negative relationship exists between the constructs. Quantitative data were collected in a survey of robotised production lines operators working in the furniture sector in Lithuania. As predicted, the results revealed that job insecurity had a negative impact on both the task performance and organisational citizenship behaviour. These findings affirmed that job insecurity was a hindrance stressor, which needed to be considered when managing human resources in a robotised production environment.
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Stankevičiūtė, Živilė, Eglė Staniškienė und Joana Ramanauskaitė. „The Impact of Job Insecurity on Organisational Citizenship Behaviour and Task Performance: Evidence from Robotised Furniture Sector Companies“. International Journal of Environmental Research and Public Health 18, Nr. 2 (10.01.2021): 515. http://dx.doi.org/10.3390/ijerph18020515.
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Over the past decade, in the light of intensive robotisation, job insecurity referring to the employees’ overall concern about the continued availability of their jobs in the future has become a hot topic. A general assumption supported by the findings is that job insecurity causes far-reaching negative consequences for the employee well-being and health, attitudes towards the job and organisation, and behaviours at work. However, the focus on behavioural outcomes, especially on employee performance at work, is still scant. Trying to narrow the gap, the paper aims at revealing the linkage between job insecurity and two dimensions of performance, namely task performance and organisational citizenship behaviour. Building on the hindrance stressor dimension of the stress model, the paper claims that a negative relationship exists between the constructs. Quantitative data were collected in a survey of robotised production lines operators working in the furniture sector in Lithuania. As predicted, the results revealed that job insecurity had a negative impact on both the task performance and organisational citizenship behaviour. These findings affirmed that job insecurity was a hindrance stressor, which needed to be considered when managing human resources in a robotised production environment.
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Nemteanu, Marcela-Sefora, Vasile Dinu und Dan-Cristian Dabija. „Job Insecurity, Job Instability, and Job Satisfaction in the Context of the COVID-19 Pandemic“. Journal of Competitiveness 13, Nr. 2 (30.06.2021): 65–82. http://dx.doi.org/10.7441/joc.2021.02.04.
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The COVID-19 pandemic has brought new challenges regarding employee adaptation to change as well as job security, with levels of wellbeing and satisfaction being greatly affected. Based on the literature as well as on Adaptation-level Theory, Stress and Coping Theory, and Motivationhygiene Theory, this paper approaches the link between job insecurity and job instability during the COVID-19 pandemic along with employee job satisfaction in an emerging market. The proposed conceptual model analyses the influence of job instability and job insecurity on individual job satisfaction, including supervisor support and promotion opportunities. The survey-based empirical study was implemented with the aid of a questionnaire taken by 568 employees in Romania. The results determined with the help of a correlation analysis highlight a strong, direct, and positive link between job instability and employee insecurity in increasing employee competitiveness. The impact of job insecurity and instability on the components considered in terms of job satisfaction vary. Job insecurity was shown to manifest a negative correlation only with regard to satisfaction concerning supervisor support and promotion opportunities. Perceived job instability showed a significant negative impact on individual work satisfaction, satisfaction with supervisor support and promotion opportunities. This paper also enhances the human resources literature by demonstrating how organisational competitiveness might be enhanced during a global pandemic by focusing on employees.
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Costa, Maria de Fátima Antunes Alves, und Maria Cristina Ferreira. „Sources and Reactions to Stress in Brazilian Lawyers“. Paidéia (Ribeirão Preto) 24, Nr. 57 (April 2014): 49–56. http://dx.doi.org/10.1590/1982-43272457201407.
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Job stress can negatively affect the health of employees. As such, the investigation of its characteristics in different professional categories is relevant. The aim in this study was to analyze the predictive power of seven stressors (decision latitude, psychological demands at work, physical demands at work, social support from colleagues, ergonomic stressors, relationships with clients, job insecurity) for job dissatisfaction, depression and psychosomatic problems in a sample of 702 Brazilian lawyers. The data were collected using a Brazilian version of the Job Content Questionnaire(JCQ). The results showed that decision latitude and social support were the main negative predictors of stress, while psychological demands and job insecurity were its main positive predictors. These results are discussed in the light of the demand-support-control model, which was used as a framework for the research.
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Teng, Eryue, Li Zhang und Yang Qiu. „Always bad for creativity? An affect-based model of job insecurity and the moderating effects of giving support and receiving support“. Economic and Industrial Democracy 40, Nr. 3 (26.02.2018): 803–29. http://dx.doi.org/10.1177/0143831x17744026.
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Drawing on an overarching framework of transactional stress theory, in this article the authors develop and test a theoretical model specifying the affect-based relationships between job insecurity and employee creativity, as well as the buffering role of giving support and receiving support in the affective processes. Results from a sample of 569 employees showed that job insecurity had offsetting indirect links with employee creativity through attentiveness and irritation. Both giving support and receiving support reduce the negative effect of job insecurity on employee creativity because they both weaken the negative link between job insecurity and irritation. It was also found that receiving support enhanced the positive relationship between job insecurity and attentiveness. Implications of the results to theory and practice are discussed.
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Desvarani, Regina, und Sastra Tamami. „PENGARUH JOB INSECURITY, KEPUASAN KERJA, DAN STRES KERJA TERHADAP TURNOVER INTENTION PADA PT BPR ARTHA PRIMA PERKASA PULAU BATAM“. GEMA : Jurnal Gentiaras Manajemen dan Akuntansi 11, Nr. 1 (29.01.2019): 70–77. http://dx.doi.org/10.47768/gema.v11i1.16.
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The purpose of this study was to determine the effect of Job Insecurity, Job Satisfaction, JobStress on Turnover Intention at PT BPR Artha Prima Perkasa. This study used a quantitative method bydistributing questionnaires to 32 employees who work at PT BPR Artha Prima Perkasa. Samples weretaken by saturated sampling techniques. The data analysis method used is quantitative analysis,namely reliability test and validity test, classic assumption test, T test and F test, coefficient ofdetermination and multiple linear regression analysis.Based on the results of data analysis, it shows that: Job Insecurity variable has a significanteffect on Turnover Intention with T sig value of 0,000 <0,05, job satisfaction variable shows no effect onTurnover Intention with T sig value of 0,624 <0,05 and Job stress has a significant effect on TurnoverIntention with a T sig value of 0,000 <0,05. Based on the F test calculation, together with Job Insecurity,Job Satisfaction, Job Stress has a significant effect on Turnover Intention with F sig 0,000 <0,05.
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Bugajska, J. „Associations occupational stress with pain and musculoskeletal disorders“. European Psychiatry 26, S2 (März 2011): 1579. http://dx.doi.org/10.1016/s0924-9338(11)73283-7.
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IntroductionMusculoskeletal pain and disorders (MSDs) belong to the main health problems for occupationally active persons. Risk factors for these disorders include many working environment factors, such as: biomechanical (body posture, repetitive movements, load handling), physical (vibration, ambient temperature), organizational (working time, work-home balance) or psychosocial (work requirements, job insecurity, scope of control, feeling of support) factors.AimsThe study aims to determine associations between psychosocial factors in the working environment and pain and MSDs.MethodsTo assess the psychosocial aspect of work (work demands, job control and social support), the Karasek questionnaire was used. Prevalence and intensity of musculoskeletal pains was assessed using NMQ and VAS. Diagnosis of MSDs was based on physical examination schedule and criteria developed by Sluiter JK. (2001). Associations of psychosocial factors in the working environment, organizations of work and demographic data with pains and MSDs were explored by logistic regression using the SPSS program.ResultsA one-year prospective study was conducted among 725 occupationally active persons aged 20–67. Logistic analysis, taking into account interactions between demographic data (gender, age), work organization factors (daily working hours, shifts organization, type of work) and psychosocial factors (work demands, job control, social support, job insecurity) indicated that low job control, low social support and high job insecurity are the main risk factors for both pain and MSDs.ConclusionsThe results of the study show the necessity to implement activities that improve psychosocial working conditions into prevention programmes in order to reduce the prevalence of pain and MSDs.
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Glavin, Paul, und Marisa Young. „Insecure People in Insecure Places: The Influence of Regional Unemployment on Workers’ Reactions to the Threat of Job Loss“. Journal of Health and Social Behavior 58, Nr. 2 (10.03.2017): 232–51. http://dx.doi.org/10.1177/0022146517696148.
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Social comparison theory predicts that unemployment should be less distressing when the experience is widely shared, but does this prediction extend beyond the unemployed to those who are at risk of job loss? Research demonstrates a link between aggregate unemployment and employed individuals’ perceptions of job insecurity; however, less is known about whether the stress associated with these perceptions is shaped by others’ unemployment experiences. We analyze a nationally representative sample of Canadian workers (Canadian Work, Stress, and Health study; N = 3,900) linked to census data and test whether regional unemployment influences the mental health consequences of job insecurity. Multilevel analyses provide more support for the social norm of insecurity hypothesis over the amplified threat hypothesis: the health penalties of job insecurity are weaker for individuals in high-unemployment regions. This contingency is partially explained by the ability of insecure workers in poor labor market contexts to retain psychological resources important for protecting mental health.
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Putra, I. Komang Gede, und I. Gusti Ayu Dewi Adnyani. „The Influence of Job Stress And Job Insecurity Against The Exit Intention In Employees Of Peppers Seminyak“. E-Jurnal Manajemen Universitas Udayana 7, Nr. 8 (11.05.2018): 4031. http://dx.doi.org/10.24843/ejmunud.2018.v07.i08.p01.
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Human resources is a determinant factor of the company's existence in contributing to the achievement of corporate goals effectively and efficiently. The purpose of this study is to explain the effect of work stress on the intense out on the employees of Peppers Seminyak, and explain the effect of job insecurity on the employees of Peppers Seminyak. This research was conducted at Peppers Seminyak. The number of samples of this study were 143 respondents. The method of determining the sample using proportional random sampling. Data collection was done through interview and questionnaire distribution. Research data meets the requirement of instrument test by using multiple linear regression analysis technique which shows that job stress and work insecurity have positive and significant effect to intense out. Based on the results of research can be suggested that for the company is expected to pay attention to his work by suppressing the level of work stress and job insecurity in order to change the mindset of employees, create regulations that benefit both parties both the company and the employee and expected to be able to balance the workload with capacity employee's work.
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Urbanaviciute, Ieva, Shagini Udayar, Christian Maggiori und Jérôme Rossier. „Precariousness Profile and Career Adaptability as Determinants of Job Insecurity: A Three-Wave Study“. Journal of Career Development 47, Nr. 2 (13.08.2018): 146–61. http://dx.doi.org/10.1177/0894845318791777.
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The present study compares the mean levels and growth in job insecurity across employees’ precariousness profiles as defined by a combination of perceived employability and financial difficulties. Drawing on the labor market precariousness and workplace stress literature, we hypothesized that employees with the most precarious profile would report elevated levels of job insecurity followed by a growth trend. Moreover, career adaptability was expected to act as a resource for counteracting job insecurity. The study was based on three waves of a longitudinal “Professional Paths” survey (National Centre of Competence in Research LIVES) conducted in Switzerland. The data of 799 professionally active adults were analyzed using latent growth modeling. In line with our hypothesis, the findings showed the highest levels of job insecurity and the most pronounced growth trend among employees with the precarious profile. Interestingly, different career adaptability facets played differing roles in predicting job insecurity, potentially revealing some of its under-researched aspects.
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Benson, Wendi L., Tahira M. Probst, Lixin Jiang, Kristine J. Olson und Maja Graso. „Insecurity in the Ivory Tower: Direct and indirect effects of pay stagnation and job insecurity on faculty performance“. Economic and Industrial Democracy 41, Nr. 3 (13.11.2017): 693–708. http://dx.doi.org/10.1177/0143831x17734297.
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Despite unprecedented cuts to public funding of state universities, little research has examined economic stressors in academia. This study addresses this gap in research by examining the direct and indirect relationships of pay stagnation and job insecurity to performance among a sample of 355 faculty members from a public university in the United States undergoing major budget cuts. In line with job stress and psychological contract breach theories, among tenured faculty, both job insecurity and pay stagnation were indirectly related to lower performance via job satisfaction. Among non-tenured faculty, only pay stagnation had a significant adverse relationship with job satisfaction. Given the difficulty of guaranteed job security or pay raises during times of austerity, organizational interventions designed to improve job satisfaction may be more efficacious. Such interventions might help ameliorate the negative impact of economic stressors on the performance of tenured faculty.
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Kim, Donghui. „A Study on Relationship between Job insecurity of Travel agent’s Employee, Job stress and Turnover intention : Mediating Job stress“. Journal of Tourism Management Research 24, Nr. 4 (31.07.2020): 39–55. http://dx.doi.org/10.18604/tmro.2020.24.4.3.
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Sarwar, Aisha, Usman Maqsood und Bahaudin G. Mujtaba. „Impact of Job Insecurity due to COVID-19 on the Psychological Wellbeing and Resiliency of Food Delivery Personnel“. International Journal of Human Resource Studies 11, Nr. 1 (17.12.2020): 24. http://dx.doi.org/10.5296/ijhrs.v11i1.18075.
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This study examines when and why job insecurity due to COVID-19 leads to decreased well-being in hotel (restaurant) delivery personnel. It also examines resiliency as a moderator between job insecurity and employee anxiety. Data was collected in time lags from 253 respondents of food delivery personnel in hotel restaurants. The findings suggest that job insecurity due to COVID-19 decreased an employee’s well-being via financial stress. Moreover, resiliency played a buffering role in mitigating the damaging impact of job insecurity on fanatical stress. Theoretical and practical implications are included in this paper. COVID-19 is considered as most devastating and fatal diseases of this century since it is negatively impacting many industries, including hotels and restaurants. While some researchers have reflected upon the nature of this disease, the arrival of possible vaccine and economic outcomes, the employees’ psychological outcomes are largely ignored areas of research. Hence, this study attempts to fill this gap by adding relevant knowledge to the field. This study contributes to literature in various ways. Firstly, this study proposes and measures employees’ job insecurity due to infectious disease COVID-19 in hotels. Secondly, anxiety is measured as a mechanism to explain the relationship between perceived job insecurity and employees’ psychological well-being.Thirdly, this study proposes and empirically tests the factors which may decrease employees’ well-being during the outbreak of a COVID-19 pandemic. Fourthly, this study examines employees’ personality trait of resiliency as a buffering factor between job insecurity and employee anxiety. Finally, this research validates the conservation of resources theory in terms of external stressor and personal resource in the form of resiliency. Hence this study is a timely response against the current coronavirus pandemic to expand the scope in domain of mental health specifically among hotel employees to provide insights to practitioners. The objective of this paper is to examine the impact of job insecurity on mental health of hotel employees and to recommend a few avenues for practitioners to mitigate its devastating effects.
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Ibrahim, Isra Dewi Kuntary, Raden Bagus Faizal Irany Sidharta und Mohammad Najib Rodhi. „Hubungan Antara Job Insecurity Terhadap Stres Karyawan Pelaku Pariwisata Perhotelan Akibat Dampak Pandemi Covid-19 (Studi Pada Karyawan Golden Palace Hotel Lombok)“. Jurnal Manajemen dan Keuangan 9, Nr. 2 (02.12.2020): 223–37. http://dx.doi.org/10.33059/jmk.v9i2.2627.
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Penelitian ini bertujuan untuk melihat pengaruh secara signifikan Antara Job Insecurity Terhadap Stres Karyawan Pelaku Pariwisata Perhotelan Akibat Dampak Pandemi Covid-19 (Studi Pada Karyawan Golden Palace Hotel Lombok). Pengumpulan data menggunakan metode penentuan sampel adalah Non Probability Sampling yaitu sampling aksidental dengan total kuesioner yang terkumpul 85 orang. Metode penentuan sampel adalah Non Probability Sampling yaitu Sampling aksidental. Analisis dan pengujian hipotesis menggunakan Partial Least Square (PLS) dengan instrument penelitian menggunakan kuesioner melalui google form secara online. Hasil penelitian menunjukkan bahwa terdapat pengaruh positif dan signifikan job insecurity terhadap stres karyawan pelaku pariwisata perhotelan akibat dampak pandemi Covid-19. Pihak manajemen Golden Palace Hotel Lombok diharapkan dapat memperhatikan hasil dari penelitian ini khususnya berkaitan dengan job insecurity dengan tingkat sedang menurut penilaian responden pada masa pandemi ini, agar karyawan dapat tetap merasa aman dan tidak khawatir atas keberlanjutan karirnya. Diharapkan pula bagi pihak manajemen untuk mengelola stress karyawan agar selalu memberikan kinerja terbaiknya untuk perusahaan.
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Burchell, Brendan. „A Temporal Comparison of the Effects of Unemployment and Job Insecurity on Wellbeing“. Sociological Research Online 16, Nr. 1 (Februar 2011): 66–78. http://dx.doi.org/10.5153/sro.2277.
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Analyses of individuals’ working lives make a variety of assumptions about the relationship between time, wellbeing and economic stress. Some assume that stress will accumulate in adverse environments, leading to chronic effects of, for instance, long-term unemployment or job insecurity. Other studies emphasize the acute effects of changes per se, and assume adaptation. This paper examines how employees respond both to acute and chronic job insecurity. This paper will use two datasets. The first is from a survey of over 300 UK employees employed in 26 companies; this dataset included both qualitative and quantitative data, at both employer and employee levels. The second dataset consisted of longitudinal data from the British Household Panel Survey. It was found that the unexpected announcement of job insecurity can cause a sudden and marked spike in psychological symptoms. Looking at longer-term effect for prolonged periods of job insecurity, wellbeing (i.e. symptoms of anxiety and depression) continues to deteriorate for at least a year, with no sign of leveling off or recovery. This is in contrast to the findings on long-term unemployment, where there is evidence of adaptation and slight improvements in psychological wellbeing after six months. The reasons for these opposing patterns between job insecurity and unemployment are discussed in terms of the challenge for individuals attempting to cope with perceived future uncertainty during the prolonged recovery from the current recession.
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Siu, Oi Ling, Cary L. Cooper, Lara C. Roll und Carol Lo. „Occupational Stress and Its Economic Cost in Hong Kong: The Role of Positive Emotions“. International Journal of Environmental Research and Public Health 17, Nr. 22 (19.11.2020): 8601. http://dx.doi.org/10.3390/ijerph17228601.
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There has been less research on the costs of occupational stress attributed to certain job stressors in Chinese contexts. This study identified and validated common job stressors and estimated the economic cost in Hong Kong. The role of positive emotions in alleviating the economic costs of job stressors was also examined. Both qualitative and quantitative approaches were adopted. The findings obtained from five focus group discussions and a survey validated five common job stressors: Job insecurity; quantitative workload; organizational constraints; interpersonal conflicts; and work/home interface. A total of 2511 employees were surveyed, with 2032 valid questionnaires returned (925 males, 1104 females, and 3 unidentified, whose ages ranged from 18 to 70 years). The economic costs were estimated by combining the costs of absenteeism, presenteeism, and medical expenses. Absenteeism mainly caused by job stressors of the work/home interface, job insecurity, and quantitative workload accounted for an annual economic cost of HK$550 million to HK$860 million. The annual economic cost due to presenteeism mainly caused by job stressors of job insecurity, interpersonal conflict, quantitative workload, and organizational constraints ranged from HK$1.373 billion to HK$2.146 billion. The cost of medical treatments associated with occupational stress was HK$2.889 billion to HK$4.083 billion. Therefore, the total annual economic cost of occupational stress was approximately HK$4.81 billion to HK$7.09 billion. Positive emotions, representing a less explored individual factor in the cost of occupational stress studies, was found to be negatively correlated with presenteeism and buffered the negative impact of job stressors on absenteeism. The theoretical contributions and practical implications of findings are discussed.
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Purba, Theresia Meirosa, und P. Tommy Y. S. Suyasa. „PENGARUH RASA TIDAK AMAN BEKERJA TERHADAP SUBJECTIVE WELL-BEING DAN KUALITAS TIDUR DENGAN JOB EMBEDDEDNESS SEBAGAI MODERATOR“. Jurnal Muara Ilmu Sosial, Humaniora, dan Seni 3, Nr. 1 (06.04.2019): 84. http://dx.doi.org/10.24912/jmishumsen.v3i1.3556.
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Perubahan adalah suatu hal yang tidak terelakkan. Perubahan yang terjadi dalam organisasi bahkan disebut dapat menjadi salah satu sumber stress pada karyawan. Adanya gejala stress yang dialami karyawan tampak dari rasa tidak aman mengenai masa depan ataupun kelanjutan pekerjaannya. Bahkan rasa tidak aman bekerja diprediksi dapat berpengaruh terhadap kondisi emosi dan kualitas tidur karyawan. Dengan mengembangkan penelitian terdahulu, penelitian ini bertujuan mengidentifikasi pengaruh dari rasa tidak aman bekerja terhadap subjective well-being dan kualitas tidur pada karyawan Perusahaan X, dengan job embeddedness sebagai variabel moderator. Sebagai suatu gejala stress, rasa tidak aman bekerja (job insecurity) diartikan sebagai ancaman kehilangan pekerjaan yang dirasakan individu serta rasa khawatir yang berkaitan dengan ancaman tersebut. Dampak dari rasa tidak aman tersebut tampak pada subjective well-being yang diartikan sebagai penilaian keseluruhan individu terhadap pengalaman emosional, serta tampak pula pada kualitas tidur, yaitu aspek kuantitatif dan subyektif dari pengalaman tidur individu. Job embeddedness sebagai moderator didefinisikan sebagai faktor-faktor yang mempengaruhi keputusan seseorang untuk bertahan pada pekerjaan dan organisasi atau perusahaan. Penelitian ini berbentuk studi kuantitatif non-eksperimental dengan melibatkan 110 karyawan tetap dari Perusahaan X. Pengambilan data dilakukan melalui metode survey dengan menyebarkan e-form. Kemudian data dianalisis dengan metode regresi linear melalui program SPSS 24.0. dan menunjukkan hasil di mana secara umum job embeddedness tidak menunjukkan peran sebagai moderator pada pengaruh dari rasa tidak aman bekerja terhadap subjective well-being maupun kualitas tidur. Namun demikian, job embeddedness pada level tertentu akan menunjukkan peran sebagai moderator. Change is inevitable Changes that occur in an organization might even be a stressor for employees. One symptom of stress experienced by employees is the insecurity about the future or the continuation of their employment. This feeling of work insecurity is predicted to affect the emotional condition and quality of sleep of employees. By improving on previous research, this study aims to identify the effect of work insecurity on subjective well-being and sleep quality in Company X employees, with job embeddedness as a moderating variable. As a symptom of stress, job insecurity is defined as the threat of job loss felt by individuals as well as the worry associated with said threat. The impact of insecurity on subjective well-being is defined as an overall individual assessment of emotional experience, which is reflected on the quality of sleep, namely the quantitative and subjective aspects of individual sleep experience. Job embeddedness as the moderator is defined as the factors that influence a person's decision to stay with the job and organization or company. This research is a non-experimental quantitative study involving 110 employees from Company X. Data was collected through a survey by distributing e-forms. Then, the data were analyzed using linear regression method on SPSS 24.0. which shows that, in general, job embeddedness does not serve as moderator of the influence of work insecurity on subjective well-being and sleep quality. However, job embeddedness, at a certain level serves as moderator.
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Knežević, Jasmina, und Tatjana Krstić. „The role of basic psychological needs in the perception of job insecurity“. Archives of Industrial Hygiene and Toxicology 70, Nr. 1 (01.03.2019): 54–59. http://dx.doi.org/10.2478/aiht-2019-70-3156.
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AbstractThe aim of this study was to investigate whether satisfied basic psychological needs reduce the perception of threat generated by job insecurity, defined as self-assessment of the availability of the working role to its performers in the foreseeable future. The study included 310 participants employed in 24 companies, who completed the Perception of Job Insecurity Scale and Need Satisfaction Scale. The hypotheses were tested with multiple regression analyses. The results point to the importance of two basic needs – Autonomy and Competence – as factors that reduce the level of perceived job insecurity. This study broadens the understanding of personality resources as factors that moderate the perception of job insecurity and confirms the self-determination theory in the organisational context. Satisfying the needs for autonomy and competence can serve as a basis for interventions aimed at strengthening resilience to stress in employees.
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Çetin, Cemile, und Murat Çolak. „Job Insecurity and Burnout among Teachers in Turkey“. International Journal of Human Resource Studies 10, Nr. 2 (18.05.2020): 197. http://dx.doi.org/10.5296/ijhrs.v10i2.17053.
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In personal perceptions and evaluations, job insecurity is one of the facts that threaten employment and assurance to stay at work as a result of the ever-changing conditions of working life beyond finding a job. The negative results of the processes that cannot be coped with in the working life also constitute burnout. Like job insecurity, burnout emerges as a multi-dimensional and chronic response of personalized and failed efforts to manage various negative stress conditions. The purpose of this study is to examine the relationship between job insecurity and burnout. The hypothesis of the research was tested on 224 teachers working in the public sector. In addition, the sample group was asked if they had experienced unemployment and life changes that occurred when they experienced unemployment were also determined. The results of the study confirmed the relationship between job insecurity and burnout and revealed that teachers were less affected by burnout as their employability increased.
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Nauman, Shazia, Connie Zheng und Saima Naseer. „Job insecurity and work–family conflict“. International Journal of Conflict Management 31, Nr. 5 (09.03.2020): 729–51. http://dx.doi.org/10.1108/ijcma-09-2019-0159.
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Purpose Drawing on conservation of resources theory, this study aims to investigate the processes underlying the linkages between job insecurity (JI) and work–family conflict (WFC) from a stress perspective, focusing on the mediating role of subordinates' work withdrawal (WW) and emotional exhaustion (EE). Specifically, the authors tested two distinct mediating mechanisms, namely, WW and EE that have received less attention in testing the JI and WFC linkage. The authors also tested the variable of perceived organizational justice (POJ) to moderate these relationships. Design/methodology/approach Survey data collected at Time 1 and Time 2 included 206 professionals from different occupational sectors. The authors study independent variable (i.e. JI), moderator (POJ) and mediator (WW) were measured at Time-1, whereas the other mediator (EE) and outcome (WFC) were tapped by the same respondent at Time-2 with a time interval of one month between them. Findings The findings suggest that subordinates’ EE and WW mediate the relationship between JI and WFC. Further, the authors found that EE is a relatively more effective mechanism than WW in explaining how and why JI translates into WFC. The results of the moderated mediation analysis revealed that the indirect effect of JI on WFC is strengthened when POJ is low. Practical implications JI has adverse consequences on the employees’ well-being and a cost to the organization in terms of WW. HR and top management should anticipate the negative influence of WW and EE and should focus on nurturing positive work–family climates to help reduce WFCs. Managers should give employees opportunities for participation and foster a climate of fairness in the organization to mitigate the harmful consequences of JI. Originality/value This study contributes to the employees’ burnout, counter work behavior and the WFC literature. By introducing EE and WW as underlying mechanisms and identifying POJ as a work contextual variable to explain the JI – WFC relationship, the authors extend the nomological network of JI. The authors respond to the calls by prior researchers as little research has examined how perceived fairness (unfairness) can induce WFC.
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Nikolova, Irina, Beatrice Van der Heijden, Lena Låstad und Guy Notelaers. „The “silent assassin” in your organization? Can job insecurity climate erode the beneficial effect of a high-quality leader-member exchange?“ Personnel Review 47, Nr. 6 (03.09.2018): 1174–93. http://dx.doi.org/10.1108/pr-09-2017-0266.
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Purpose The purpose of this paper is to examine the possible role of job insecurity climate as a moderator in the relationship between leader–member exchange (LMX) and organizational citizenship behaviors (OCBs). Design/methodology/approach Questionnaire data were collected from 466 employees working in 14 organizations from both the private and public sector. Following the core tenets of social exchange theory and occupational stress theories, the authors argue that ideally job insecurity is studied as a climate-level construct, given the fact that intra-group social exchange processes strongly influence the formation of employee perceptions about specific aspects of their work context (e.g. job insecurity). Findings In line with one of the hypotheses, multi-level analyses revealed that LMX is significantly and positively related to OCBs. In addition, the authors found support for a negative moderation effect, such that LMX has a less strongly positive relationship with extra-role behaviors that are beneficial to the organization when job insecurity climate is high. Originality/value The study contributes to the limited empirical scholarly research on job insecurity climate and its correlates. Management and HR professionals in working organizations are advised to focus on preventive measures (e.g. to invest in the professional development of their employees, that is focus on employability enhancement, in order to reduce job insecurity) as well as on participation-based interventions.
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Oh, Meeyoung. „The Impacts of Broadcasting Staff's Role Stress, Job Insecurity, Self-efficacy on Job Engagement“. Journal of the Korea Contents Association 16, Nr. 5 (28.05.2016): 449–62. http://dx.doi.org/10.5392/jkca.2016.16.05.449.
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Wulandari, Faiqoh Riski, und Dani Rizana. „Pengaruh Job Insecurity dan Stres Kerja Terhadap Turnover Intention dengan Ketidakpuasan Kerja sebagai Variabel Intervening“. Jurnal Ilmiah Mahasiswa Manajemen, Bisnis dan Akuntansi (JIMMBA) 2, Nr. 3 (30.06.2020): 323–30. http://dx.doi.org/10.32639/jimmba.v2i3.481.
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Penelitian ini bertujuan untuk mengetahui pengaruh job insecurity dan stress kerja terhadap turnover intention dengan ketidakpuasan kerja sebagai variabel intervening pada karyawan PT. MNC Sky Vision Tbk Kebumen. Analisis data yang digunakan adalah uji instrumen validitas dan reabilitas, uji asumsi klasik, sobel tes, analisis jalur, uji hipotesis, dan analisis korelasi. Hasil pengujian dan analusa data yang dilakukan dengan menggunakan bantuan Software SPSS 23.0 for Wimdows. Hasil dari penelitian ini menunjukan bahwa seluruh item setiap variabel dinyatakan valud dan reliabel. Kedua model struktural memenuhi kriteria uji assumsi klasik dengan tidak terdapat multikolonieritas, tidak terjadi heterokedastisitas, dan memenuhi asumsi normalitas. Berdasarkan hasil analisis dari uji t ini menunjukan bahwa job insecurity berpengaruh secara positif dan signifikan terhadap ketidakpuasan kerja tetapi tidak berpengaruh positif dan signifikan terhadap turnover intention. Stress kerja berpengaruh secara positif dan signifikan terhadap ketidakpuasan kerja tetapi tidak berpengaruh positif dan signifikan terhadap turnover intention. Ketidakpuasan kerja berpengaruh secara positif dan signifikan terhadap turnover intention. Ketidakpuasan kerja tidak dapat memediasi pengaruh dari job insecurity terhadap turnover intention tetapi dapat memediasi pengaruh dari stress kerja terhadap turnover intention.
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Darvishmotevali, Mahlagha, Huseyin Arasli und Hasan Kilic. „Effect of job insecurity on frontline employee’s performance“. International Journal of Contemporary Hospitality Management 29, Nr. 6 (12.06.2017): 1724–44. http://dx.doi.org/10.1108/ijchm-12-2015-0683.
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Purpose The aim of this paper is to extend the knowledge of the link between job insecurity and job performance by exploring potential mediating mechanism of psychological strains and moderation role of psychological advantages on the mentioned relationship in the hospitality industry. Design/methodology/approach A sample of 288 frontline employees from five and four star hotels in north Cyprus was selected through judgmental sampling. Structural equation modeling was used to investigate the research model, and hierarchal multiple regression was used to test forwarded hypotheses. Findings The results showed that Job Insecurity mitigates Job Performance. The results further suggested that anxiety, as a psychological strain, mediates the effect of job insecurity on job performance. Additionally, psychological advantages (supervisor support and intrinsic motivation) play a crucial role as a delimiter against the negative effect of job insecurity on job performance. Research limitations/implications Hotel managers need to establish and communicate transparent human resource polices including, win-win-based employee contracts, fair selection, placement, appraisal, compensation, reward and similar human resource systems within hotels. Empowering and developing relations skills between supervisors and employees by providing continued training programs are vital for minimizing organizational stress and anxiety from job insecurity. Keeping in mind high employee turnover rates in the industry and its considerable costs, especially intrinsically motivated employees willing to work long hours should be selected in those organizations. Additionally, buddy-buddy approach in mentoring can be used by well-selected senior employees to help new employees socialize, improve their performance via social support and retain them in the end. By implication, lacking time lag is considered as the limitation. Originality/value Empirical research relating to the psychological strains and leverages of job insecurity is sparse in the hospitality industry. Based on job demand-resource and conservation of resource theories, the present research aimed to fill this gap.
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Stankevičiūtė, Živilė, Eglė Staniškienė und Joana Ramanauskaitė. „The Impact of Job Insecurity on Employee Happiness at Work: A Case of Robotised Production Line Operators in Furniture Industry in Lithuania“. Sustainability 13, Nr. 3 (02.02.2021): 1563. http://dx.doi.org/10.3390/su13031563.
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As a result of intensive robotisation over the past decade, employees have been constantly experiencing job insecurity, a term which refers to the perceived threat of job loss and the worries related to this threat. Previous studies have supported the detrimental effect of job insecurity on employees; however, the focus on happiness at work is still missing, despite the notion that a happy employee is essentially contributing to sustainable business performance. Trying to narrow the gap, the paper aims at revealing the linkage between job insecurity and happiness at work and its dimensions, namely job satisfaction, affective organisational commitment, and work engagement. Building on the hindrance stressor dimension of the stress model, and conservation of resources and psychological contract theories, the paper claims that a negative relationship exists between the constructs. Quantitative data were collected in a survey of robotised production line operators working in the furniture sector in Lithuania. As predicted, the results revealed that job insecurity had a negative impact on happiness at work as a higher-order construct and all of its dimensions. This finding should be taken seriously by organisations creating a robotised production environment while striving for sustainability.
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Chirumbolo, Antonio, Antonino Callea und Flavio Urbini. „Job insecurity and performance in public and private sectors: a moderated mediation model“. Journal of Organizational Effectiveness: People and Performance 7, Nr. 2 (01.06.2020): 237–53. http://dx.doi.org/10.1108/joepp-02-2020-0021.
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PurposeThe purpose of this study was to extend our knowledge of the relationship between quantitative and qualitative job insecurity and performance. On the basis of stress theories, we hypothesised that qualitative job insecurity (QLJI) would mediate the negative effect of quantitative job insecurity (QTJI) on two different indicators of performance: task performance (TP) and counterproductive work behaviours (CPWBs). In addition, the authors hypothesised that the effect of QTJI on QLJI would be moderated by the economic sector (public vs private) in which employees worked. Therefore, the authors empirically tested a moderated mediation model via PROCESS.Design/methodology/approachParticipants were 431 employees from various Italian organisations. Data were collected using a self-report questionnaire measuring QTJI, QLJI, TP and CPWBs.FindingsThe results indicated that economic sector moderated the relationship between quantitative and QLJI. Both quantitative and QLJI were related to performance outcomes. Furthermore, QLJI mediated the effect of QTJI on TP and CPWB. However, this mediation was particularly apparent among employees in the private sector, supporting our hypothesised moderated mediation model.Practical implicationsThe results suggest that managers of private and public organisations need to apply different policies to reduce the impact of job insecurity on CPWBs and increase the TP of their employees.Originality/valueThis study attempted to examine the job insecurity–performance relationship in more depth. For the first time, the effects of both job insecurity dimensions on performance were simultaneously investigated, with economic sector as a moderator and QLJI as a mediator.
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Yoo, Yong-Jun, Woo-Man Lee und Koo-In Jung. „The Effect Influencing on Stress from Jobs by Job Insecurity as Youth Soccer directors“. Journal of the Korean society for Wellness 11, Nr. 1 (29.02.2016): 43. http://dx.doi.org/10.21097/ksw.2016.02.11.1.43.
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McIntyre, Lynn, Aaron C. Bartoo und JC Herbert Emery. „When working is not enough: food insecurity in the Canadian labour force“. Public Health Nutrition 17, Nr. 1 (10.09.2012): 49–57. http://dx.doi.org/10.1017/s1368980012004053.
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AbstractObjectiveFood insecurity, lack of access to food due to financial constraints, is highly associated with poor health outcomes. Households dependent on social assistance are at increased risk of experiencing food insecurity, but food insecurity has also been reported in households reporting their main source of income from employment/wages (working households). The objective of the present study was to examine the correlates of food insecurity among households reliant on employment income.DesignWorking households reporting food insecurity were studied through analysis of the Canadian Community Health Survey, 2007–2008, employing descriptive statistics and logistic regression. Food insecurity was measured using the Household Food Security Survey Module; all provinces participated.SettingCanada.SubjectsCanadian households where main income was derived through labour force participation. Social assistance recipients were excluded.ResultsFor the period 2007–2008, 4 % of working households reported food insecurity. Canadian households reliant on primary earners with less education and lower incomes were significantly more likely to experience food insecurity; these differences were accentuated across some industry sectors. Residence in Quebec was protective. Working households experiencing food insecurity were more likely to include earners reporting multiples jobs and higher job stress. Visible minority workers with comparable education levels experienced higher rates of food insecurity than European-origin workers.ConclusionsReliance on employment income does not eliminate food insecurity for a significant proportion of households, and disproportionately so for households with racialized minority workers. Increases in work stress may increase the susceptibility to poor health outcomes of workers residing in households reporting food insecurity.
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Muala, Imad Al. „Job Stress in Journalism: Interaction between Organisational Support and Job Demands–Resources Model“. Journal of Management and Sustainability 7, Nr. 4 (30.11.2017): 150. http://dx.doi.org/10.5539/jms.v7n4p150.
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This study aims to analyse the impact of job demands and job resources on job stress among journalists in Jordan. In addition, the moderation effect of organisational support on such relationship is assessed in this research. A questionnaire survey was conducted among journalists working in daily newspapers in Jordan. This study used multiple and hierarchical regression analyses and determined a significant and positive relationship amongst emotional demands, job insecurity, and task significance on job stress. Additionally, organisational support moderated the relationship between task significance and job stress. Results of study revealed that the organisational support moderates the relationship between task significance and job stress. This finding could challenge journalists, newspaper managements and decision-makers in Jordan. When journalists work on sensitive topics and are in conflict areas, they are in need of additional support from newspaper managements to mitigate high job stress and motivate them to produce quality work.
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Shuey, Kim M., Catherine Gordon und Julie A. McMullin. „“It’s the Lack of Structure that’s Causing the Problem”: Managerial Competence, the Treatment of Workers, and Job Stress in Precarious Firms“. Social Currents 5, Nr. 3 (02.11.2017): 264–82. http://dx.doi.org/10.1177/2329496517734572.
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In this study, we use Hodson’s concept of Management Citizenship Behavior (MCB) and a case study research design of 16 small Canadian information technology (IT) firms to examine the interrelationship between insecure work environments, management behavior, and job stress within the context of the organizations. Within the study firms, the presence of MCB in the form of competent and respectful management was associated with a positive work environment and less job stress. The relationship between insecurity and stressful work environments was less straightforward and could only be understood in combination with MCB. Findings suggest that management behavior may moderate the relationship between precarious employment and stress, particularly within the context of small firms in a sector that is an important exemplar of work in the new economy. Competent and respectful management practices may alleviate the stress associated with job insecurity within precarious firms, and in contrast, their absence may create a pervasive culture of stress even within stable firms. Results indicate the importance of studying the organizational context established by the actions of owners and managers and suggest that good management can create healthier work environments even within the context of otherwise harmful job conditions.
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Giunchi, Marianna, Federica Emanuel, Maria José Chambel und Chiara Ghislieri. „Job insecurity, workload and job exhaustion in temporary agency workers (TAWs)“. Career Development International 21, Nr. 1 (08.02.2016): 3–18. http://dx.doi.org/10.1108/cdi-07-2015-0103.
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Purpose – Different studies underline that perceived job insecurity (PJI) has negative consequences at both individual and organisational level. Some authors investigated PJI in temporary agency workers (TAWs) but these studies did not focus on specific countries and did not discuss the relationship with job exhaustion. Other researchers explored gender differences in PJI and found different results; some investigated differences in PJI perception and others its relationship with the outcome of stress or well-being. The purpose of this paper is to inquire about the effects of PJI (as a demanding condition) on job exhaustion, considering the mediation role of workload and exploring differences between male and female TAWs. Design/methodology/approach – This research involved 474 Portuguese TAWs (209 men, 265 women). Data were collected through a self-report questionnaire; data analyses were performed using IBM Spss Statistics 22 for descriptive statistics, correlations and t-test; Mplus7 was used to estimate a multi-group structural equation model and to test the mediation. Findings – The results confirmed that workload is a mediator and indicated gender differences in how PJI relates to workload and job exhaustion in TAWs. In fact, the mediation of workload in the relationship between PJI and job exhaustion was partial in men and total in women: in the women group the direct effect of PJI on job exhaustion is not significant, and the indirect effect mediated by workload is significant; in the men group both direct and indirect effects are significant. Originality/value – This paper contributes to extend the research on job insecurity of TAWs in a specific national context and highlights gender differences in the relationship between PJI and job exhaustion.
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Keramat, Syed Afroz, Khorshed Alam, Jeff Gow und Stuart J. H. Biddle. „Job-Related Characteristics and Obesity in Australian Employees: Evidence From a Longitudinal Nationally Representative Sample“. American Journal of Health Promotion 34, Nr. 7 (27.01.2020): 729–39. http://dx.doi.org/10.1177/0890117119901093.
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Objective: This study aimed to examine the longitudinal association between 9 job-related characteristics and obesity among Australian employees using a nationally representative sample. Design: Longitudinal research design. Setting: Workplace. Participants: This study was conducted by pooling 2 cross-sectional surveys of nationally representative longitudinal data collected across 2-time points in 2013 and 2017. This study limited the sample to current employees aged 15 to 64 years. The total number of observation included in the analysis is 16 980 of 11 521 employees. Measures: The outcome variable is weight status and the main exposure variables are 9 job-related characteristics (work hours per week, work schedule, job type, employment contract type, firm size, supervisory responsibility, paid sick leave, self-perceived job stress, and self-perceived job insecurity). Generalized estimating equation logistic regression was employed to explore the association between job-related characteristics and obesity. Results: This study found that 59% of Australian employees were either overweight or obese. Employees working more than 40 hours per week were 1.11 times (odds ratio [OR]: 1.11, 95% confidence interval [CI]: 1.03-1.21) and 1.07 times (OR: 1.07, 95% CI: 1.01-1.13) more prone to become overweight and obese, respectively, compared to their counterparts who work 31 to 40 hours per week. The study also revealed that self-perceived job insecurity was positively associated with obesity (OR: 1.03, 95% CI: 1.02-1.04). However, this study did not find evidence that work schedule, job type, employment contract, firm size, supervisory role, paid sick leave, and self-perceived job stress were associated with obesity. Conclusions: Working more than 40 hours per week and self-perceived job insecurity were significantly associated with obesity among Australian employees. A better understanding of why prolonged work hours and self-perceived job insecurity are associated with obesity may help policy makers to implement workplace wellness policies and for employers to take measures to tackle the obesity problem of their employees.
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Yaşlıoğlu, Murat, Ali Özgür Karagülle und Muhtesem Baran. „An Empirical Research on the Relationship between Job Insecurity, Job Related Stress and Job Satisfaction in Logistics Industry“. Procedia - Social and Behavioral Sciences 99 (November 2013): 332–38. http://dx.doi.org/10.1016/j.sbspro.2013.10.501.
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Roll, Lara Christina, Oi-ling Siu, Simon Y. W. Li und Hans De Witte. „Human Error: The Impact of Job Insecurity on Attention-Related Cognitive Errors and Error Detection“. International Journal of Environmental Research and Public Health 16, Nr. 13 (08.07.2019): 2427. http://dx.doi.org/10.3390/ijerph16132427.
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(1) Background: Work-related stress is a major contributor to human error. One significant workplace stressor is job insecurity, which has been linked to an increased likelihood of experiencing burnout. This, in turn, might affect human error, specifically attention-related cognitive errors (ARCES) and the ability to detect errors. ARCES can be costly for organizations and pose a safety risk. Equally detrimental effects can be caused by failure to detect errors before they can cause harm. (2) Methods: We gathered self-report and behavioral data from 148 employees working in educational, financial and medical sectors in China. We designed and piloted an error detection task in which employees had to compare fictitious customer orders to deliveries of an online shop. We tested for indirect effects using the PROCESS macro with bootstrapping (3) Results: Our findings confirmed indirect effects of job insecurity on both ARCES and the ability to detect errors via burnout. (4) Conclusions: The present research shows that job insecurity influences making and detecting errors through its relationship with burnout. These findings suggest that job insecurity could increase the likelihood for human error with potential implications for employees’ safety and the safety of others.
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Nella, Dimitra, Efharis Panagopoulou, Nikiforos Galanis, Anthony Montgomery und Alexis Benos. „Consequences of Job Insecurity on the Psychological and Physical Health of Greek Civil Servants“. BioMed Research International 2015 (2015): 1–8. http://dx.doi.org/10.1155/2015/673623.
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The aim of this study was to estimate the short term consequences of job insecurity associated with a newly introduced mobility framework in Greece. In specific, the study examined the impact of job insecurity on anxiety, depression, and psychosomatic and musculoskeletal symptoms, two months after the announcement of the mobility framework. In addition the study also examined the “spill over” effects of job insecurity on employees not directly affected by the mobility framework. Personal interviews using a structured questionnaire were conducted for 36 university administrative employees awaiting repositioning, 36 coworkers not at risk, and 28 administrative employees of a local hospital not at risk. Compared to both control groups the employees in the anticipation phase of labor mobility had significantly worse scores for perceived stress, anxiety, depression, positive affect, negative affect, social support, marital discord, common somatic symptoms, and frequency of musculoskeletal pain. This study highlights the immediate detrimental effects of job insecurity on the physical, psychological, and social functioning of employees. There is a need for the development of front line interventions to prevent these effects from developing into chronic conditions with considerable cost for the individual and society in general.