Organizational antecedents and outcomes of job insecurity: a longitudinal study in three organizations in Finland (original) (raw)
Related papers
perceived job insecurity: the individual, organisational and societal effect
The concept of perceived job insecurity has been shown to be detrimental for various psychological and health-related outcomes including the effective functioning of business organizations. While most researches have examined the detrimental outcome of this workplace phenomenon from the standpoint of the individual employees and its associated organizational outcome, scanty knowledge exist on the multiplying effect of perceived job insecurity on the larger socio-economic environment and the society at large. This paper examines the overall effect of perceived job insecurity taking into consideration, its overall effects on the individual, organization, and the society. Making use of secondary data from the literature and relevant theories, it was discovered that the effect of perceived job insecurity if not properly addressed, goes beyond the enclave of employees health functioning and its associated organizational dysfunction but can also translate into various forms of adverse social and economic consequences for the society and countries at large. In view of this discovery, recommendations were made for organizations, relevant institutions and government bodies to design a framework that encompasses those institutional and organizational policies that can limit the incidence of perceived job insecurity within the workplace. Keywords: Job Insecurity, Workplace, Individual, Organization
The issue of job insecurity has received growing recognition in connection with increased unemployment and the use of large workforce reductions to improve organizational effectiveness and competitive ability. Although research suggests that job insecurity is negatively related to employee work attitudes and well-being, some issues concerning these relationships have not yet been fully addressed. First, concerns about the continued existence of one's job (quantitative insecurity) and important job features (qualitative insecurity) could relate differently to the outcomes. Second, empirical research has not systematically controlled for mood dispositions, although a growing body of literature suggests that this should be a standard procedure when self-rated stress reactions are measured. Third, most studies are cross-sectional and thus unable to control for prior levels of the outcome variables. Based on longitudinal data from a Swedish organization undergoing downsizing (N=375), this study revealed that quantitative insecurity was the most important dimension in that it negatively affected subsequent well-being after controlling for positive and negative affectivity as well as prior levels of wellbeing. Although job insecurity appears to have negative consequences for employees and their organizations, our results indicate that the consequences of insecurity may have been overestimated in previous, often cross-sectional, research.
Job Insecurity and Employee Well-Being
1988
This study explored the consequences of perceived job security and insecurity on the psychological and physical health of employees. Data were gathered from employees of a large midwestern manufacturing organization that produced products for material removal applications. Surveys were sent through company mail to a stratified random sample of 442 employees resulting in 230 usable surveys. Subjects completed measures of job security, psychological and physical health, organizational commitment, job performance, and demographic information. The results provided support for the general hypothesis that feelings of job security/insecurity would be related to psychological adjustment and job performance. The relationships appeared to be fairly complicated, contingent on other percepticns and/or employee characteristics. In general, employees who reported feeling insecure in their present job and who felt that it would be difficult to find a comparable job elsewhere experienced more psychological difficulties than did employees who reported job and/or employment security. (NB) Reproductions supplied by EDRS are the best that can be made from the original document.
An Empirical Research on The Relationship Between Job Insecurity and Employee Health & Safety
2009
The purpose of this study is to investigate the relationship among the insecurity perception of employees, health symptoms and unsafe behaviours of employees. According to a limited number of empirical researches in this field, findings imply that job insecurity perceptions of employees may result both in physical and mental health symptoms and unsafe behaviours which may in return risk the job safety. Research is limited with an application to a large company in Turkey which is in downsizing process. Findings of this particular research have once again indicated both mental and physical health symptoms are related with job insecurity perceptions.
Consequences of Job Insecurity and the Moderator Role of Occupational Group
The Spanish journal of psychology, 2011
In recent decades, transformations in organizations and the labour market have produced an increase in employee job insecurity. In response to this situation, workers present different negative reactions. However, the intensity of these reactions varies across studies that have investigated the outcomes of job insecurity. One possible explanation for this inconsistency may lie in the influence of other factors, such as the occupational group . The aim of this study is to provide additional evidence about the relationship between job insecurity and its outcomes (i.e., life satisfaction, job satisfaction, perceived performance and organizational commitment), and examine the moderator role of occupational group in this relationship. The sample was composed of 321 employees from different Spanish organizations. The results showed that job insecurity was directly and negatively related to life satisfaction, job satisfaction and organizational commitment, and they suggest that occupational group moderated relations between job insecurity and three studied outcomes. In the case of life satisfaction and perceived performance, this relationship was stronger among blue collar workers. The relationship between job insecurity and job satisfaction was stronger in white collar workers. The implications and limitations of this study are discussed.
Career Development International
Purpose The purpose of this paper is to test the relationship between subjective job insecurity and self-rated job performance, and to assess how this association is different across different employment groups. Design/methodology/approach The authors used a data set owned by TNO and Statistics Netherlands of more than 89,000 Dutch workers and self-employed that is a representative sample of the Dutch workforce. The authors included data from 2014 and 2016 assessing subjective job insecurity in terms of “a concern about the future of one’s job/business” and self-rated job performance. Findings The effect size of the association between subjective job insecurity and self-rated job performance is small. For temporary agency workers and on-call workers, the association between subjective job insecurity and job performance is weaker compared to permanent workers and fixed-term workers. However for self-employed workers with and without employees, however, the relation between subjective...
Content, Cause, and Consequences of Job Insecurity: A Theory-Based Measure and Substantive Test
Academy of Management Journal, 1989
This research assessed the causes and consequences of job insecurity using a new theory-based measure incorporating recent conceptual arguments. We also compared the measure's reliability and construct validity to those of two existing global measures of job insecurity. Results indicated that personal, job, and organizational realities associated with a perceived lack of control are correlated with measured job insecurity. Job insecurity in turn leads to attitudinal reactionsintentions to quit, reduced commitment, and reduced satisfaction. These results generally support the utility of our new measure and provide important directions for future research. Organizations have been downsizing, restructuring, and merging with increasing frequency over the past decade. For employees, these major changes have caused feelings of anxiety, stress, and insecurity concerning the nature and continued existence of their jobs (Jick, 1985; Romzek, 1985; Schweiger & Ivancevich, 1985). Employees may have good reason to feel insecure. For example, Magnet (1984) and Walsh (1988) reported that relocation of employees and loss of jobs, status, benefits, and opportunities are common outcomes of mergers or takeovers. Jacobsen (1988) documented demoralization, suspicion, helplessness, and stress as reactions to a potential layoff. Other research has highlighted insecurity as a primary outcome of layoffs (see Brockner [1988] for a review). In response to these realities, unions have begun bargaining for contract clauses that ensure the long-term security of their members' jobs (Bolt, 1983; Cappelli, 1985; Hoerr, 1983). In turn, employers, who have historically underestimated the importance that employees place on extrinsic job factors such as security (Giles & Field, The authors would like to thank Len Greenhalgh, Michael Gordon, Jim Walsh, and two anonymous reviewers for their comments on an earlier draft of this article. Thanks also to Stephanie Creswell for her help in the data analysis. The Tuck Associates Fund partially supported this research.
Current Psychology
Employee task performance is considered to be of crucial importance for organizational survival and growth, at the same time, the struggle for organizational survival and growth most especially in the current economic climate gives rise to perceptions of job insecurity among employees thereby making the perception of job insecurity a relevant topic. This study examined the effect of perceived job insecurity on task performance. In addition, the effect of both quantitative and qualitative facets of job insecurity on the different components of task performance, was investigated. By making use of the multi-stage sampling technique, a total of 342 employees with age range of 23 to 46 years were proportionately selected from the cluster that represents each bank. Furthermore, the close ended and structured questionnaire was utilized in a descriptive cross-sectional research design to elicit responses from these employees. Based on the regression analysis conducted, it was revealed that while perceived job insecurity as a uni-dimensional construct exercise a significant and negative effect on task performance, both quantitative and qualitative job insecurity also have a significant and negative effect on this performance with the later, found to exercise a stronger negative impact. Furthermore, results also indicate that while quantitative job insecurity is more negatively related with the job quality component of performance, both job quantity and job time limit are more negatively related with qualitative job insecurity. To conclude, recommendations were made on the need for organizations to focus intervention on antecedents of job insecurity which have been classified as macro level, micro level and personality factors with the view of reducing the incidence of perceived job insecurity. It was also recommended that managers should endeavor to concentrate more resources on those employees who suffer from qualitative job insecurity whenever there is a need to make use of these interventions, while also being in cognizant of the fact that a different level of intervention is required for employees with different level of job quality, job quantity and job time limit.