| 1. |
- Griep, Yannick, et al.
(författare)
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The chicken or the egg : The reciprocal relationship between job insecurity and mental health complaints
- 2021
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Ingår i: Journal of Business Research. - : Elsevier BV. - 0148-2963 .- 1873-7978. ; 126, s. 170-186
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Tidskriftsartikel (refereegranskat)abstract
- To push the job insecurity literature forward, we bring together and simultaneously examine multiple theoretical frameworks to explain the direct job insecurity-mental health relationship and the reciprocal mental health-job insecurity relationship. Using 3-wave survey data, with a six-month time lag, from 1994 employees, we found that the stability of job insecurity from Time 1 to Time 2 was positively related to stress and social exchange mechanisms, as well as mental health complaints at Time 3. We also found that the stability of mental health complaints from Time 1 to Time 2 was positively related to the conservation of resources mechanism of absenteeism, as well as to perceptions of job insecurity at Time 3. Moreover, the stability of absenteeism over time was positively related to perceptions of job insecurity at Time 3. We discuss implications for the job insecurity literature, as well as make suggestions for future research and practical implications.
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| 2. |
- Låstad, Lena, et al.
(författare)
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On the reciprocal relationship between individual job insecurity and job insecurity climate
- 2016
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Ingår i: Career Development International. - 1362-0436 .- 1758-6003. ; 21:3, s. 246-261
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Tidskriftsartikel (refereegranskat)abstract
- Purpose– The purpose of this paper is to investigate the relationship between individual job insecurity and job insecurity climate over time. Design/methodology/approach– Data were collected among readers of a Flemish Human Resources magazine. The data collection was repeated three times, resulting in a longitudinal dataset with information from 419 employees working in Flanders. A cross-lagged design was used in which both individual job insecurity and job insecurity climate were modeled at all times and reciprocal relationships between these constructs could be investigated. Findings– The results showed that perceptions of individual job insecurity were related to perceiving a climate of job insecurity six months later. However, no evidence was found for the effect of job insecurity climate on individual job insecurity. This suggests that job insecurity origins in the individual’s perceptions of job insecurity and subsequently expands to include perceptions of a job insecurity climate at the workplace. Research limitations/implications– First, the data used in this study were collected solely by self-reports, which could have introduced a common method bias to the study. Second, as with all non-experimental studies, the possibility that a third variable could have affected the results cannot categorically be ruled out. Practical implications– Managers and human resource practitioners who wish to prevent job insecurity in organizations may consider focussing on individual job insecurity perceptions when planning preventive efforts. Originality/value– By investigating the relationship between individual job insecurity and job insecurity climate over time, this study contributes to the understanding of job insecurity, both as an individual and a social phenomenon.
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| 3. |
- Låstad, Lena, 1984-, et al.
(författare)
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On the reciprocal relationship between individual job insecurity and job insecurity climate
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Annan publikation (övrigt vetenskapligt/konstnärligt)abstract
- Purpose – The aim of this study was to investigate the relationship between individual job insecurity and job insecurity climate over time.Design/methodology/approach – Data were collected among readers of a Flemish Human Resources magazine. The data collection was repeated three times, resulting in a longitudinal dataset with information from 419 employees working in Flanders (Belgium). A cross-lagged design was used in which both individual job insecurity and job insecurity climate were modelled at all times and reciprocal relationships between these constructs could be investigated.Findings – The results showed that perceptions of individual job insecurity were related to perceiving a climate of job insecurity six months later. However, no evidence was found for the effect of job insecurity climate on individual job insecurity. This suggests that job insecurity origins in the individual’s perceptions of job insecurity and subsequently spreads to include perceptions of job insecurity at the workplace.Research limitations – Firstly, the data used in this study were collected solely by self-reports, which could have introduced a common method bias to the study. Secondly, as with all non-experimental studies, the possibility that a third variable could have affected the results cannot categorically be ruled out.Practical implications – Managers and Human Resource-practitioners who wish to prevent job insecurity in organizations may consider focusing on individual job insecurity perceptions when planning preventive efforts.Originality/value – By investigating the relationship between individual job insecurity and job insecurity climate over time, this study contributes to our understanding of job insecurity, both as an individual and a social phenomenon.
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| 4. |
- Vander Elst, Tinne, et al.
(författare)
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Explaining the Cross-lagged Relationships of Qualitative Job Insecurity with Job Strain and Psychological Withdrawal by Perceived Control
- 2014
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Ingår i: Book of Proceedings, 11th Conference of the European Academy of Occupational Health Psychology. - Nottingham, UK : European Academy of Occupational Health Psychology. - 9780992878603 ; , s. 98-
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- The aim of this study was to investigate whether situational appraisals of control may account for the relationship between qualitative job insecurity (i.e. insecurity about valued job characteristics) and both job strain (depressive symptoms and upper musculoskeletal complaints) and psychological withdrawal (affective organizational commitment and turnover intentions). This prediction is based on the appraisal theory of Lazarus and Folkman. Two-wave longitudinal data (with a time lag of approximately 14 months) of 722 Swedish white-collar workers were used to test the hypotheses. The hypotheses were tested following a two-step procedure advanced by Cole and Maxwell (2003). Firstly, the results of cross-lagged structural equation modeling showed that qualitative job insecurity was negatively related to subsequent perceived control. Secondly, perceptions of control over the job situation were associated with decreased depressive symptoms and increased affective organizational commitment one year later. Formal tests pointed at a significant indirect effect of qualitative job insecurity on affective organizational commitment through perceived control. Finally, no cross-lagged relationships were found between perceived control and the outcomes of upper musculoskeletal complaints and turnover intentions. This study contributes to the search for theoretical explanations of the negative consequences of job insecurity for employees’ functioning.
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| 5. |
- Vander Elst, Tinne, et al.
(författare)
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Perceived job insecurity predicting involuntary and voluntary turnover 6 months later
- 2019
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Ingår i: Abstract Book of the 19th European Association of Work and Organizational Psychology Congress. ; , s. 421-422
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Purpose: This study aimed to investigate perceived job insecurity (i.e., the threat to lose the current job) in relation to future involuntary (i.e., getting fired) and voluntary turnover (i.e., quitting). We predicted that employees would only quit their job when they were able to find another job.Methodology: Logistic regression analysis was conducted on a sample of 650 Belgian permanent workers who were surveyed twice six months apart.Results: First, job insecurity was associated with involuntary turnover within six months. Second, job insecurity predicted future voluntary turnover, however conditional upon the availability of an alternative job six months later.Limitation: The voluntary turnover variable was based on people’s situation at Time 2: did they have an alternative job or not? Future research should also survey specific job offers or other personal arrangements at the time of quitting.Practical implications: As job-insecure employees might leave the organization when they are actually able to find another job, we encourage managers to set up interventions to reduce feelings of uncertainty, for instance by investing in realistic communication programs.Value: By linking job insecurity to future involuntary turnover, we showed that feelings of job insecurity concern realistic perceptions of the objective precarious job situation. Further, the relationship between job insecurity and involuntary turnover among individuals with another job six months later might explain the lack of a significant relationship in certain previous studies in which the condition of having an alternative position was not taken into account.
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| 6. |
- Vander Elst, Tinne, et al.
(författare)
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The effect of job insecurity on employee health complaints : A within-person analysis of the explanatory role of threats to the manifest and latent benefits of work
- 2016
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Ingår i: Journal of Occupational Health Psychology. - : American Psychological Association (APA). - 1076-8998 .- 1939-1307. ; 21:1, s. 65-76
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Tidskriftsartikel (refereegranskat)abstract
- 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 the between-person level. The results demonstrate that job insecurity was related to subsequent threats to both manifest and latent benefits, and that these threats in turn were related to subsequent health complaints (with an exception for threat to the manifest benefit that did not predict mental health complaints). Three significant indirect effects were found: threat to the latent benefits mediated the relationships between job insecurity and both mental and physical health complaints, and threat to the manifest benefit mediated the relationship between job insecurity and physical health complaints. Unexpectedly, the latter indirect effect was exacerbated by financial resources.
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| 7. |
- Vander Elst, Tinne, et al.
(författare)
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Threat of losing valued job features : The role of perceived control in mediating the effect of qualitative job insecurity on job strain and psychological withdrawal
- 2014
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Ingår i: Work & Stress. - : Informa UK Limited. - 0267-8373 .- 1464-5335. ; 28:2, s. 143-164
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Tidskriftsartikel (refereegranskat)abstract
- Quantitative job insecurity, relating to threat of job loss, has received considerable research attention, but relatively little is known about qualitative job insecurity. The latter relates to uncertainty regarding valued job characteristics, such as career and wage progression. The aim of this study was to investigate whether situational appraisals of control may account for the relationship between qualitative job insecurity and both job strain (depressive symptoms and upper musculoskeletal complaints) and psychological withdrawal (affective organizational commitment and turnover intentions). The hypotheses were tested by means of two-wave longitudinal data (time lag of 14 months) from 722 Swedish white-collar workers in four samples. The results of cross-lagged structural equation modelling showed that qualitative job insecurity was negatively related to subsequent perceived control. Furthermore, perceptions of high control over the job situation were associated with decreased depressive symptoms and increased affective organizational commitment over time. Formal tests pointed at a significant indirect effect of qualitative job insecurity on affective organizational commitment through perceived control. No effects of perceived control on upper musculoskeletal complaints and turnover intentions were found. This study indicates the importance of qualitative job insecurity for employees' functioning and highlights perceived control as an explanation of job insecurity outcomes.
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| 8. |
- Vranjes, Ivana, et al.
(författare)
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What Goes Around Comes Around : How Perpetrators of Workplace Bullying Become Targets Themselves
- 2023
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Ingår i: Group & Organization Management. - : Sage Publications. - 1059-6011 .- 1552-3993. ; 48:4, s. 1135-1172
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Tidskriftsartikel (refereegranskat)abstract
- In this study, we investigated whether and how perpetrators of bullying become targets themselves. Building on the notion of bullying as an escalation process and the Conservation of Resources Theory, we hypothesized that following enactment of bullying, people would experience increased relationship conflicts with colleagues, diminishing their sense of control and making them more likely to become exposed to bullying themselves. We tested this idea using longitudinal sequential mediated Structural Equation Modelling in a sample of 1420 Belgian workers. Our results confirmed that enactment of bullying lead to more exposure to bullying 18 months later. Relationship conflicts partially mediated this effect, meaning that bullying enactment can lead to increased tensions with others at work, increasing one’s vulnerability to bullying exposure. Although perceived control also mediated the enactment-exposure relationship, relationship conflicts did not lead to perceived loss of control, suggesting a missing link in this relationship. Furthermore, the effect from perceived control to exposure to bullying was small and did not replicate in post-hoc analyses. Our findings suggest that people may experience a backlash from others in their work environment following engagement in bullying behavior at work and invite further exploration of the processes that may account for this relationship.
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