An Emprical Research On The Relationship Between Job Insecurity And Employee Health Safety (original) (raw)
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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.
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.
Journal of Occupational Health Psychology, 2001
Job insecurity research has focused primarily on attitudinal (e.g., job satisfaction), behavioral (e.g., employee turnover), and health outcomes. Moreover, research in the area of workplace safety has largely focused on ergonomic factors and personnel selection and training as primary antecedents of safety. Two cross-sectional structural equational modeling analyses and 1 longitudinal regression analysis of 237 food-processing plant employees unite these 2 disparate areas of research by exploring the relatively uncharted relationship between job insecurity and safety outcomes. Results indicate that employees who report high perceptions of job insecurity exhibit decreased safety motivation and compliance, which in turn are related to higher levels of workplace injuries and accidents.
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.
Journal of Organizational Behavior, 2000
The aim of the study was to examine perceived job insecurity and its organizational antecedents and outcomes within a one-year time period. The study was carried out by means of questionnaires, which were responded to twice, in 1995 (Time 1) and 1996 (Time 2), by employees in three organizations: a factory, a bank, and a municipal social and health care department. The present article is based on the data of those employees (n 210) who participated in the study in both years. The results indicated that perceived job insecurity varied with gender and organization, but not with time. In particular, female employees in the bank reported a high level of job insecurity compared with men. The use of a restorative strategy by management at Time 1 decreased job insecurity at Time 2, whereas job insecurity at Time 1 weakened the quality of human relations and perceived eciency within the organizations at Time 2.
Journal of occupational health psychology, 2015
The current study contributes to the literature on job insecurity by highlighting threat to the benefits of work as an explanation of the effect of job insecurity on health complaints. Building on the latent deprivation model, we predicted that threats to both manifest (i.e., financial income) and latent benefits of work (i.e., collective purpose, social contacts, status, time structure, activity) mediate the relationships from job insecurity to subsequent mental and physical health complaints. In addition, in line with the conservation of resources theory, we proposed that financial resources buffer the indirect effect of job insecurity on health complaints through threat to the manifest benefit. Hypotheses were tested using a multilevel design, in which 3 measurements (time lag of 6 months between subsequent measurements) were clustered within 1,994 employees (in Flanders, Belgium). This allowed for the investigation of within-person processes, while controlling for variance at th...
Is job insecurity harmful to health?
Journal of the Royal Society of Medicine, 2001
Studies of job insecurity Job insecurity can be self-perceived or externally attributed. The population in studies of self-perceived job insecurity is composed of individuals who report their job as insecure. In studies of attributed job insecurity the study population is deemed to be at risk by the researchers. Perceived and attributed job insecurity are signi®cantly associated in the expected direction 5,6 , and the stress engendered by job insecurity depends on the perceived probability and perceived severity of job loss 3. Perceived job insecurity is thus considered the more potent stressor 71
Employees Perceptions of Job Insecurity and Performance: A Qualitative Approach
International Journal of Environmental Research and Public Health
The purpose of this article is to understand the experience of workers’ perceptions of job insecurity and its relation to performance. To this end, we conducted semi-structured interviews with 38 workers in the retail, services, education, financial, construction, and pharmaceutical industries in Chile. Using content analysis based on workers’ accounts of their own experience, we identified two main categories: (a) the experience of job insecurity viewed in relation to the context of the COVID-19 pandemic and emotional aspects of job insecurity, and (b) the relation between job insecurity and performance. The possibility of job loss expresses itself in experiences and emotions that are related to the performance of workers in different ways. These findings are discussed in terms of stress theory and the motivation to preserve jobs.