Abstract Being capable of getting new employment may enable an employee to cope with turbulent situations or deteriorating job conditions. Individuals who have higher perceived employability are likely appraise a situation at work more favourably, and consequently experience better health well-being. The aim the present study was investigate relationship between subsequent health, while controlling for baseline background factors, environment exposures. is based on 53 items in National...

Employability is believed to be a crucial concept concerning employees’ job security. This study investigates whether factors associated with human capital and the dual labour market predict perceived employability. Two national representative Swedish samples are used, representing economic recession (1993, N ¼ 4952) prosperity (1999, 6696). was as higher during prosperity, but well predicted employability, irrespective of time period. These findings indicate that understanding employability...

The current study's aims are twofold: first, we investigate the relationship between employability and both work‐related (engagement) general (life satisfaction) well‐being. Second, study how may be relevant in times of high job insecurity. Specifically, hypothesise (1) a positive employees’ well‐being, (2) negative insecurity, (3) insecurity so that (4) mediates Results based on sample 559 respondents from divisions seven Belgian organisations support our hypotheses. We conclude means to...

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...

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...

ABSTRACT Managers in many public domains have to meet major challenges today, which is why it essential focus on their working conditions order develop a sustainable situation. In the present study, aim was explore different types of managerial situations and how they discriminate health, motivation, performance outcomes. Using job demands-resources model as framework, four demands three resources were included cluster analysis answer research question. total, 548 managers Sweden...

In this study, being "locked-in" at the workplace is conceptualized as in a non-preferred while same time perceiving low employability. The aim of study was to investigate how locked-in or risk becoming (being yet currently satisfied, combined with employability) relates well-being (subjective health and depressive symptoms). hypotheses were tested Swedish longitudinal sample (T1 2010 T2 2012) permanent employees (N = 3491). results showed that stability regard locked-in-related status...

Illegitimate tasks are responsibilities that fall outside the accepted scope of an employee's role and have been shown to negatively impact employee well-being, especially in public sector. Despite repeated calls for multilevel models explore whether negative effects illegitimate can be mitigated by leadership behaviour, research remains limited. This study examines how two dimensions tasks, unnecessary unreasonable associated with work engagement, stress, turnover intention employing...

The development of commitment to change is an underresearched area especially in non-western settings. aim the present study was determine whether employability can moderate negative effects job insecurity on individuals’ change. A survey method approach used collect 149 responses from managers a large public sector organization Pakistan undergoing restructuring. Hierarchical multiple regression results suggest that important coping resource during organizational as it helps mitigate most...

Noise has repeatedly been shown to be one of the most recurrent reasons for complaints in open-plan office environments. The aim present study was investigate if enhanced or worsened sound absorption offices is reflected employees' ratings disturbances, cognitive stress, and professional efficacy. Employees working on two different floors an building were followed as three manipulations made room acoustics each by means less more absorbing tiles & wall absorbents. For floors, from better...

Purpose – The purpose of this paper is to develop and validate a measure job insecurity climate by: first, testing whether individual are two separate constructs; second, investigating the relative importance in predicting work-related health-related outcomes. Design/methodology/approach Data were collected by questionnaires simple stratified random sample 1,380 white-collar workers Sweden. response rate was 56 percent. Findings Confirmatory factor analyses showed that distinct from...

This study investigates the joint effect of office type (cell, shared room, open-plan, and flex) personality, measured by Big Five personality traits, on self-rated measures distraction, job satisfaction, performance (measured professional efficacy). Regression analyses with interactions between were conducted 1205 participants working in 5 organizations from both private public sectors. While few observed cases efficacy several traits level distraction reported. Specifically, more...

Illegitimate tasks violate the norms of what is considered part employee's work role and have been found to harm individuals, groups organisations. The purpose this study was investigate relationship between key organisational conditions – span control, recruitment needs, administrative support changes prevalence unnecessary unreasonable illegitimate experienced by managers their subordinates. Data were collected from a sample comprising 80 863 subordinates in Swedish municipality using...

The public sectors in many developing countries have undergone major restructuring over the past decades. Earlier research suggests that such is inherently linked to feelings of ambiguity and insecurity among employees, undermining behavioral support for change, thus, chances change success. Using survey data from a restructured sector organization Pakistan, this study investigated mediating role commitment on relationship between ambiguity/job change. results show job were negatively...

This study focuses upon the heterogeneity in contemporary workforce relation to well-being and organizational attitudes. may concern (a) specific type of contract (permanent full-time vs. alternative arrangements; e.g., permanent part-time, fixed-term, on-call work), (b) job preferences, or (c) combinations preferences. The authors argue that working employment, but also being a nonpreferred imply stress and, hence, strain (i.e., poor well-being). lead withdrawal from organization...

Over the last few decades, increased flexibility and lack of stability in employment has made job insecurity a work stressor that affects more employees. Since worrying about potential loss (quantitative insecurity) or possible valued features (qualitative constitutes subjective perception, it been claimed personality factors may be decisive for perceptions. Furthermore, perception stressor, this case insecurity, could argued to dependent on appraisals available coping resources. This study...

The aim of this study is to examine job insecurity from a multilevel perspective and investigate the roles two types – climate individual for work-related attitudes health outcomes. It further explores role workgroup as social context in shaping perceptions. Data were collected white-collar employees Swedish organization, with 126 participants nested 18 groups. results show that 19% variance perceptions, none could be attributed group membership. Further, compared other members their group,...

An important challenge for public organizations is to attract and retain skilled managers. The present study explores how profiles of psychosocial working conditions, assessed by the combination managerial-specific job demands resources, longitudinally predict managers’ turnover intentions actual in Swedish municipalities. Considerable effects conditions on but not were found. Thus, poor may result psychologically detached managers organizations, which have considerable costly both managers,...

Objectives Previous research suggesting that open-plan office environments are associated with higher rates of sickness absence rely on self-reports which can be affected by recall bias. This paper investigates the associations absence, obtained from employer records as well self-reports, type (cell offices and different sizes offices). It additionally studies whether is presence. Methods Employees two private one public sector organization were recruited to study. Office was ascertained...

The demands on managers seem to have increased as a consequence of management reforms. This study evaluates interventions aimed at improving working conditions and performance in the Swedish public sector by changing organizational conditions. Six intervention organizations were compared 34 reference organizations. Organizational relevant for managerial work surveyed results presented teams who decided action plans implemented changes. Fidelity intentions contextual circumstances documented....