Meta-analytic techniques were used to estimate how job insecurity relates its postulated outcomes. Consistent with the conceptual framework, results indicate that has detrimental consequences for employees' attitudes, organizational health, and, some extent, their behavioral relationship organization. Moderator analyses suggest these relationships may be underestimated in studies relying on single-item measures of and are more among manual, as compared nonmanual, workers. Recommendations...

This contribution analyses whether temporary work and (the subjective perception of) job insecurity are associated with a reduction in satisfaction organizational commitment, as proposed the literature. An interaction between is also tested. Data from four European countries (Belgium, Netherlands, Italy Sweden) used to test robustness of hypotheses. The results show that not commitment. Job lower score on both outcome variables, hypothesized. In two countries, an was found: only commitment...

Britt, Shen, Sinclair, Grossman, and Klieger (2016) offer compelling arguments for the need to consider resilience trajectories identify intrapersonal, interpersonal, contextual factors accountable unique trajectories. We welcome call more focused research efforts toward uncovering role of in organizations concur with Britt et al. that there is a clearer characterization among employees, correlates resilience, way can be facilitated. Our objective here build on main thrust al.’s focal...

Purpose The purpose of this paper is to introduce a new measure employee resilience. Employee resilience key capability enabling employees manage and adapt continually changing circumstances. While there an increasing body research on how best promote among in organizations, the measurement construct has received less attention. introduced focuses as work-related that can be developed. Design/methodology/approach This presents three survey-based studies describing development measure,...

Along with the increased flexibilization of labour market in Europe, there has been a change permanence and security employment. Job insecurity is constituted by subjectively experienced threat having to give up one's job sooner than one would like. The experience linked decreasing well-being, negative attitudes towards organization, reluctance stay organization. present study investigates what groups higher levels others. Survey data from four European countries (Belgium, Italy, Netherlands...

Abstract The experience of job insecurity has been linked to several different outcomes, such as negative attitudes towards work and the organization, turnover intention, well health complaints. However, since strength these effects have found vary across studies, it is vital identify factors that could influence relationships. present study examines moderating role three personality characteristics (negative affectivity, positive external locus control) on relation between outcomes (mental...

Exit, voice, loyalty, or neglect as employee responses to organizations in decline have been investigated several studies. The aim of the present study is investigate whether employability moderates effects job insecurity on exit, loyalty and neglect. results, based questionnaire data from white-collar workers Sweden ( N = 725), indicate that individuals who are high may greater opportunities for gaining control over their working life. Job was found be associated with increased exit well...

Most studies on the relationship between job insecurity and well-being have focused effects of employees' overall concerns about continued existence as such (quantitative insecurity). Comparatively little research has examined perceived threats to valued features (qualitative The aim this study was investigate relative strength associations quantitative qualitative with job-related (job satisfaction burnout) general (psychological distress psychosomatic complaints) well-being, health-related...

The resilience of employees has been recently identified as essential to organizational adaptability in uncertain and dynamic business environments. Yet little is known about how the can be developed. present study investigated effect a wellbeing intervention on two forms individual resilience: employees' stress‐coping ability (personal resilience) resilient workplace behaviors (employee resilience). All participants ( n = 209) completed an online survey, subset 145 took part for period one...

Abstract The construct of employability has been conceptually related to self-efficacy in different ways. Employability sometimes regarded as an equivalent self-efficacy, or a distinct but phenomenon. Since the relationship between two phenomena not subjected empirical scrutiny, aim present study is analyze whether and are constructs, if they are, investigate direction their relationship. data (N = 1730) were collected through two-wave longitudinal survey with one year each collection (2005...

Job insecurity has well-documented negative effects for individuals as well organisations. However, the mechanisms by which job relates to its outcomes have received less research attention. The purpose of this study is investigate trust in organisation a potential mechanism that may explain why two outcomes: decreased satisfaction and lowered mental health. These hypotheses were tested Swedish longitudinal sample consists employees (longitudinal n = 906) from three organisations, using...

Quantitative job insecurity, relating to threat of loss, has received considerable research attention, but relatively little is known about qualitative insecurity. The latter relates uncertainty regarding valued characteristics, such as career and wage progression. aim this study was investigate whether situational appraisals control may account for the relationship between insecurity both strain (depressive symptoms upper musculoskeletal complaints) psychological withdrawal (affective...

Purpose The purpose of this paper is to investigate the independent and joint effects regulatory focus (promotion prevention) on relationship between workplace resources (support feedback) employee resilience. It proposed that, at high levels resource availability, a promotion-high prevention profile would elicit highest Design/methodology/approach An online survey was completed by 162 white collar employees from four organisations. In addition main effects, two- three-way interactions were...

Sleep problems are experienced by a large part of the population. Work characteristics potential determinants, but limited longitudinal evidence is available to date, and reverse causation plausible alternative. This study examines longitudinal, bidirectional relationships between work sleep problems.Prospective cohort/two-wave panel.Sweden.3065 working men women approximately representative Swedish workforce who responded 2006 2008 waves Longitudinal Occupational Survey Health...

Conscious appraisals of stress, or stress states, are an important aspect human performance. This article presents evidence supporting the validity and measurement characteristics a short multidimensional self-report measure state, Short Stress State Questionnaire (SSSQ; Helton, 2004 ). The SSSQ measures task engagement, distress, worry. A confirmatory factor analysis using data pooled from multiple samples suggests does have three structure post-task changes not due to in structure, but...

The current study contributes to the literature on job insecurity by highlighting threat benefits of work as an explanation effect health complaints. Building latent deprivation model, we predicted that threats both manifest (i.e., financial income) and collective purpose, social contacts, status, time structure, activity) mediate relationships from subsequent mental physical In addition, in line with conservation resources theory, proposed buffer indirect complaints through benefit....

This research presents two studies conducted to evaluate the Wellbeing Game in different contexts: a student sample and an organizational setting. Study 1 investigated efficacy of Game, terms its effect wellbeing, stress image valence test, among 60 university students. The results showed that after playing students reported significant positive change wellbeing compared those who did not play but there was no decrease or any classification valence. 2 evaluated context. Employees (n=52)...

This study discusses the concept of employee resilience (ER), defined as capability to use resources continually adapt and flourish at work, even when faced with challenging circumstances. The is grounded in positive psychology conservation (COR) theory complements other concepts such coping which describe employees managers adapting challenge change. validates a scale ER examines attributes job factors associated heightened public sector line managers. Study results show that service...