THE DETRIMENTAL CONSEQUENCES OF PERCEIVED JOB INSECURITY ON HEALTH AND PSYCHOLOGICAL WELL-BEING

2016 ◽  
Vol 4 (1) ◽  
pp. 175 ◽  
Keyword(s):  
Job Insecurity ◽  
Well Being ◽  
Psychological Well Being ◽  
Perceived Job Insecurity

Correlations between Job Insecurity and Psychological Well-Being among White and Black Employees in South Africa

1993 ◽  
Vol 76 (3) ◽  
pp. 885-886 ◽  
Author(s):  
Christopher Orpen
Keyword(s):  
South Africa ◽  
South African ◽  
Job Insecurity ◽  
Well Being ◽  
Job Security ◽  
Anxiety And Depression ◽  
Psychological Well Being ◽  
Manufacturing Company ◽  
Black Employees ◽  
Perceived Job Insecurity

In a South African manufacturing company the correlations between perceived job insecurity and psychological well-being were examined among 54 white managers in relatively ‘safe’ jobs and 78 black production workers in relatively ‘unsafe’ jobs. The former felt more secure in their jobs but not less anxious or depressed than the latter. Job insecurity was positively related to both anxiety and depression (.30 to .40) in both groups, confirming the benefits of perceived job security to employees, irrespective of whether they felt initially secure or not in their jobs.

scholarly journals Employee psychological well-being and job performance: exploring mediating and moderating mechanisms

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yasir Mansoor Kundi ◽  
Mohammed Aboramadan ◽  
Eissa M.I. Elhamalawi ◽  
Subhan Shahid
Keyword(s):  
Job Performance ◽  
Affective Commitment ◽  
Job Insecurity ◽  
Well Being ◽  
Equation Modeling ◽  
Psychological Well Being ◽  
Content Type ◽  
Work Related ◽  
Perceived Job Insecurity

Purpose Given the importance of employee psychological well-being to job performance, this study aims to investigate the mediating role of affective commitment between psychological well-being and job performance while considering the moderating role of job insecurity on psychological well-being and affective commitment relationship. Design/methodology/approach The data were gathered from employees working in cellular companies of Pakistan using paper-and-pencil surveys. A total of 280 responses were received. Hypotheses were tested using structural equation modeling technique and Hayes’s Model 1. Findings Findings suggest that affective commitment mediates the association between psychological well-being (hedonic and eudaimonic) and employee job performance. In addition, perceived job insecurity buffers the association of psychological well-being (hedonic and eudaimonic) and affective commitment. Practical implications The study results suggest that fostering employee psychological well-being may be advantageous for the organization. However, if interventions aimed at ensuring job security are not made, it may result in adverse employee work-related attitudes and behaviors. Originality/value The study extends the current literature on employee well-being in two ways. First, by examining psychological well-being in terms of hedonic and eudaimonic well-being with employee work-related attitude and behavior. Second, by highlighting the prominent role played by perceived job insecurity in explaining some of these relationships.

scholarly journals Impact of Job Insecurity on Psychological Well- and Ill-Being among High Performance Coaches

2020 ◽  
Vol 17 (19) ◽  
pp. 6939
Author(s):  
Marte Bentzen ◽  
Göran Kenttä ◽  
Anne Richter ◽  
Pierre-Nicolas Lemyre
Keyword(s):  
Psychological Health ◽  
Structural Equation ◽  
High Performance ◽  
Job Insecurity ◽  
Well Being ◽  
Equation Model ◽  
Longitudinal Impact ◽  
Performance Expectations ◽  
Psychological Well Being ◽  
Psychological Health At Work

Background: The evaluative nature of high performance (HP) sport fosters performance expectations that can be associated with harsh scrutiny, criticism, and job insecurity. In this context, (HP) sport is described as a highly competitive, complex, and turbulent work environment. The aim of this longitudinal, quantitative study was to explore whether HP coaches’ perceptions of job insecurity and job value incongruence in relation to work would predict their psychological well- and ill-being over time. Methods: HP coaches (n = 299) responded to an electronic questionnaire at the start, middle, and end of a competitive season, designed to measure the following: job insecurity, values, psychological well-being (vitality and satisfaction with work), and psychological ill-being (exhaustion and cynicism). Structural equation model analyses were conducted using Mplus. Results: Experiencing higher levels of job insecurity during the middle of the season significantly predicted an increase in coaches’ psychological ill-being, and a decrease in their psychological well-being at the end of the season. However, value incongruence did not have a significant longitudinal impact. Conclusions: These findings cumulatively indicate that coaches’ perceptions of job insecurity matter to their psychological health at work. Consequently, it is recommended that coaches and organizations acknowledge and discuss how to handle job security within the HP sport context.

The promise of flexicurity: Can employment and income security mitigate the negative effects of job insecurity?

2020 ◽  
pp. 0143831X2097547
Author(s):  
Mojca Svetek
Keyword(s):  
Job Insecurity ◽  
Well Being ◽  
Job Security ◽  
Negative Effects ◽  
Income Security ◽  
Individual Level ◽  
Negative Effect ◽  
The Relationship ◽  
Perceived Job Insecurity ◽  
The Eu

Flexicurity is an integral part of the EU Employment Strategy. Flexicurity promises that it is possible to simultaneously provide organisations with greater flexibility and offer workers the necessary level of security. This is achieved by replacing job security, which stems from a permanent employment contract, with employment and income security. The aim of this article is to present an individual-level investigation of the relationships between various elements of flexicurity, examining how they affect psychological well-being and job satisfaction. A heterogeneous sample of 432 adults employed under various types of employment arrangements participated in the study. The results showed that the type of employment arrangement was the main predictor of perceived job insecurity. Moreover, perceived job insecurity mediated the relationship between employment arrangement and psychological outcomes. Finally, employment and income security failed to mitigate the negative effect of job insecurity. The promise of flexicurity is therefore called into question.

THE EFFECTS OF SELF-ESTEEM AND PERSONAL CONTROL ON THE RELATIONSHIP BETWEEN JOB INSECURITY AND PSYCHOLOGICAL WELL-BEING

1994 ◽  
Vol 22 (1) ◽  
pp. 53-55 ◽  
Author(s):  
Christopher Orpen
Keyword(s):  
Internal Control ◽  
Job Insecurity ◽  
Personal Control ◽  
Well Being ◽  
Self Esteem ◽  
Personal Attributes ◽  
External Control ◽  
Hierarchical Regression ◽  
Psychological Well Being ◽  
The Impact

129 employees of an Australian manufacturer completed measures of job insecurity, self-esteem, personal control and psychological well-being. Using hierarchical regression analysis, it was shown that the personal attributes of self-esteem and personal control moderated the impact of job insecurity on psychological well being, as predicted, with low self-esteem and external control employees being significantly more adversely affected by insecurity than their high self-esteem and internal control counterparts.

scholarly journals Mental Well-being Among Workers: A Cross-national Analysis of Job Insecurity Impact on the Workforce

2020 ◽  
Vol 152 (2) ◽  
pp. 421-442 ◽  
Author(s):  
Concetta Russo ◽  
Marco Terraneo
Keyword(s):  
Job Insecurity ◽  
Well Being ◽  
Two Dimensions ◽  
Employment Protection ◽  
World Health ◽  
Parameter Estimates ◽  
Employment Conditions ◽  
National Analysis ◽  
Mental Well Being ◽  
Perceived Job Insecurity

Abstract Drawing on 2011 and 2016 European Quality of Life Survey data from eight European countries, this paper considers the importance of subjective indicators of employment conditions in impacting mental well-being. Among employment conditions, job insecurity has been discussed as having a negative impact on mental well-being by enhancing the worker’s sense of unpredictability. The idea of losing one’s job brings with it the fear of an uncertain or unclear future and the sense of lack of agency—i.e. feeling powerless with respect to the risk of becoming unemployed. Thus, we investigate two dimensions of job insecurity, namely ‘cognitive job insecurity’ and ‘labour market insecurity’. Our dependent variable is mental health well-being, measured using the 5-item World Health Organization Well-Being Index (WHO-5), which is a self-reported health scale validated by several studies and internationally adopted for measuring psychological well-being. We apply a fixed-effects model and use a set of individual control variables to obtain parameter estimates. Moreover, to control for country-level heterogeneity, two macro-level variables are considered: the type of welfare regime and employment protection. The novelty of this research lies in disentangling the concept of precariousness from the dichotomy of open-ended/non-open-ended contract and in including in the analysis subjective categories such as self-perceived job insecurity. The findings of our study suggest that self-perceived job insecurity is negatively related to mental well-being for both permanent and temporary workers, making this stressor an important feature in predicting the emergence of psychological distress (i.e. feelings of anxiety or depression) among the workforce.

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