scholarly journals Manager Characteristics and Employee Job Insecurity Around a Merger Announcement: The Role of Status and Crossover

2015 ◽  
Vol 56 (3) ◽  
pp. 558-580 ◽  
Author(s):  
Jack Lam ◽  
Kimberly Fox ◽  
Wen Fan ◽  
Phyllis Moen ◽  
Erin Kelly ◽  
...  
Author(s):  
Laura Frederike Röllmann ◽  
Mona Weiss ◽  
Hannes Zacher
Keyword(s):  

2006 ◽  
Vol 19 (2) ◽  
Author(s):  
Katrien Bohets ◽  
Hans De Witte

Does coping affect (the relationship between) job insecurity, well-being and job satisfaction? Does coping affect (the relationship between) job insecurity, well-being and job satisfaction? Katrien Bohets & Hans De Witte, Gedrag & Organisatie, Volume 19, Juni 2006, nr. 2, pp. 113. The consequences of both quantitative and qualitative job insecurity on well-being and job satisfaction are analysed. Quantitative job insecurity refers to the continuity of the actual job, whereas qualitative job insecurity refers to the continuity of valued job characteristics. The association of both kinds of insecurity with emotion-focused coping (avoidance) is studied, as well as the moderating role of problem-focused coping in the relation between job insecurity, satisfaction and well-being. Data of 568 employees from 23 companies are used to test the hypotheses. The results show that both forms of job insecurity are associated with a decrease in well-being and job satisfaction, as expected. Job insecurity is also associated with an increase in avoidance behaviours (emotion-focused coping) and with a decrease in problem-focused coping behaviours. Problem-focused coping (and avoidance) do not moderate the relationship between job insecurity, satisfaction and well-being.


2018 ◽  
Vol 64 (4) ◽  
pp. 10-22
Author(s):  
Adewale A. Adekiya

AbstractThe high rate of job loss in most crude oil dependent countries, which may be attributed to the recent drop in the price of this commodity in international markets, has intensified the perception of threats associated with potential job loss among the employees who are still employed. Hence, perceived job insecurity, its associated outcome, coupled with how it can be mitigated has become a global phenomenon, which requires the attention of managers and practitioners alike. In this work, we built upon Hobfall’s conservation of resource theory (CRT) to present a research model that links employee’s self-efficacy and gender to the strength or weakness of the relationship between self-esteem and self-perceived job insecurity. Research data were collected from 153 randomly selected Nigerian Bank employees out of 217 drawn from a total population of 509. Based on the results from relevant statistical analysis, it is discovered that, while increase in self-esteem would lead to a significant decrease in job insecurity perception, such significant decrease is, however, not associated with self-efficacy and gender meaning that these variables are not moderators in the self-esteem/perceived job insecurity relationship. In line with these outcomes, we conclude by recommending that managers should focus on developing intervention strategies aimed at improving employee self-esteem with a view of reducing perceived job insecurity. In addition, important areas in need of future research were also identified.


2021 ◽  
Vol 12 ◽  
Author(s):  
Marco De Angelis ◽  
Greta Mazzetti ◽  
Dina Guglielmi

The study aimed to extend the current knowledge of the relationship between job insecurity and performance. In line with traditional stress theories, work-family and burnout were hypothesized as serial mediators of the negative link between job insecurity and job performance. Also, the current study hypothesized that the association between job insecurity and the mediators [i.e., Work-family conflict (WFC) and burnout] could be buffered by perceived organizational justice among employees. Therefore, we empirically tested a moderated serial mediation model. Participants were 370 employees of an Italian multiservice social cooperative. Data were collected using a self-report questionnaire in the aftermath of the COVID-19 pandemic outbreak. The obtained results indicated that WFC and burnout mediated the association between job insecurity and job performance. Furthermore, perceived organizational justice buffered the relationship between job insecurity and WFC. Concerning job burnout, the association with job insecurity was moderated only among employees perceiving medium and high levels of organizational justice. The moderated serial mediation index provided support to the role of organizational justice in decreasing the association between job insecurity and job performance. This study delves deeper into the variables explaining the relationship between job insecurity and job performance by testing a serial process mechanism that involved WFC and burnout. Additionally, the obtained results provide suggestions to organizations and managers regarding the protective role of organizational justice to sustain employees’ mental health and performance. Practical implications at the organizational and managerial level are provided, along with a focus on the actual impact of the pandemic.


Work & Stress ◽  
2014 ◽  
pp. 1-22 ◽  
Author(s):  
Tinne Vander Elst ◽  
Anne Richter ◽  
Magnus Sverke ◽  
Katharina Näswall ◽  
Nele De Cuyper ◽  
...  

Author(s):  
Clare Bambra ◽  
Terje A. Eikemo

This chapter draws on research from social epidemiology to examine the relationships between insecurity, unemployment, and health. It outlines the rise of insecurity at work and provides a working definition. It then describes some of the key longitudinal studies that have described the relationship between job insecurity and health outcomes. The key explanations for this association are also explored. The chapter then summarizes the large literature on unemployment and health, examining mental health and suicide, mortality, self-reported health, and health behaviors. The chapter then examines international variations in the relationships between insecurity, unemployment, and health, with a particular focus on the role of welfare state policies and social safety nets. The chapter concludes by reflecting on the policy implications and highlighting key areas for future research.


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