Research on the psychological consequences of job insecurity is reviewed, showing that reduces well-being and satisfaction, increases psychosomatic complaints physical strains. Next, three additional research questions are addressed, since these did not receive much attention in previous research. First, does impact workers differ according to their professional position, gender, age? Second, how important compared other stressors workfloor? Third, unemployment? To analyse issues, data were...

The satisfaction of the basic psychological needs for autonomy, competence, and relatedness, as defined in Self‐Determination Theory, has been identified an important predictor individuals' optimal functioning various life domains. study work‐related need seems, however, hampered by lack a validated measure. To assist future research, present aimed to develop validate Work‐related Basic Need Satisfaction scale (W‐BNS). Using four Dutch‐speaking samples, evidence was found three‐factor...

Abstract Within the Job Demands-Resources model, presence of job demands (e.g., work pressure) and absence resources social support) relate to burnout through a psychological energetic process, whereas associates with engagement motivational process. Although various mechanisms have been suggested understand these processes, empirical evidence for is scarce within JD-R framework. This study examines role basic need satisfaction, as defined Self-Determination Theory, in relationships between...

Using self‐determination theory, two studies found that holding an extrinsic, relative to intrinsic, work value orientation was associated with less positive outcomes (i.e. satisfaction with, dedication and vitality while on the job) more negative higher emotional exhaustion, short‐lived after successful goal‐attainment, turn‐over intention). These relations were not limited job outcomes, but also emerged using indicators of employees' general mental health. Moreover, income level did...

This article reviews the literature on job insecurity. After defining concept and its components, prevalence of insecurity among workers is discussed. Next, various antecedents are charted, consequences for health well-being individuals their attitudes behaviours towards organizations Finally, some practical suggestions made in order to reduce harmful effects insecurity, future research formulated. The focus this review studies from Europe U.S. As such, it aims introduce field South African...

This study aimed to integrate the differentiation between two types of job demands, as made in previous studies, Job–Demands Resources (JD-R) model. Specifically, this examine empirically whether hindrances and challenges, next category resources, accounts for unexpected positive relationships particular demands (e.g., workload) employees' work engagement. Results confirmatory factor analyses supported three categories characteristics samples (N 1 = 261 N 2 441). Further, structural equation...

Abstract. The current study introduces an ultra-short, 3-item version of the Utrecht Work Engagement Scale. Using five national samples from Finland ( N = 22,117), Japan 1,968), Netherlands 38,278), Belgium/Flanders 5,062), and Spain 10,040) its internal consistency factorial validity vis-à-vis validated measures burnout, workaholism, job boredom are demonstrated. Moreover, UWES-3 shares 86–92% variance with longer nine-item pattern correlations both versions 9 indicators well-being, 8...

AbstractObjectiveIn this review article, we present an overview of the results longitudinal studies on consequences job insecurity for health and well‐being. We discuss evidence normal causation (“Does influence outcomes?”), reversed (“Do specific outcomes predict insecurity?”), reciprocal causation. also various theories used to develop hypotheses whether theory has been at all.MethodScientific scholarly databases were searched find all existing articles. found 57 published since 1987 in a...

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...

The increased use of temporary contracts has instigated debates on possible implications for employees’ attitudes, well‐being and behaviour. complex issues related to this debate are reviewed from a theoretical, empirical conceptual point view. First, the definitions employment that currently used in OECD countries reviewed. Second, theoretical views concerning determinants elaborated. frameworks discussed include Work Stress Theory, Social Comparison Theory Exchange Theory. proposed these...

Research on the impact of job insecurity for temporary employees has been largely exploratory and atheoretical in nature. This paper addresses this issue by considering role satisfaction, organizational commitment, life self‐rated performance among permanent ( N = 396) as compared with ones 148). Hypotheses are formulated using tradition transactional versus relational psychological contract types. Psychological theory assumes (1) that effects due to a violation contract, (2) permanents...

This paper introduces a new definition for burnout and investigates the psychometric properties of Burnout Assessment Tool (BAT). In prior qualitative study, 49 practitioners were interviewed about their conceptualization (part 1). Using dialectical approach, four core dimensions—exhaustion, mental distance, impaired emotional cognitive impairment—and three secondary dimensions—depressed mood, psychological distress, psychosomatic complaints—emerged, which constitute basis BAT. second...

Purpose – The purpose of this paper is to define employability within the psychological literature with a focus upon perceived employability. Design/methodology/approach To achieve aim, defines five objectives as follows. First, discusses how interpreted in literature. Second, Third, goes one step further by comparing approach other approaches field, namely, based on competences and dispositions. concludes an integration three into process model demonstrate their interrelationships, which...

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...

Abstract Up to now, researchers have identified various individual and work‐related factors as potential antecedents of workplace bullying. The aim the present study is integrate this line research in view explaining how these may develop into Key informants, such union representatives, employees with a confidence role concerning bullying, human resource managers, prevention workers social service employees, analysed bullying incidents or cases within their organization. We combined...

Multiple instruments have been developed and used to measure quantitative job insecurity (i.e., lose the as such), often without systematic evaluation of their psychometric characteristics across countries language barriers. This may hamper consistent reliable cross-study cross-country comparisons. study's aim was introduce validate four-item Job Insecurity Scale (JIS) by De Witte five European Belgium, The Netherlands, Spain, Sweden, UK). Overall, results demonstrated construct validity...

European policy is focusing on innovation as a way out of the economic crisis. At same time, job insecurity rising E urope still in In this paper, we examine whether affects innovative work behaviour employees by relation between insecurity, autonomy, engagement and ( IWB ). Using employee level survey data, use structural equation modelling to disentangle relations these variables. The partially mediated model shows best fit with data. This that autonomy are both directly indirectly,...

Abstract This two-wave (16-month lag) Belgian panel study is one of the first to test theory-driven hypotheses on relations between job resources, work engagement, and actual turnover across time. The focuses three groups: stayers, workers who have obtained promotions ("promotion makers"), external movers. In line with Job Demands-Resources model, we hypothesized normal cross-lagged effects resources engagement for stayers. Based broaden-and-build theory, a reversed causal effect was...

Summary This study investigates perceived external employability (PEE) as a personal resource in relation to job insecurity and exhaustion. We advance the idea that PEE may reduce feelings of and, through felt insecurity, also That is, we probe paths from furthermore account for possible reversed causality, so exhaustion → PEE. aligns with insights Conservation Resources Theory, which is built on assumption caravans passageways associated gain loss spirals. based results sample 1314 workers...

The current study aims to test the hypotheses that are central Karasek's Job Demand Control Model in relation workplace bullying. Particular contributions are, first, focus upon both targets and perpetrators of bullying, second, two-wave design with a 6-month time lag. We assume (a) workload at Time 1 associates positively being target/perpetrator 2, (b) job autonomy negatively (c) positive relationship between 2 is stronger under condition low (vs. high) (i.e., interaction autonomy)....

Abstract: This study sought to investigate the measurement properties of a “gold standard” instrument for measuring burnout, Maslach Burnout Inventory – General Survey (MBI-GS), with systematic literature review and meta-analysis studies that had as primary aim its psychometric validation. The search spanned from January 1996 December 2022 using following databases: Web Science, Scopus, PubMed, APA PsychINFO, ScienceDirect, ProQuest Dissertations Theses Global. Our identified 35 eligible...

Abstract Background Healthcare literature suggests that leadership behavior has a profound impact on nurse work-related well-being. Yet, more research is needed to better conceptualize, measure, and analyse the concepts of well-being, understand psychological mechanisms underlying this association. Combining Self-Determination Job Demands-Resources theory, study aims investigate association between engaging burnout work engagement among nurses by focusing two explanatory mechanisms:...