Relevant bibliographies by topics / Stress and job insecurity

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
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Academic literature on the topic 'Stress and job insecurity'

Author: Grafiati
Published: 25 June 2021
Last updated: 9 February 2022

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Journal articles on the topic "Stress and job insecurity"

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Gaunt, Ruth, and Orly Benjamin. "JOB INSECURITY, STRESS AND GENDER." Community, Work & Family 10, no. 3 (August 2007): 341–55. http://dx.doi.org/10.1080/13668800701456336.

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Won, YongJae, and Jinkook Tak. "The effect of Organizational change on job stress." Korean Journal of Industrial and Organizational Psychology 30, no. 4 (November 30, 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, and Adang Hambali. "Peran Hardiness sebagai Moderator dalam Pengaruh Job Insecurity terhadap Job Stress." Psympathic : Jurnal Ilmiah Psikologi 8, no. 1 (July 3, 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, no. 20 (October 16, 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, and S. Rothmann. "Job insecurity and the emotional and behavioural consequences thereof." South African Journal of Business Management 44, no. 1 (March 30, 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, and IJK Sito Meiyanto. "Peran Job Insecurity terhadap Stres Kerja dengan Moderator Religiusitas." Gadjah Mada Journal of Psychology (GamaJoP) 3, no. 1 (January 4, 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, and 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, no. 21 (October 26, 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, and Xiaowen Hu. "Can Gossip Buffer the Effect of Job Insecurity on Workplace Friendships?" International Journal of Environmental Research and Public Health 16, no. 7 (April 10, 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, and 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, no. 2 (July 28, 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, and Anita Dunkl. "Moderating Effects between Job Insecurity and Intention to Quit in Samples of Slovene and Austrian Workers." Naše gospodarstvo/Our economy 63, no. 1 (March 1, 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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Dissertations / Theses on the topic "Stress and job insecurity"

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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, and 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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Books on the topic "Stress and job insecurity"

1

Humphrey, James Harry. Job stress. Boston: Allyn & Bacon, 1998.

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David, Smith. Job insecurity vs labour market flexibility. London: Social Market Foundation, 1997.

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Benito, Andrew. Does job insecurity affect household consumption? London: Bank of England, 2004.

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Murphy, Lawrence R., Joseph J. Hurrell, Steven L. Sauter, and Gwendolyn Puryear Keita, eds. Job stress interventions. Washington: American Psychological Association, 1995. http://dx.doi.org/10.1037/10183-000.

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Tangri, Ravi. Stress costs, stress cures. Victoria, B.C: Trafford, 2003.

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Weiss, Donald H. Managing stress. New York, NY: AMACOM, 1987.

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Burchell, Brendan. The unequal distribution of job insecurity, 1966-1986. Cambridge: ESRC Centre for Business Research, University of Cambridge, 1998.

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Reducing stress. Bolton, Ont: Fenn Publishing, 1998.

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Mathews, Sue. Managing stress. London: FT Pitman, 1997.

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Congress, Trades Union. All in the mind?: Job insecurity in Britain today. London: Trades Union Congress, 1996.

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Book chapters on the topic "Stress and job insecurity"

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Morgan, Philip I. "Job Stress." In Management in Health Care, 306–22. London: Macmillan Education UK, 1994. http://dx.doi.org/10.1007/978-1-349-23156-0_19.

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Dagam, Jeannette, and Delaney Smith. "Job Stress." In Encyclopedia of Immigrant Health, 970–73. New York, NY: Springer New York, 2012. http://dx.doi.org/10.1007/978-1-4419-5659-0_436.

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Newell, Helen, and Caroline Lloyd. "Pharmaco: Organisational Restructuring and Job Insecurity." In Human Resource Management in Context, 177–93. London: Macmillan Education UK, 2002. http://dx.doi.org/10.1007/978-1-349-91364-0_9.

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De Witte, Hans, Tinne Vander Elst, and Nele De Cuyper. "Job Insecurity, Health and Well-Being." In Aligning Perspectives on Health, Safety and Well-Being, 109–28. Dordrecht: Springer Netherlands, 2015. http://dx.doi.org/10.1007/978-94-017-9798-6_7.

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George, Elizabeth, and Zakkariya K.A. "Job Satisfaction and Job-Related Stress." In Psychological Empowerment and Job Satisfaction in the Banking Sector, 87–126. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-94259-9_4.

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Thomason, John A., and Samuel B. Pond. "Effects of instruction on stress management skills and self-management skills among blue-collar employees." In Job stress interventions., 7–20. Washington: American Psychological Association, 1995. http://dx.doi.org/10.1037/10183-001.

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Abernethy, Alexis D. "The development of an anger management training program for law enforcement personnel." In Job stress interventions., 21–30. Washington: American Psychological Association, 1995. http://dx.doi.org/10.1037/10183-002.

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Keyes, Joseph B. "Stress inoculation training for staff working with persons with mental retardation: A model program." In Job stress interventions., 45–56. Washington: American Psychological Association, 1995. http://dx.doi.org/10.1037/10183-004.

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Munz, David C., Timothy J. Huelsman, and Carol A. Craft. "A worksite stress management program: Theory, application, and outcomes." In Job stress interventions., 57–72. Washington: American Psychological Association, 1995. http://dx.doi.org/10.1037/10183-005.

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Donaldson, Stewart I. "Worksite health promotion: A theory-driven, empirically based perspective." In Job stress interventions., 73–90. Washington: American Psychological Association, 1995. http://dx.doi.org/10.1037/10183-006.

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Conference papers on the topic "Stress and job insecurity"

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Soelton, Mochamad, Preti Amaelia, and Heru Prasetyo. "Dealing with Job Insecurity, Work Stress, and Family Conflict of Employees." In Proceedings of the 4th International Conference on Management, Economics and Business (ICMEB 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200205.031.

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Soelton, Mochamad, Dina Amalia, Noermijati Noermijati, and Bambang Wahyudiono. "Self-Esteem: The Levels of Religiosity in Job Insecurity and Stress in Government Company." In Proceedings of the 4th International Conference on Management, Economics and Business (ICMEB 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200205.052.

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Liu, Bao-Cheng, and Mei-Hua Shi. "Job Insecurity, Work-related Stress and Employee Creativity: Proactive Personality and Team Climate for Innovation as Moderators." In 2014 International Conference on Management Science and Management Innovation (MSMI 2014). Paris, France: Atlantis Press, 2014. http://dx.doi.org/10.2991/msmi-14.2014.133.

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Siegrist, J., and J. Li. "1661d Psychosocial stress at work including job insecurity – important risk factors of chd: an updated systematic review." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.173.

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Chuykova, T. S. "Psychological resources of professional selfrealization of a teacher of a higher school under conditions of pre-employment." In INTERNATIONAL SCIENTIFIC AND PRACTICAL ONLINE CONFERENCE. Знание-М, 2020. http://dx.doi.org/10.38006/907345-50-8.2020.694.707.

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The article presents an analysis of psychological resources that are important for the productive professional implementation of university teachers in modern conditions of employment. These conditions are noted by such features as job insecurity, job intensification and flexibilization. As psychological resources, the author considers such complex phenomena as resilience, hardiness, personal potential, as well as more narrow personality characteristics: optimism, self-efficacy, mindfulness. As the conditions that help a person cope with stresses, the author’s attention turns to the physical and social aspects of a person’s life support in difficult life circumstances: physical fitness, the presence of social support. The author shows that these psychological characteristics, phenomena and conditions can be involved in the prevention of psychological, somatic and social consequences of experiencing job insecurity among teachers of higher education.
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Xiao, Linsheng. "Study on the Relationship Among Perception of Organizational Change, Job Insecurity and Turnover Intention: from the Perspective of Stress Appraisal and Coping." In 3rd International Conference on Judicial, Administrative and Humanitarian Problems of State Structures and Economic Subjects (JAHP 2018). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/jahp-18.2018.84.

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Arijanto, Agus, Devi Marlita, Agus Suroso, and Ratno Purnomo. "How is the Effect of Job Insecurity, Work Stress, and the Work Environment on Turnover Intention: A Case Study at the Company of Supplier Security System in Indonesia." In Proceedings of the 4th International Conference on Management, Economics and Business (ICMEB 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200205.022.

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Zhang, Zhenduo, Junwei Zheng, Zhigang Li, and Li Zhang. "Job Insecurity and Daily Emotional Exhaustion." In ICMSS 2020: 2020 4th International Conference on Management Engineering, Software Engineering and Service Sciences. New York, NY, USA: ACM, 2020. http://dx.doi.org/10.1145/3380625.3380651.

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D Pitri, Angela, M. Rofii, and Luky Dwiantoro. "MENGATASI JOB INSECURITY MELALUI PENDEKATAN TRANSFORMATIONAL LEADERSHIP." In Regulasi Peran Tenaga Perawat Dalam Mendukung Program indonesia Sehat Dengan Pendekatan Keluarga (PIS - PK). Universitas Muhammadiyah Jember, 2019. http://dx.doi.org/10.32528/psn.v0i0.1731.

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Arsenijević, Olja, and Polona Šprajc. "The Impact of Job Insecurity on Employee Attitudes." In Organizations at Innovation and Digital Transformation Roundabout: Conference Proceedings. University of Maribor Press, 2020. http://dx.doi.org/10.18690/978-961-286-388-3.3.

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The purpose of the article is a theoretical and empirical analysis of the job insecurity due its influence on the employee job attitudes. Design. The design of the study was longitudinal. The empirical results were collected in 2018–2019. The empirical basis of the research is the separate structural department of the bank. The organization has realized downsizing project during the collection of empirical data. It has made possible to analyze the job satisfaction and work engagement before, during and after the downsizing project. The measures used in the present study are: 1) the “Utrecht Work Engagement Scale”; 2) “Brief Job Satisfaction Measure; 3) “The Job Insecurity Scale”. An empirical analysis of the dynamics of job attitudes in the groups differ in age and gender has found out a short-term motivating effect of the threat of job loss. The motivating effect of the threat of job loss is lost during six months. The most significance motivating effect was wound out in within the group of ordinary employees in the senior category over 45 years. The threat of dismissal also has the greatest impact on the behavior change of that part of the staff that is most susceptible to experiencing job insecurity. The employees who perceived the job insecurity are more satisfied with their work and value it more highly.
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Reports on the topic "Stress and job insecurity"

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Manski, Charles, and John Straub. Worker Perceptions of Job Insecurity in the Mid-1990s: Evidence from the Survey of Economic Expectations. Cambridge, MA: National Bureau of Economic Research, January 1999. http://dx.doi.org/10.3386/w6908.

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Hatch, Maureen C. Cardiovascular Responsivity, Physical and Psychosocial Job Stress, and the Risk of Preterm Delivery. Fort Belvoir, VA: Defense Technical Information Center, October 1999. http://dx.doi.org/10.21236/ada383209.

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Hatch, Maureen C. Cardiovascular Responsivity, Physical and Psychosocial Job Stress, and the Risk of Preterm Delivery. Fort Belvoir, VA: Defense Technical Information Center, December 2001. http://dx.doi.org/10.21236/ada407704.

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Sale, Brittany. Predictors of Family-Supportive Supervisor Behaviors: Supervisor Job Stress and Work-Family Climate. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.276.

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Ayyagari, Padmaja, and Jody Sindelar. The Impact of Job Stress on Smoking and Quitting: Evidence from the HRS. Cambridge, MA: National Bureau of Economic Research, August 2009. http://dx.doi.org/10.3386/w15232.

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Idar, Imelda S. Instructural Strategies for Reducing Stress and Improving Self-Efficacy and Job Performance of Female Naval Recruits. Fort Belvoir, VA: Defense Technical Information Center, October 1998. http://dx.doi.org/10.21236/ada361585.

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Russell, Helen, Bertrand Maître, Dorothy Watson, and Éamonn Fahey. Job stress and working conditions: Ireland in comparative perspective — An analysis of the European Working Conditions survey. ESRI, November 2018. http://dx.doi.org/10.26504/rs84.

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Charles, Kristin. Effects of shift work on employee retention : an examination of job satisfaction, organizational commitment, and stress-based explanations. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.5910.

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Manheimer, Katarina. Police Stress: A Literature Study on Police Occupational Stressors and the Responses in Police Officers to Stressful Job Events. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.6501.

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Sears, Lindsay. Work-related Outcomes of Financial Stress: Relating Perceived Income Adequacy and Financial Strain to Job Performance and Worker Well-being. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.7174.

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