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Job Insecurity and Its Consequences Investigating Moderators, Mediators and Gender
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... Another major result of all these drastic changes and trends is the unpredictability of the flexible labour markets that has given rise to feelings of concern about the continuance of work, or job insecurity. The detrimental effects of job insecurity are not only seen in the organisation, but also in the individual working for that organisation (Noer, 1993;Richter, 2011). The strong psychological feelings that individuals experience in times of job insecurity ) may have adverse effects on their well-being (Adam & Flatau, 2006;Kim, 2003;Mauno, Kinnunen, Makikangas & Natti, 2005;Pepper, Messinger, Weinberg & Campbell, 2003; it may imply further changes in individuals, their work attitudes and behaviour which in the long run could affect the organisation negatively. ...
... , found that when utilising the avoidance strategy can increase unsafe behaviour. In turn the more ineffective the coping strategy, the more the possibility of negative outcomes on employee's safety attitudes, outcomes and behaviours (Grunberg et al., 1996;Probst & Brubaker, 2001;Richter, 2011). Semmer (1996) reasoned that individuals who employ an avoidant coping strategy will be more prone to stress experiences if they have low levels of resilience, an inadequate self-esteem or an external locus of control.The alternative interpretation is that when individuals inaccurately appraise ("value") coping challenges and prefer a changing the situation, accommodative or avoidant coping strategy, they are more likely to experience role ambiguity too. ...
... The qualitative and quantitative dimensions of job insecurity were strongly related Richter, 2011) and also showed positive relations with all the role stress dimensions (role conflict, ambiguity and overload). These results confirm previous findings in indicating job insecurity to be a dimension of general work stress Lim, 1996;Mattesson & Ivancevich, 1987;. ...
The study is my Thesis titled: Job insecurity: Assessment, causes and consequences in a South African gold mining group
... Studying gender as a moderator is important because, while both men and women are likely to experience some level of job insecurity, gendered societal expectations and workrelated identity (Mauno & Kinnunen, 2002) and gender-specific coping mechanism (Menéndez-Espina et al., 2019) may lead to a different relationship between job insecurity, negative work-to-family spillover (hereafter referred to as negative work spillover), and sleep quality among men and women. Past research on the role of gender in the relationship of job insecurity and individual and work outcomes has demonstrated mixed findings, with the vast majority of research concluding that there is a greater sensitivity to job insecurity among men than among women (e.g., De Witte, 1999, Levenstein et al., 2001;Ferrie, Shipley, Stansfeld, & Marmot, 2002;Richter, 2011). For example, job insecurity has been shown to be associated with psychological distress and hypertension in men, but not in women (e.g., De ...
... Men's well-being may be more strongly affected by an incongruence of work-related gender role expectations because men's identity is more strongly related to their work than that of women (Bertrand, Kamenica, & Pan, 2015;De Witte, 1999;Russell, 1999;Wajcman & Martin, 2002). Specifically, men are more likely than women to take work roles as being crucial to their self-esteem and identity, and women are more likely than men to take family roles as central to their self-esteem and identity (Gaunt & Benjamin, 2007;Richter, 2011). ...
... this is even so when women out-earn their spouses (Barnett & Hyde, 2001;Bertrand et al., 2015;Gaunt & Benjamin, 2007;Kramer & Kramer, 2016;Richter, 2011). And, although gender egalitarianism has been on the rise, the notion that work roles should be the primary domain of men, and that family roles be the primary domain of women, are still endorsed by as many as 40% of men and 37% of women in the U.S. (Galinsky, Aumann, & Bond, 2011) and the rates at which men are likely to position the importance of paid work responsibilities as central to their identity are higher than that of women (Wajcman & Martin, 2002).Likewise, men still spend more time at paid work, and women still spend more time in housework and childcare (Sayer, 2016). ...
Perceived job insecurity is a critical job stressor that creates the conditions for negative health and performance outcomes for workers while potentially increasing health‐related costs for employers. Sleep quality, an important proxy of health, has been understudied in relation to the impact of perceived job insecurity. Using job stress concepts and a perseverative cognition model, this study examines the association between perceived job insecurity and subjective sleep quality while considering negative work spillover as a mediator. We expand our analysis to consider gender as a moderator of the job insecurity‐sleep quality relationship, predicting the relationship will be stronger for men than for women. Study 1 uses a nationally representative sample from the MIDUS Refresher study consisting of 1,031 working adults and a multi‐group path analysis to test our hypotheses. Results show that negative work spillover mediates the relationship between perceived job insecurity and subjective sleep quality. Study 2 uses a sample of 152 working adults who participated in three biweekly surveys. The mediating role of negative work spillover is replicated in Study 2. In both studies, no gender moderation is found. Theoretical and methodological contributions, limitations, and future research directions are discussed.
... In this regard, Giunchi and colleagues' study (2016), carried out on a sample of temporary agency workers in Portugal, found a positive relationship between perceived job insecurity and emotional exhaustion, partially mediated by workload. The work intensification associated with job insecurity (Richter, 2011), driven by the job preservation motivation (Shoss, 2017), today is also supported by a more pervasive use of ICT, which allows people to work everywhere and at any time. Therefore, we assumed that: H1: Job insecurity is positively related to emotional exhaustion. ...
... This finding can be explained by the transactional theory of stress and coping (Lazarus & Folkman, 1984); indeed, people may adopt some coping strategies in the face of job stressors, such as job insecurity. Consistent with the work of Piccoli et al. (2021) andShoss' (2017), individuals who perceive job insecurity may employ a number of strategies aimed at retaining one's job, including intensifying of work activities (Richter, 2011). Thanks to technology and Internet connectivity, this intensification can lead to continued use of technology and online activities, even beyond traditional hours of work. ...
Facing the spread of the SARS-CoV-2 pandemic, we have witnessed a strong recourse to generalised lockdowns and to the deployment of remote working. These emergency measures have also thrown employers and employees into uncertainty regarding the present and future existence of their job. The present study aimed to examine the role of job insecurity and job demands in non-working hours through technologies on emotional exhaustion mediated by Internet addiction. A total of 999 remote workers, 501 of whom live in France and 498 in Italy, completed a self-report questionnaire during the first lockdown. Results suggest that both job insecurity and the requests to use technology for work purposes during non-work time exacerbate emotional exhaustion through the mediation of Internet Addiction. Limitations, future perspectives, and implications for management are discussed.
... At the same time, job insecurity is consistently proven to damage both the mental and physical health and well-being of employees (Richter et al., 2014;De Witte et al., 2016). At the individual level, perceptions of job insecurity affect the physical health and well-being negatively, whereas at the organizational level it results in reduced work engagement and poor work behaviors (Richter, 2011;Vander Elst et al., 2012;Nella et al., 2015;Jiang and Lavaysse, 2018). Researchers in the field have almost unanimously affirmed that the perceptions of job insecurity must be reduced and ultimately prevented for the betterment of individual employees and the organization's health. ...
Purpose
The current study focuses on the role of antecedents to prevent perceived job insecurity and mitigate its negative impacts on work-related well-being. The study examined variables of the resourceful environment (effective organizational communication and involvement), conserved resources (perceived employability and emotional exhaustion) and resource loss (job insecurity) by drawing on the Conservation of Resources (COR) theory for predicting the work-related well-being adding the moderating role of boundaryless career orientation.
Design/methodology/approach
A sample of 306 salespersons of pharmaceutical companies working in Pakistan was obtained. The hypothesized relationships were tested through structural equation modeling in SmartPLS.
Findings
The results confirmed showed that the organizational communication, employee involvement and perceived employability reduce the perceived job insecurity; however, the emotional exhaustion was positively related. It also confirmed the moderating effect of boundaryless career orientation on relationship of job insecurity and well-being.
Practical implications
To make employees engaged, the organizations are required to involve employees by sharing knowledge, information and power to make decisions, value their opinion and ensuring the employability. Further, salespersons having a preference of a boundaryless career proved to mitigate negative impact of job insecurity on work-related well-being.
Originality/value
Many empirical studies have identified that the perceived job insecurity is one of the major concerns affecting employee's well-being. However, few studies simultaneously have sought to prevent the perceived job insecurity among employees. The findings are important in developing the understanding that how salespersons perceive their capabilities and the work environment of the organization, this perception; resultantly, can influence their behaviors particularly the work engagement dimension of well-being.
... Nayab Fatima et al. (2015) stated that female workers perceived difficulties to reach an administrative rank in the organization and get fewer opportunities for promotions. However, men are more pressured and willing to earn a salary which is enhanced by ranked promotion compared to women (Richter, 2011 ...
Employees are known as an asset to an organization where success or failure of an organizational’ as determinant closely to them. According to the Department of Statistics Malaysia (2017), there are 891,616 employees working in restaurants in the year 2015. The Statistic also shows that staff mobility drastically increases every year and this scenario has been debated among hospitality players. The focus of this study is to discern about issues of job mobility that occur in the restaurant industry in related to salary, working environment and promotion. The objective are: a) to identify issues in job mobility among workers and b) to investigate whether salary, working environment and promotion become a factor of job mobility among employees. This study used a quantitative method and a distribution of 450 sets of the questionnaire to the target respondent of employees at casual dining restaurants around George Town, Pulau Pinang. Only 385 questionnaires we able to use for this study, as the rest was not completed. Results showed that salaries, work environment and promotion were closely related to the intention of people to pursue their careers in the restaurant industry.
Tujuan penelitian ini adalah untuk mengetahui hubungan antara job insecurity dengan keterlibatan kerja pada karyawan outsourcing di PT. KAI Palembang. Hipotesis dari penelitian ini adalah ada hubungan antara job insecurity dengan keterlibatan kerja pada karyawan outsourcing di PT. KAI Palembang. Subjek penelitian adalah karyawan outsourcing di PT. KAI Palembang yang berjumlah 115 orang. Job insecrurity dan keterlibatan kerja diukur dengan skala job insecurity dan keterlibatan kerja dengan berlandaskan dimensi job insecurity dari Dachapalli dan Parumasur (2012) dan dimensi keterlibatan kerja dari Yoshimura (1996). Hasil data penelitian dianalisis dengan menggunakan metode korelasi Spearman. Hasil penelitian menunjukkan ada hubungan antara job insecurity dengan keterlibatan kerja pada karyawan outsourcing di PT. KAI Palembang dengan nilai r = -0,838, dan p = 0,000 (p<0,05). Hal ini menunjukkan bahwa job insecurity memiliki hubungan yang sangat kuat, negatif, dan signifikan dengan keterlibatan kerja. Dengan demikian hipotesis penelitian yang diajukan dapat diterima.
The “organizational equilibrium” all over the world has been significantly disrupted by the Coronavirus outbreak. The human resources system was the first internal organizational component to come under the “instability attack” that originated from the world economy collapse. Mass layoffs and reductions/reorganizations in terms of work engagements followed. This labor market’s unexpected transformation has awakened anxiety among all employees, mainly among the young, millennial generation which has faced a crisis of this magnitude for the first time in their working life. The research aimed to examine the current relationship between job insecurity and organizational commitment from this age cohort perspective, whose representatives tend to withhold their devotion to organizations which proved to be incapable of protecting their work positions in crisis times. The main research hypothesis, created as an extension of knowledge from previous research [11, 32, 47], assumed that from the perspective of employed millennials, job insecurity has a statistically significant negative impact on the commitment level they nurture towards the organizations they are part of. The theoretical part of the research encompassed the content analysis method for relevant national/foreign literature overview, while the empirical research part engaged the survey method via an online questionnaire released during 2021. The main research hypothesis was tested by examining a sample of 99 millennials employed in the Republic of Serbia. The data collected this way were processed using the SmartPLS and SPSS statistical software, while the obtained research results indicated that the derived main research hypothesis could be labeled as confirmed.KeywordsPerceived job insecurityOrganizational commitmentMillennial generationCoronavirusStructural Equation Modeling
Green bonds are fixed-income financial instruments that resemble conventional bonds but differ from them in the purpose of issuance. Since their purpose is to finance socially responsible and environmentally sustainable projects, they are linked to ESG criteria and have only been present in the financial market for a relatively short time. Despite the increasing presence of green bonds in recent years, many countries have not yet recognized the importance of this form of financing because they have not issued green bonds. In the context of the research objective, this paper defines the purpose of issuing green bonds under adverse climatic conditions that pose systemic risk to financial systems. The paper stands out the importance of the regulatory framework needed for the further development of the green bond market in the world. With an overview of green bond representation by region in the world and a special focus on Europe, this paper offers conclusions and recommendations for future development.KeywordsESG criteriaCapital marketSystemic risk
This is a comprehensive analysis of the present state of organization theory. The author traces the evolution and particularly the more recent history of the field, and its scope and content. He then considers the relevant literature organized by major issues and concepts. Jeffrey Pfeffer makes the point that the world of organizations the book surveys has changed in four important ways: the increasing externalization of the employment relation and the development of the "new employment contract;" the change in the size distribution of organizations, with a comparative growth in the proportion of smaller organizations; the increasing influence of external capital markets on organizational governance and decision making; and the increasing salary inequality within organizations in the U.S. compared both to the past and to other industrialized nations. These changes make it especially important to understand the organizations themselves. The author is a major scholar in the field of organizations and his perspective should be of considerable interest to scholars and students in the field.
Presents an integrative theoretical framework to explain and to predict psychological changes achieved by different modes of treatment. This theory states that psychological procedures, whatever their form, alter the level and strength of self-efficacy. It is hypothesized that expectations of personal efficacy determine whether coping behavior will be initiated, how much effort will be expended, and how long it will be sustained in the face of obstacles and aversive experiences. Persistence in activities that are subjectively threatening but in fact relatively safe produces, through experiences of mastery, further enhancement of self-efficacy and corresponding reductions in defensive behavior. In the proposed model, expectations of personal efficacy are derived from 4 principal sources of information: performance accomplishments, vicarious experience, verbal persuasion, and physiological states. Factors influencing the cognitive processing of efficacy information arise from enactive, vicarious, exhortative, and emotive sources. The differential power of diverse therapeutic procedures is analyzed in terms of the postulated cognitive mechanism of operation. Findings are reported from microanalyses of enactive, vicarious, and emotive modes of treatment that support the hypothesized relationship between perceived self-efficacy and behavioral changes. (21/2 p ref)
Although the concept of moderator variables has been used extensively in marketing-related studies, much confusion persists as to how they are defined and identified. To alleviate this confusion, the authors present a typology of moderator variables with a framework for identifying their presence and type. Simulated data are used to illustrate and validate the proposed framework.
