In the context of blue-collar work, digital technologies and robotic systems are introduced at a rapid speed. However, employees are not always motivated to adopt such new technologies. Thus, it is ...essential to understand the drivers of employees' attitudes towards new technology at work (e.g. their enthusiasm about new technology or their insecurity or resistance to change). The present study examines (actual and desired) work characteristics as a predictor of attitudes towards new technology in blue-collar work. Results from a correlational study among blue-collar workers (N = 127) showed that work characteristics among blue-collar workers could be divided into three dimensions, namely, work enrichment, work demands, and task identity. These correlated with attitudes towards a to-be-implemented new technology (here, robotic system): As expected, desired work demands correlated with greater technology enthusiasm, whereas a lack of actual work enrichment predicted technology-based job insecurity. Work characteristics were unrelated to user resistance to change. The findings suggest that how workers evaluate their current work, and how much they are (dis)satisfied with it, predicts attitudes towards new technology. This research adds to the knowledge about attitudes towards new technology in blue-collar work. Practical implications for the implementation of technologies in blue-collar work are discussed.
Celotno besedilo
Dostopno za:
BFBNIB, DOBA, GIS, IJS, IZUM, KILJ, KISLJ, NUK, PILJ, PNG, SAZU, UILJ, UKNU, UL, UM, UPUK
Recent research has shown that job crafting, which describes individuals' attempts to craft a job to make it correspond more to personal inclinations, skills, and abilities, can generate significant ...work and nonwork benefits for individuals. Using the theoretical lens of activation theory, we examined whether professionals are prompted to cognitively craft their jobs in response to the increasing perception of precarisation of their profession, measured in terms of job insecurity and perceived external prestige. We adopted a mixed methods approach among professional accountants operating in Southern Italy and the results indicated the presence of two curvilinear relationships. More specifically, we found that accountants were more likely to engage in cognitive crafting when experiencing moderate levels of job insecurity (rather than high or low) and in the presence of both low and high levels of perceived external prestige (rather than a moderate level). Implications for theory and practice are discussed.
Practitioner Notes
What is currently known
Job crafting is about proactively shaping, modelling, and redefining a job
Research on job crafting has grown exponentially in recent years
The analysis of the antecedents of job crafting is still overlooked
Little scholarly attention has been given to the cognitive dimension of job crafting
What this paper adds
The perception of a threatening and a changing context can affect job crafting behaviors
The relationships between antecedents and job crafting can be curvilinear
Cognitive job crafting is an important individual strategy to deal with adverse situations
The implications for practitioners
Job crafting efforts can be simultaneously oriented to approach and avoid overtures
Organizations should launch a series of initiatives aimed at raising the awareness of job crafting
Organizations and professional associations should stimulate favorable contextual conditions for job crafting
It is important to study HR practices for managing cognitive job crafting behaviors in organizations
The COVID-19 pandemic has severe psychological and psychosocial impacts on hotel workers. This study examines the causal direct impact of both job insecurity and distributive injustice, which were ...common in hotels post COVID-19, on social loafing behavior among hotel workers, and the indirect impact through turnover intention. Data were collected from 850 hotels workers in the Kingdom of Saudi Arabia. Using results obtained through structural equation modeling (SEM), the spread of both job insecurity and distributive injustice positively and significantly influences turnover intention among hotel workers post the COVID-19 pandemic. The results also found that turnover intention fully mediates the influence of both distributive injustices on social loafing behavior. On the other side, it partially mediates job insecurity on social loafing behavior among hotel workers. Implications for scholars and practitioners as well as limitations of current research are discussed.
Research on crisis have brought to fore the necessity of studying the gendered impact of such events. Covid‐19 too has shown how gender relations play a role in the political economy of crisis, ...relief and response as well as recovery. This article focusses on the experiences of paid domestic workers in India who are among the most invisible and marginalized of India's informal workers and largely excluded from labor discourse and employment legislation. With Covid‐19, the precariousness characterizing the sector has also been further exposed and exacerbated, with vast numbers of workers now facing significant challenges to livelihood, as well as several new/additional pressures and risks, both at work and at home. In this article, we examine these Covid‐related challenges, drawing on interviews conducted with domestic workers, NGO practitioners, and labor rights' activists in Delhi and Kolkata between April and August 2020. We show how, during the national lockdown, many domestic workers in these cities experienced increased insecurity related to jobs and housing, as well as an increased control and surveillance at home. Furthermore, with the partial easing of lockdown and the associated ‘return’ to work, many experienced reduced bargaining power at work, increasingly blurred roles, and heavier workloads. Workers also experienced more overt forms of avoidance behavior, linked to ideas of caste/class and more recent notions of ‘hygiene’/‘distancing’. In detailing these experiences and contextualizing them within a much longer history of invisibilization and marginalization facing workers engaged in social reproduction, we draw attention to what we call the ‘precarious continuities’ in paid domestic work. We argue that the crisis allows for a lens to widen the theoretical understanding around social reproduction as a form of underpaid and devalued labor.
Aim
The present study tested a moderated mediation model in the Hospital industry of Pakistan. Extending the Conservation of Resources theory, we conducted a joint investigation of the mediating role ...of (a) Job Insecurity in linking Workplace Bullying with victim's deviant work behaviors and (b) the moderating roles of Resilience and Perceived Supervisor Support in influencing the mediation.
Background
Although the direct effects of bullying on deviant work were well established, the mechanisms and the boundary conditions through which bullying triggers deviant behaviors are still unknown.
Method
Utilizing temporally segregated field data from a sample of nurses and their fellow colleagues (n = 251 dyads), a quantitative study was conducted in Pakistani hospitals.
Results
Results were consistent with our hypothesized moderated mediation (mod‐med) framework in which workplace bullying led to deviant work behaviors in nurses via job insecurity. Moreover, this indirect effect was salient under nurses' low resilience and perceptions of supervisor support.
Conclusion
Based on these findings, the relationship between workplace bullying and deviant work behaviors appears to be more complex than what is commonly believed.
Implications for Nursing Management
The findings of the present study emphasize how and why bullying at workplace (particularly nurses) generates deviant work behavior.
This contribution introduces the Job Insecurity
Appraisals Scale (JIAS-6), a tool that measures job insecurity primary
appraisals (i.e., challenge and hindrance). Starting from the transactional
...theory of stress and extending previous unpublished versions of the same scale,
the authors developed JIAS-6, using two samples of Italian workers
(N
1 = 204 and
N
2 = 328). JIAS also addresses
methodological and theoretical limitations of other primary appraisal scales. In
Study 1, using a calibration sample, a series of confirmatory factorial analyses
(CFAs) were performed and results showed that the final version of the scale
fits the data well, while Study 2 findings (using a validation sample)
replicated those obtained in Study 1 and provided support for strict measurement
invariance across contract type, age, and gender, while scalar invariance was
supported across job insecurity levels. Furthermore, we provided evidence of the
relationship between job insecurity appraisals measured by JIAS-6 and other
theoretically relevant constructs. The initial validation of JIAS-6 opens
several new fruitful lines of research for job insecurity scholars.
The COVID-19 crisis highlights a growing precarity in employment and the importance of employment for workers' well-being. Existing studies primarily examine the consequences of employment precarity ...through non-standard employment arrangements or the perception of job insecurity as a one-dimensional measure. Recent scholars advocate a multidimensional construct with a wide range of objective and subjective characteristics of precariousness. Using data from Eurofound's Living, Working, and COVID-19 surveys, I define employment precarity as the objective form of employment instability, as well as subjective terms of job insecurity and emotional precariousness. I also investigate whether and how various facets of employment precarity along with COVID-19 risk are associated with workers' mental and subjective well-being across 27 European Union member states during the pandemic. This study sheds light on a comprehensive understanding of objective and subjective dimensions of employment precarity, as well as their effects on workers' well-being during the COVID-19 pandemic.
The current study's aims are twofold: first, we investigate the relationship between employability and both work-related (engagement) and general (life satisfaction) well-being. Second, we study how ...employability may be relevant in times of high job insecurity. Specifically, we hypothesise (1) a positive relationship between employability and employees' well-being, (2) a negative relationship between employability and job insecurity, and (3) a negative relationship between job insecurity and employees' well-being, so that (4) job insecurity mediates the relationship between employability and employees' well-being. Results based on a sample of 559 respondents from divisions of seven Belgian organisations support our hypotheses. We conclude that employability may be a means to secure one's labour market position, rather than a means to cope with job insecurity. Adapted from the source document.
This study adds to the understanding of the relationship between qualitative job insecurity and employee in-role performance, by analysing the association longitudinally. While social exchange theory ...predicts that the relationship should be negative and bidirectional, the job preservation motivation model indicates a self-correcting mechanism, where job insecurity leads to increased performance, which, in turn, could decrease job insecurity. We developed competing hypotheses and examined them using structural equation modelling in a heterogeneous sample of 337 employees. For employees with a higher professional level, results pointed towards a reciprocal causal relationship between qualitative job insecurity and in-role performance, indicating a loss cycle. For employees with a lower professional level, results showed a small positive direct causal relationship between qualitative job insecurity and in-role performance, while the negative direct path from in-role performance to qualitative job insecurity did not reach statistical significance. This is the first study to test the diverging theoretical predictions of social exchange theory and the job preservation motivation model, with regard to the relationship between qualitative job insecurity and in-role performance. Being longitudinal, our study only allows us to hint at possible causal relationships between the involved variables, the chronological order being necessary, but not sufficient to prove causality.
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