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No Security: A Meta-Analysis and Review of Job Insecurity and Its Consequences

Authors:
Magnus Sverke at Stockholm University
Magnus Sverke
Johnny Hellgren at Stockholm University
Johnny Hellgren
Katharina Naswall at University of Canterbury
Katharina Naswall
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Abstract

Meta-analytic techniques were used to estimate how job insecurity relates to its postulated outcomes. Consistent with the conceptual framework, the results indicate that job insecurity has detrimental consequences for employees' job attitudes, organizational attitudes, health, and, to some extent, their behavioral relationship with the organization. Moderator analyses suggest that these relationships may be underestimated in studies relying on single-item measures of job insecurity and that the behavioral consequences of insecurity are more detrimental among manual, as compared with nonmanual, workers. Recommendations made for future research include utilization of multidimensional measures, consideration of a broader spectrum of outcomes and moderators, and use of longitudinal designs.
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... In addition, research highlights that POS can moderate the relationship between job insecurity and attitudes toward change. Employees who feel supported by their organization are less likely to perceive change as a threat to their job security and are therefore more willing to adapt to new changes (Schyns et al., 2020;Sverke et al., 2018). In the public sector, where job security is often a priority for employees, POS can play a critical role in reducing fear and fostering a more positive perception of change (Jiang & Lavaysse, 2018;Jacobs et al., 2018). ...
... Perceived job security is a critical factor that influences how employees respond to organizational change. Job security refers to employees' perception of the stability and continuity of their employment in the face of organizational changes (De Witte & Pienaar, 2018;Sverke et al., 2018). When employees feel that their jobs are secure, they are more likely to accept and engage with organizational change positively, as they do not fear losing their employment as a result of the transition (Probst et al., 2017;Vander Elst et al., 2020). ...
... Moreover, perceived job security is closely linked to employee well-being. Employees who feel secure in their jobs experience lower levels of stress and anxiety during organizational changes, which can lead to a more positive outlook on the change process (Sverke et al., 2018;Vander Elst et al., 2020). In government organizations, where job stability is often a cornerstone of employment, addressing job security concerns during periods of change is critical for maintaining employee morale and encouraging positive attitudes toward change (De Witte & Pienaar, 2018;Oreg et al., 2020). ...
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... Some empirical research, e.g., conducted during the crisis in 2009, provided information that market conditions and the need to prevent job loss and resignation from promotions at work had the greatest impact on the reduction of job satisfaction (Markovits et al., 2014;Green et al., 2016). It is logical, as the increase in job insecurity as a factor reducing job satisfaction is often mentioned in the literature (Ashford et al., 1989;Sverke & Hellgren, 2002). However, contemporary literature shows that during a Black Swan phenomenon-driven crisis, not only job insecurity itself but even job instability, which is not necessarily translating into full job insecurity, may be a huge enough source of job satisfaction decline, disabling its ability to positively influence employee job performance (Nemteanu et al., 2021). ...
... Numerous authors contend that the effects of a crisis on employee work engagement, particularly those brought about by a Black Swan event, are heterogeneous and not straightforwardly explicable (Sverke & Hellgren, 2002;Moshoeu & Geldenhuys, 2015) primarily because of the differing levels of employee identification with the organisation and their individual interpretation of the situation (Moshoeu & Geldenhuys, 2015). Furthermore, due to various factors affecting engagement (both positively and negatively), its impact on shaping job performance during different stages of a crisis may be the most volatile and visible. ...
How employees’ dynamic capabilities influence job performance across different stages of a crisis?
Article
Full-text available
  • Dec 2024
The article investigates the impact of employees’ dynamic capabilities (EDC) on job performance during various stages of a crisis in an organisation caused by a Black Swan event, mediated by job-related attitudes, such as person-job fit, work motivation, job satisfaction, and work engagement, based on EDC model of job performance. The article includes a critical literature review of the role of EDC and each job-related attitude in shaping employee job performance during a crisis caused by a Black Swan event as the basis for hypothesis development. The proposed hypotheses are verified by empirical studies conducted in 2021 on a sample of 1200 organisations from Poland, the USA, and Italy operating during the active wave of COVID-19. Statistical reasoning was made based on multigroup path analysis performed in IBM SPSS AMOS. The results confirmed the significant role of EDC in enhancing job performance during a crisis and revealed that work motivation is the most influential job-related attitude through which EDC impacts job performance across all stages of the crisis. The article contributes to the theory of human resource management and crisis management, presenting a comprehensive model of job performance based on EDC for various stages of a crisis caused by a Black Swan event. It also contributes to practice, showing entrepreneurs which work-related attitudes are crucial for obtaining the most benefit from EDC, enabling its proper translation into job performance growth. The article shows that work-related attitudes have a different value for shaping job performance, depending on the stage of crisis (caused by a Black Swan event) in which the organisation operates. Moreover, it confirms that EDC enables the possibility to obtain and maintain satisfactory job performance during a crisis, which suggests that EDC should be considered one of the new competitive advantages of contemporary organisations operating in the post-COVID-19 reality.
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... Job security is defined as "the perceived powerlessness to maintain the desired continuity in a job situation" according to [8] . Job security is also related to the fear of losing one's occupation, and different worries that will occur according to [10] . The result of job insecurity is twofold: a cognitive understanding of losing the position, and an emotional situation of the employee [1] . ...
The impact of job insecurity on job performance
Article
Full-text available
  • Jan 2025
Globalization, technological advancements, and economic challenges have created a shift towards less secure jobs as businesses are urged to downsize in any given opportunity to reduce cost, become more competitive and profitable [1]. Many strategies were recommended by [2] to improve job security, including constant learning, improved professional network, showing value through outcomes, and continually adapting. Thus, employees are mainly negatively influenced due to a perception and fear of losing their jobs and facing unemployment.
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... Similar to self-doubt, emotional insecurity makes stress worse and impairs coping mechanisms [19]. This relationship is supported by research, which demonstrates that insecurity makes people more susceptible to burnout by increasing stress which impedes the recovery of resources [19,21,22]. ...
Validation of the Arabic Version of the Maslach Burnout Inventory-HSS Among Tunisian Medical Residents (A-MBI-MR): Factor Structure, Construct Validity, Reliability, and Gender Invariance
Article
Full-text available
  • Jan 2025
Background: Burnout is a major problem for physical and mental health of medical residents. The key for maintaining well-being and quality of care of residents is the assessing tool. The study evaluated the psychometric properties of the Arabic version of the Maslach Burnout Inventory Human Services Survey (MBI-HSS) among Tunisian medical residents by assessing its factor structure, construct validity, reliability, and gender invariance. Methods: A total of 552 residents, aged 27.01 ± 1.92, 219 males (39.7%) and 333 females (60.3%) completed the Arabic version of the A-MBI-MR. The exploratory (EFA) and confirmatory factor (CFA) analyses were performed to identify the factor structure, with assessments of internal consistency of the model, including gender measurement invariance. Results: The results indicate a high average variance extracted (AVE > 0.50) and factor loading of the scale, signifying robust construct validity and clearly suggesting that the items serve as essential indicators for assessing several dimensions of burnout. The reliability analysis demonstrates excellent and acceptable internal consistency across all areas of emotional exhaustion, personal accomplishment, and depersonalization (Cronbach’s α = 0.95, 0.98, and 0.871) respectively. The CFA confirmed the three-factor structure of the A-MBI-MR, with fit indices indicating an adequate model fit: CFI = 0.945, TLI = 0.938, GFI = 0.951, RMSEA = 0.074, RMSEA CI (0.066, 0.081), RMSEA p-value= 0.000, SRMR = 0.044. Results from the measurement invariance analysis of the MBI scale demonstrated robust invariance between male and female participants. Conclusions: The MBI-MR in Arabic for medical residents is reliable, valid, and effective for measuring burnout levels in Arabic-speaking regions.
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... The theoretical framework for precarious employment by Bodin et al. (2020), which is displayed below (Figure 2), illustrates the different mechanisms through which precarious employment is related to health. In the past, scientists have repeatedly highlighted that precariousness is a subjective experience, rooted in objective employment conditions (c.f., Benach et al., 2014;c.f., Greenhalgh & Rosenblatt, 1984; c.f., Sverke et al., 2002).This subjectivity is illustrated by the series of intermediate variables linking precarious employment (objective terms) with health in the theoretical framework by Bodin et al. (2020). The illustration further highlights the role of the country-specific political and social contexts, which act as moderators of the exposure and effect of precarious employment (Blossfeld et al., 2011;Bodin et al., 2020;Padrosa et al., 2022). ...
Social inequalities in health and labour participation during the late career of older employees in Germany
Thesis
Full-text available
  • Aug 2024
The 1990s constitute a paradigm shift from early to late retirement in Germany. This shift was marked by the implementation of policies that aim to extend the working life of older employees. Today, the German baby boomers find themselves in a late career phase and are approaching retirement, some birth cohorts have already retired. Demographic ageing and globalisation, challenge social welfare systems and demand competitiveness from national labour markets. During the past three decades the economic risks accompanied with these phenomena have increasingly been shifted from state-and firm-level stakeholders to individuals, for example by reducing options for early exit from employment, by delaying retirement, and by deregulation of employment contracts. Not all socioeconomic groups are equally affected. Researchers have raised concerns that the burden of the above-described trends are socially structured, e.g., by education, occupation, income, and sex. This is because some populations of older workers are more strongly affected by poor working and employment conditions than others and are lacking the prerequisites and motivators to extend the working life and will therefore be at higher risk of the negative consequences of a longer working life. Thus, to counteract existing and emerging social inequalities, more nuanced pension and labour market policies are required, which account for the excessive risks for health and labour participation that some groups of older workers experience. To provide sound advice for stakeholders and decision makers more research is needed in order to provide answers to the following questions, particularly for Germany: • What is the contribution of work factors and the health-related lifestyle to educational inequalities in physical health among older workers in Germany? • What is the contribution of work factors, health, and work ability to educational inequalities in early exits from employment in Germany? • Are there social inequalities in the exposure to trajectories of precarious employment and their potential effect on mental health among older workers in Germany? The aim of the present dissertation is to investigate these questions. The dissertation consists of three studies (I, II, III), each addressing one of the above questions. The studies were published in international peer-reviewed journals. All studies used data from the German lidA (leben in der Arbeit) study, a prospective cohort study representative of socially insured employees from the German baby boom birth cohorts 1959 and 1965 (Hasselhorn et al., 2014). Study I and II used data from the first three waves (2011, 2014, 2018), study III from all waves including wave four (2022). Only panel cases were investigated. Study I investigated the quantitative contribution of work factors and health behaviours to educational inequalities in physical health. Causal mediation analyses were conducted, including n=2653 panel cases. The study finds that work factors contribute 21% to inequalities in physical health between low and high educated women and 5% between low and high educated men (Rohrbacher & Hasselhorn, 2023). Health behaviours contributed additional 26% to these inequalities among women and 24% among men (Rohrbacher & Hasselhorn, 2023). Possibilities for development at work and the Body Mass Index may constitute key variables to level physical health inequalities among older female employees (Rohrbacher & Hasselhorn, 2023). Smoking and leisure-time physical activity may be key variables to level physical health inequalities among older male employees (Rohrbacher & Hasselhorn, 2023). Study II investigated the quantitative contribution of work factors, health, and work ability to educational inequalities in early exits from employment via disability pension, long-term unemployment, and unspecific early labour market exits. Causal mediation analyses were conducted, including n=2438 panel cases. The study finds that social inequalities in early exits through disability pension are mainly attributable to differences in work ability between educational groups and social inequalities in early exits through long-term unemployment mainly to differences in physical health (Rohrbacher & Hasselhorn, 2022). Study III investigated social inequalities in the exposure to trajectories of precarious employment and their effect on mental health. Group-Based Trajectory Modelling was used to compute employment quality trajectories over a follow-up period of 11 years. Associations between trajectory membership and mental health were tested using weighted logistic regression. N=1636 panel cases were included. The study finds that 20.2% of older women versus 5.5% of older men experienced a trajectory of precarious employment over 11 years during the late career (Rohrbacher et al., 2024). Among women, the experience of a precarious employment trajectory (versus non-precarious employment), increased the risk of poor mental health at follow-up. This was not observed among men (Rohrbacher et al., 2024). In synopsis, the studies highlight that the risk of experiencing poor health and reduced labour participation is structured by social positions. This dissertation focused mainly on social inequalities between educational groups and sexes. The use of high-quality quantitative survey data, partly in combination with employment-register data and the application of modern statistical methods are major strengths of the present dissertation. The results indicate that differences in work factors and health behaviours contribute to physical health inequalities to the disadvantage of low educated older employees (study I), that the exposure to a precarious employment trajectory increases the risk of poor mental health to the disadvantage of older female employees (study III), and that educational differences in health and work ability contribute to social inequalities in early exits from employment (study II). Improving working and employment conditions as well as supporting health-promotive behaviours and work ability are-when addressing disadvantaged groups-levers to counteract social inequalities in health and labour participation during the late career of older employees in Germany.
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... Job insecurity. As in the Sverke's definition [97], this factor regards the perception of protracted uncertainty concerning the presence of one's current job. Three studies [73,77,81] explored the connection between job insecurity and SA. ...
Work-Related Psychosocial Risk and Protective Factors Influencing Workplace Sickness Absence: A Systematic Literature Review
Article
Full-text available
  • Jan 2025
  • J OCCUP REHABIL
Purpose Employee sickness absence (SA) is a significant issue facing organizations and individuals worldwide, leading to multiple negative consequences, such as increased costs, early retirement, decreased productivity, and reduced quality of work. Therefore, within the occupational health and safety (OHS) framework, it is crucial to explore the factors that help workforces stay at work sustainably. This study investigates the role of work-related psychosocial factors (WRPFs) as predictors of SA and suggests proactive measures to prevent its occurrence. Methods A systematic literature review was conducted within the Job Demands–Resources Model framework. Following the PRISMA Checklist, 1087 articles from PsycINFO, Medline, and Web of Science databases were screened, and 30 longitudinal studies were included. Results The findings describe SA as a multifaceted phenomenon influenced by risk (e.g., poor quality leadership, bullying, and violence) and protective WRPFs (e.g., developmental opportunities and social support). These factors, spanning contextual, content-related, and relational dimensions, collectively influence workers’ SA over time. Conclusions These insights provide valuable guidance for researchers and OHS stakeholders, supporting the development of research and interventions aimed at preventing SA. This research contributes important knowledge to the field, paving the way for more targeted strategies that address the organizational causes of SA and promote healthier, more productive work environments.
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... Job performance, which is often linked to job insecurity, plays a crucial role in both organizational success [24] and career progression for employees [25] . Most studies suggest a negative correlation between subjective job insecurity and job performance [26] [27][28] [29] . However, some research has either found no significant impact [30] [31] or even a positive relationship [32] [33] . ...
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... If job security is experienced, it causes high morale and commitment from the employees, which has been affirmed by De Witte (2005). While job insecurity causes stress, anxiety, and poor performance, as postulated by Sverke et al. (2002). ...
An Empirical Analysis of Factors Influencing Employee Well-Being and Their Impact on Job Performance: A Study of Bank Employees in Jaipur
Article
  • Sep 2024
This study investigates the impact of human resource quality, particularly employee well-being (EWB), on the productivity and performance of bank workers in Jaipur. The findings reveal a significant relationship between age, gender, experience, and employee well-being, emphasizing the influence of organizational factors such as opportunities for choice, job security, physical climate, staff support, and rewards on employee health and productivity. Perceived organizational support, work-to-family conflict, and supervisor support are identified as key predictors of job performance. The research underscores the need for banks to adopt measures such as flexible working hours and mental health support programs to enhance employee satisfaction and productivity. The study highlights the critical role of a supportive corporate climate in promoting both mental well-being and workplace achievements. However, limitations such as reliance on self-reported data and the study's focus on Jaipur's banking sector may affect the generalizability of the findings. Future research should explore other sectors and regions and utilize longitudinal approaches to assess the long-term impact of well-being initiatives. Overall, the study emphasizes that prioritizing employee well-being through policies like work-life balance and organizational support is essential for enhancing workplace satisfaction, productivity, and organizational effectiveness.
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Analisis job insecurity dan organizational citizenship behavior pada karyawan
Article
  • Oct 2024
Organizational Citizenship Behavior (OCB) is voluntary employee behavior that is not tied to formal responsibilities, without expectation of reward. One element that can affect OCB is job insecurity. This study aims to determine whether there is a relationship between job insecurity and OCB in employees at PT Pegadaian Regional Office XII Surabaya. This research uses correlational quantitative research. The sample technique in this study used a random sampling method where the subjects were taken from the entire population of 73 employees. The subjects in this study were all employees at PT Pegadaian Regional Office XII Surabaya. Data analysis was carried out using product moment correlation techniques. The result of the correlation coefficient is -0.614, this shows that the level of the correlation coefficient of this study has a negative relationship with a significance level of p=0.000 <0.01. This means that the greater the job insecurity felt by employees, the smaller the level of OCB shown by them. Conversely, if employees feel a lower level of job insecurity, the higher the OCB they show. Abstrak Organizational Citizenship Behavior (OCB) adalah perilaku sukarela karyawan yang tidak terikat tanggung jawab formal, tanpa mengharapan imbalan. Salah satu elemen yang dapat memengaruhi OCB adalah job insecurity. Penelitian ini bertujuan untuk mengetahui apakah terdapat hubungan antara job insecurity dengan OCB pada karyawan di PT. Pegadaian Kantor Wilayah XII Surabaya. Penelitian ini menggunakan jenis penelitian kuantitatif korelasional. Teknik sampel pada penelitian ini menggunakan metode random sampling yang dimana subjek diambil dari kesuluruhan populasi sebanyak 73 karyawan. Subjek pada penelitian ini adalah seluruh karyawan pada PT. Pegadaian Kantor Wilayah XII Surabaya. Analisis data dilakukan dengan menggunakan teknik korelasi product moment. Hasil koefisien korelasi sebesar -0,614, hal ini menunjukkan bahwa tingkat koefisien korelasi penelitian ini terdapat hubungan negatif dengan taraf signifikasi sebesar p=0,000<0,01. Artinya, semakin besar job insecurity yang dirasakan oleh karyawan, maka semakin kecil tingkat OCB yang ditunjukkan oleh mereka. Sebaliknya, jika karyawan merasakan tingkat job insecurity yang lebih rendah, maka OCB yang mereka tunjukkan akan semakin tinggi.
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Longitudinal Studies in Organizational Stress Research: A Review of the Literature With Reference to Methodological Issues
Article
Full-text available
  • Apr 1996
Demonstrating causal relationships has been of particular importance in organizational stress research. Longitudinal studies are typically suggested to overcome problems of reversed causation and third variables (e.g., social desirability and negative affectivity). This article reviews the empirical longitudinal literature and discusses designs and statistical methods used in these studies. Forty-three longitudinal field reports on organizational stress were identified. Most of the investigations used a 2-wave panel design and a hierarchical multiple regression approach. Six studies with 3 and more waves were found. About 50% of the studies analyzed potential strain-stressor (reversed causation) relationships. In about 33% of the studies there was some evidence of reverse causation. The power of longitudinal studies to rule out third variable explanations was not realized in many studies. Procedures of how to analyze longitudinal data are suggested.
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The Effects of Labour Market Position, Job Insecurity, and Unemployment on Psychological Health
Chapter
  • Mar 1994
The single most important change in the British labour market over the last two decades has been the re-emergence of mass unemployment. This study focuses on six areas: Aberdeen, Kirkcaldy, Rochdale, Coventry, Northampton, and Swindon, and investigates the effect of being unemployed on individuals' attitudes to work, their social relationships, and their psychological health. It breaks entirely new ground, using large-scale surveys that allow direct comparison with people in employment and taking into account a wide range of variables. It will become a standard work of reference on the subject. Contributors: Brendan Burchell, Richard Davies, Peter Elias, Jonathan Gershuny, Richard Lampard, Roger Penn, Duncan Gallie, Catherine Marsh, Carolyn Vogler
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Adverse Health Effects of Effort-Reward Imbalance at Work: Theory, Empirical Support, and Implications for Prevention
Chapter
  • Oct 1998
During the past two decades, the nature of work has changed dramatically, as more and more organizations downsize, outsource and move toward short-term contracts, part-time working and teleworking. The costs of stress in the workplace in most of the developed and developing world have risen accordingly in terms of increased sickness absence, labour turnover, burnout, premature death and decreased productivity. This book, in one volume, provides all the major theories of organizational stress from the leading researchers and writers in the field. It is a guide to identifying the sources of pressures in jobs and the workplace so that we may be able to intervene to change and manage the growing problem of organizational stress.
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The changing significance of different stressors after the announcement of bankruptcy: a longitudinal investigation with special emphasis on job insecurity
Article
  • May 2000
  • J ORGAN BEHAV
The author investigates the effect of job insecurity and other job stressors on the mental health of steel workers. Levels of job stress and mental health were measured seven years before and seven months after the company at which they worked had gone into receivership, a method that can be described as a quasi‐experimental field study with a sample of blue‐collar non‐supervisory male workers. Two out of four job stressors were found to be at a lower level when the second wave of research took place. Regression analyses showed that the correlation between these job stressors and psychosomatic complaints is now lower than during the first wave but that they reach the former level when job insecurity is added. Job insecurity was mainly connected to an increase in psychosomatic complaints and in anxiety. Self‐esteem, depression, and irascibility showed no important relationship to job insecurity when the variables were controlled for mental health status before the onset of job insecurity. Social support, opportunities in the labor market, and duration of contract in the company are identified as moderating the relation between mental health and job insecurity. One conclusion is that positive health effects due to reduction in the stress level may be offset by acute job insecurity. Copyright © 2000 John Wiley & Sons, Ltd.
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