Job insecurity is one of the most common stressors in contemporary working life. Although research indicates that the job insecurity construct has cognitive (i.e., the perceived negative change to ...one’s job) and affective (i.e., the emotional reactions to the potential change to one’s job) components, scholars rarely apply this distinction between cognitive and affective job insecurity in their conceptualization and theory development. On the basis of 535 independent samples, a meta-analysis in Study 1 found that (1) job insecurity was significantly related to 51 out of 56 outcomes and correlates; (2) affective job insecurity had stronger relations with the majority of outcomes and correlates than did cognitive job insecurity as well as explained valid, unique variance in outcomes and correlates above and beyond cognitive job insecurity; and (3) in most cases, affective job insecurity mediated the relationships between cognitive job insecurity and its outcomes. Furthermore, Study 2 examines a moderator that may explain why individuals with the same level of cognitive job insecurity may display different levels of affective job insecurity. Specifically, we found a stronger relationship between cognitive job insecurity and affective job insecurity among individuals with high work centrality with two samples. Overall, results demonstrate that it is empirically meaningful to treat cognitive job insecurity and affective job insecurity as two separate constructs and that affective job insecurity is more closely related to employee outcomes than is cognitive job insecurity. Future research could further assess affective job insecurity and continue to explore moderators and mediators in the cognitive job insecurity–affective job insecurity relationship.
This study investigates whether job insecurity is related to employee learning (i.e. the acquisition of knowledge, skills and competencies/characteristics; KSAOs) and whether occupational ...self-efficacy functions as a mediating mechanism in this relationship. We used three-wave longitudinal data, with a time lag of six months, collected among Flemish employees (N = 1708), and employed a latent growth curve modelling approach. The results provide support for a dynamic relationship between job insecurity and employee learning. More specifically, changes in employees' levels (i.e. the slope) of job insecurity were related to changes in occupational self-efficacy. Changes in self-efficacy, in turn, were related to changes in levels of newly acquired KSAOs, in such a way that occupational self-efficacy operated as a mediator between job insecurity and newly acquired KSAOs. These results contribute to the understanding of the relationship between job insecurity and work-related learning, and to the general understanding of the mechanisms linking job insecurity to outcomes.
The job insecurity literature distinguishes between cognitive job insecurity and affective job insecurity where cognitive job insecurity reflects perceptions regarding the likelihood of total job ...loss or job features loss and affective job insecurity refers to emotional reactions to that potential loss. Indeed, affective job insecurity is demonstrated to be an affective reaction to cognitive job insecurity. However, the relationship between cognitive job insecurity and affective job insecurity may be neither direct nor unconditional. Drawing from cognitive appraisal theory, this research takes a nuanced approach to exploring the mediating role of negative work rumination and the moderating role of the tendency to negative gossip in the relationship between cognitive job insecurity and affective job insecurity. We examined our hypotheses using three time-lagged survey studies with employees recruited from the U.S. and China. These studies found that negative work rumination mediated the relation between cognitive job insecurity and affective job insecurity (Studies 1-3) and the tendency to negative gossip attenuated the positive relation between cognitive job insecurity and affective job insecurity (Studies 1 and 2). Thus, this research advances the job insecurity literature by identifying a mediator and a moderator in the process of how employees may experience job insecurity.
•To examine the influence that job insecurity caused by the COVID-19 pandemic can have on hotel employees’ self-rated task performance.•To explore the potential mediating mechanism of psychological ...strains (anxiety and depression).•To examine the moderating influence of resilience in the aforementioned relationship.
The COVID-19 health disaster has had a dramatic impact on the global hospitality industry, affecting millions of people. The aim of this study is to examine the impact of job insecurity on hotel employees’ anxiety and depression, and whether these psychological strains could influence employees’ self-rated task performance during the COVID-19 pandemic. We also examine the moderating role of hotel employees’ resilience in this context.
The hypotheses were examined by collecting data from 353 hotel employees currently working in the Canary Islands (Spain). The results highlight the significant effects of job insecurity on employees’ anxiety and depression levels. However, hotel employees’ task performance was not affected by their job insecurity or by their anxiety and depression. In addition, employees’ resilience has a moderating effect as it reduces the negative influence of job insecurity on depression. Finally, the discussion section sets out various theoretical and practical implications of the findings.
To test a proposed model of the job insecurity (JI) process that treats cognitive JI and affective JI as separate constructs, this study investigates organizational-level employee involvement and ...communication practices that influence the level of cognitive JI; increasing levels of cognitive JI in turn can create an affective reaction (i.e., affective JI). This affective reaction then influences individual psychological and behavioral outcomes. With two waves of data from three large Chinese organizations, the model test results show that employee involvement decreases cognitive JI perceptions. This reduction then leads to lower affective JI. Affective JI in turn relates negatively to employee psychological well-being but positively to both supervisor-rated job performance and affective JI six months later. The effect of cognitive JI on employee outcomes is partially through affective JI. Cognitive JI has a direct impact on psychological well-being but not on job performance. These findings offer key theoretical and practical implications.
•COVID-19 has caused an unprecedented crisis to all industries around the world.•The perceptions of job insecurity had negative effects on the engagement of deluxe hotel employees caused by ...COVID-19.•The employees who do not have high job engagement, enthusiasm, and focus on the job have increased turnover intent.•Job insecurity caused by COVID-19 is a considerable and significant factor in decreasing job engagement for Generation Y.
COVID-19 has caused an unprecedented crisis in all industries around the world. This study sought to verify that job insecurity, as perceived by deluxe hotel employees, significantly affects their job engagement and turnover intent and to determine the moderating effect of generational characteristics. The finding showed that perceptions of job insecurity had negative effects on the engagement of deluxe hotel employees. Also, employees’ job engagement can decrease turnover intent. The engagement of employees fully mediated the relationship between perceptions of job insecurity and turnover intent, and job insecurity caused by COVID-19 had a greater influence on Generation Y than Generation X in reducing job engagement, indicating that the negative impact of job insecurity is higher in Generation Y.
•Fear of COVID-19 was positively associated with job insecurity and emotional exhaustion.•Job insecurity mediated the relationship between fear of COVID-19 and emotional exhaustion.•Mindfulness ...buffered the positive relationship between fear of COVID-19 and job insecurity.•Perceived organizational support strengthened the relationship between job insecurity and emotional exhaustion.
The coronavirus disease (COVID-19) outbreak has impacted the restaurant industry tremendously. Building on the Conservation of Resources Theory, the current study investigates the relationships among U.S. restaurant frontline employees’ fear of COVID-19, job insecurity, and emotional exhaustion. The study also examines the moderating role of employee mindfulness and perceived organizational support. SPSS PROCESS macro was used for hypotheses testing. Results suggested that restaurant frontline employees’ fear of COVID-19 was positively associated with both job insecurity and emotional exhaustion. Fear of COVID-19 had an indirect effect on restaurant frontline employees’ emotional exhaustion via job insecurity. Employee mindfulness buffered the positive relationship between fear of COVID-19 and job insecurity. Perceived organizational support was found to intensify the positive relationship between job insecurity and frontline employees’ emotional exhaustion. The research provided useful human resource management practices for U.S. restaurant businesses amid crises such as COVID-19.
Precarious employment and mental health Rönnblad, Torkel; Grönholm, Erik; Jonsson, Johanna ...
Scandinavian journal of work, environment & health,
01/2019, Letnik:
45, Številka:
5
Journal Article
Recenzirano
Odprti dostop
Objectives Precarious employment (PE) is a term used to describe non-standard employment forms characterized by low security that may have negative effects on mental health. The objective of this ...review was to systematically review the evidence for effects of PE on mental health and identify important areas for further research. Methods A protocol was developed following PRISMA-P guidelines. Web of Science, PubMed and PsycINFO were searched up to 4 September 2017. All unique records were assessed for eligibility and quality by at least two reviewers. Data from included studies were summarized in forest plots and meta-analyses using a random-effects model. Evidence quality was rated using the GRADE method. Results We obtained 3328 unique records, of which 16 studies of sufficient quality met the inclusion criteria. Moderate quality evidence (GRADE score 3 of 4) was found for an adverse effect of job insecurity on mental health; summary odds ratio (OR) 1.52 95% confidence interval (CI) 1.35-1.70. There was very low quality (GRADE 1 of 4) evidence for effects of temporary employment or unpredictable work hours on mental health. Five studies on multidimensional exposures all showed adverse effects, weighted average OR 2.01 (95% CI 1.60-2.53). Conclusions Research on PE and mental health is growing, but high-quality prospective studies are still scarce. Job insecurity likely has an adverse effect on mental health. A clear multi-dimensional definition of PE is lacking, and harmonization efforts are needed. Further single-variable observational studies on job insecurity or temporary employment should not be prioritized.
Drawing on Cybernetic Big Five Theory, we propose that chronic job insecurity is associated with an increase in neuroticism and decreases in agreeableness and conscientiousness (the 3 traits that ...reflect stability). Data collected from 1,046 employees participating in the Household, Income and Labor Dynamics in Australia survey over a 9-year period were analyzed. Job insecurity and the other job-related variables (i.e., job control, time demand, and job stress) were measured in all years, and personality was measured at the first, fifth, and ninth years. We applied latent trait-state-occasion modeling and specified models using variables across two timeframes (from Time 1 to Time 4 and from Time 5 to Time 9). Results showed that chronic job insecurity over four or five preceding years predicted a small increase in neuroticism and a small decrease in agreeableness in both timeframes, and a small decrease in conscientiousness in the first timeframe. We also found that chronic job stress explained the association between chronic job insecurity and the increase in neuroticism, but not changes in other personality traits, in the first timeframe. Similar results were obtained when the entire 9-year timeframe was examined. The results generally showed null effects of chronic job insecurity with regard to extraversion and openness (the traits that reflect plasticity). This study suggests that job insecurity has important implications for one's personality when experienced over a long-term period.
Job insecurity is a work stressor with many negative consequences for the individual as well as the organization. However, currently, little is known about why job insecurity is related to these ...outcomes. In the present study, actual turnover was investigated as a possible consequence of job insecurity. Additionally, rumination about a possible job loss (i.e., the act of intensified thinking about the future of the job) was investigated as an explanatory mechanism. Relationships were tested using longitudinal data from a sample of 699 Belgian employees. Results of structural equation modeling analyses show that job insecurity was related to turnover 1 year later. This relationship was mediated by rumination about job insecurity. Actual turnover was investigated over time as a potential consequence of job insecurity, compared to many studies that used turnover intention as a proxy to predict actual turnover. Moreover, a job insecurity-specific mechanism-namely, rumination about job insecurity-was studied, which increased our understanding of how job insecurity develops into its consequences.
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