| 1. |
- Eib, Constanze, et al.
(författare)
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The interaction between organizational justice and job characteristics : Associations with work attitudes and employee health cross-sectionally and over time
- 2015
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Ingår i: Economic and Industrial Democracy. - : Sage Publications. - 0143-831X .- 1461-7099. ; 36:3, s. 549-582
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Tidskriftsartikel (refereegranskat)abstract
- The present study investigates to what extent main and interactive effects of overall organizational justice and job characteristics shape employees’ work attitudes (organizational commitment, intention to stay) and health (mental health, somatic health) cross-sectionally and after a period of one year. Questionnaire data from 429 Swedish accountants show that generally both organizational justice and job characteristics had main effects on all outcomes at both time points. Interactions between organizational justice and job characteristics were found for every job characteristic studied (demand, control, support), for both time points but mainly for intention to stay and somatic health. The results show that perceptions of organizational justice and job characteristics can have additive and multiplicative synergetic effects for work attitudes and employee health.
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| 2. |
- Hellgren, Johnny, et al.
(författare)
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Meta-Analysis on Job Insecurity and its Outcomes : An Extension of Previous Knowledge
- 2017
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Ingår i: European Association for Work & Organizational Psychology 2017. May 17-20, 2017, Dublin, Ireland..
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Purpose: Job insecurity has been recognized as a predominant work stressor in work environment research for the past thirty years. Thus far, two meta-analyses have been published on the consequences of job insecurity for individual and organizational outcomes. However, these meta-analyses were published in 2002 and 2008 and contain only a few broad outcomes. Since then, the amount of published job insecurity studies have increased substantially, investigating a wider range of outcomes. The aim of the present meta-analysis was to extend previous knowledge by investigating the effects of job insecurity on a broader spectrum of outcomes than the previous meta-analyses have done.Design/Methodology: Literature searches with the search terms “job insecurity”, “job uncertainty”, “job security”, and “job security satisfaction” in relevant databases during the time period 1980─2016 resulted in 523 peer-reviewed papers published. The outcome variables were divided in to three thematic categories: work related attitudes and behaviors, mental and physical health, and life outside work.Results: The results suggest that job insecurity has a substantial and negative impact on the wide range of outcomes included.Limitations: The study cannot address the question of direction (causality) of the relationships presented and did not control for potential confounding variables.Research/Practical implications: Job insecurity is demonstrated to have strong, negative effects on organizational performance and individual health and well-being as well as for life outside work.Originality/Value: Adding to previous knowledge, this study both broadens and deepens the understanding of the negative consequences associated with job insecurity.
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| 3. |
- Sverke, Magnus, et al.
(författare)
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A Meta-Analysis of Job Insecurity and Employee Performance : Testing Temporal Aspects, Rating Source, Welfare Regime, and Union Density as Moderators
- 2019
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Ingår i: International Journal of Environmental Research and Public Health. - : MDPI AG. - 1661-7827 .- 1660-4601. ; 16:14
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Forskningsöversikt (refereegranskat)abstract
- Previous research has shown that job insecurity is linked to a range of performance outcomes, but the number of studies exploring this relationship is still limited and the results are somewhat mixed. The first aim of this study was to meta-analytically investigate how job insecurity is related to task performance, contextual performance, counterproductive work behavior, creativity, and safety compliance. The second aim was to test two method-related factors ( cross-sectional vs. longitudinal associations and self-vs. supervisor-ratings of performance) and two macro-level indicators of social protection ( social welfare regime and union density) as moderators of these associations. The results show that job insecurity was generally associated with impaired employee performance. These findings were generally similar both cross-sectionally and longitudinally and irrespective of rater. Overall, the associations between job insecurity and negative performance outcomes were weaker in welfare regimes characterized by strong social protection, whereas the results concerning union density produced mixed results. A majority of the findings confirmed the negative associations between job insecurity and types of employee performance, but future research is needed to elaborate on the effects of temporal aspects, differences between ratings sources, and further indicators of social protection in different cultural settings in the context of job insecurity.
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| 4. |
- Låstad, Lena, et al.
(författare)
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30 års forskning om anställningsotrygghet : En litteraturöversikt
- 2016
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Ingår i: Arbetsmarknad & Arbetsliv. - Karlstad : Karlstads universitet. - 1400-9692 .- 2002-343X. ; 22:3/4, s. 8-27
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Tidskriftsartikel (refereegranskat)abstract
- Anställningsotrygghet – en oro för att mot sin vilja förlora jobbet – är något som de flesta anställda idag upplever under sina yrkesliv. Den beteendevetenskapliga forskningen inom detta område har skjutit fart sedan millennieskiftet, vilket motiverar behovet av en uppdaterad litteraturöversikt. Översikten omfattar prediktorer och konsekvenser av anställningsotrygghet samt vilka faktorer som har identifierats som viktiga när det gäller att mildra anställningsotrygghetens konsekvenser.
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| 5. |
- Berntson, Erik, et al.
(författare)
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Enkätmetodik
- 2016
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Bok (övrigt vetenskapligt/konstnärligt)abstract
- Enkätmetodik ger såväl teoretisk som praktisk kunskap om enkätundersökningar från att identifiera ett problem och formulera lämpliga frågor, till att analysera och tolka resultatet. Boken har ett evidensbaserat perspektiv där läsaren får lära sig olika verktyg som bidrar till undersökningens tillförlitlighet.Fokus ligger på metodiken, som förklaras och sätts in i sitt sammanhang med hjälp av många exempel, faktarutor och tydliga beskrivningar. Läsaren får således god förståelse för centrala områden såsom mätteori, reliabilitet, validitet och faktoranalys.
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| 6. |
- Låstad, Lena, 1984-
(författare)
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Job insecurity climate : The nature of the construct, its associations with outcomes, and its relation to individual job insecurity
- 2015
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Doktorsavhandling (övrigt vetenskapligt/konstnärligt)abstract
- Work is an essential part of most people’s lives. With increasing flexibility in work life, many employees experience job insecurity – they perceive that the future of their jobs is uncertain. However, job insecurity is not just an individual experience; employees can perceive that there is a climate of job insecurity at their workplace as well, as people collectively worry about their jobs. The overall aim of this thesis was to investigate the job insecurity climate construct and how it relates to work- and health-related outcomes and to individual job insecurity. Three empirical studies were conducted to investigate this aim. Study I investigated the dimensionality of the job insecurity construct by developing and testing a measure of job insecurity climate − conceptualized as the individual’s perception of the job insecurity climate at work − in a sample of employees working in Sweden. The results indicated that individual job insecurity and job insecurity climate are separate but related constructs and that job insecurity climate was related to work- and health-related outcomes. Study II examined the effects of individual job insecurity and job insecurity climate on work- and health-related outcomes in a sample of employees working in a private sector company in Sweden. The results showed that perceiving higher levels of job insecurity climate than others in the workgroup was associated with poorer self-rated health and higher levels of burnout. Study III tested the relationship between individual job insecurity and job insecurity climate in a sample of Flemish employees. The results indicated that individual job insecurity is contagious, as individual job insecurity predicted perceptions of job insecurity climate six months later. In conclusion, by focusing on perceptions of the job insecurity climate, the present thesis introduces a new approach to job insecurity climate research, showing that employees can perceive a climate of job insecurity in addition to their own individual job insecurity and, also, that this perception of the job insecurity climate at work has negative consequences for individuals and organizations.
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| 7. |
- Sverke, Magnus, et al.
(författare)
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Meta-analysis on Job Insecurity and Its Outcomes: Investigating Cross-sectional and Longitudinal Associations. : Sverke, M, Låstad, L., Hellgren, J., Näswall, K, & Richter, A. (2018). Meta-analysis on Job Insecurity and Its Outcomes: Investigating Cross-sectional and Longitudinal Associations. Oral presentation at the 11th Conference of the European Academy of Occupational Health Psychology (EAOHP), Lisbon, Portugal, September 5th–7th.
- 2018
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Ingår i: The 11th Conference of the European Academy of Occupational Health Psychology (EAOHP), Lisbon, Portugal, September 5th–7th..
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Job insecurity, which reflects employees’ concerns about losing one’s job, is generally characterised as a predominant work stressor. The research literature in this field has been steadily growing since the early 1980s and numerous studies have concluded that job insecurity may have detrimental consequences for both employees and organisations. Thus far, two meta-analyses have been published on the consequences of job insecurity for employee work attitudes, work-related behaviour, and health. However, these meta-analyses were published in 2002 and 2008 and contain only a few broad outcomes. Since then, the amount of published job insecurity studies have increased substantially, investigating a wider range of outcomes. There are still a number of important research gaps, including how job insecurity relates to a wide range of potential outcomes, and whether the associations differ between cross-sectional and longitudinal data. The aim of the present meta-analysis was to extend previous knowledge by (1) investigating the effects of job insecurity on a broader spectrum of outcomes than the previous meta-analyses have done, and (2) comparing cross-sectional and longitudinal associations. A literature search with the search terms “job insecurity”, “job uncertainty”, “job security”, and “job security satisfaction” in Psycinfo, Web of Science, and EBSCO produced a sample of 553 samples from peer-reviewed papers published between 1980 and June 2017. The associations between job insecurity and various types of work-related and health-related outcomes were coded based on whether the associations reported were cross-sectional and longitudinal. The results indicate that job insecurity has a substantial and negative influence on employees’ work-related attitudes, job performance, and mental and physical health, and may also result in impaired safety outcomes and negative spillover effects to life outside work. In general, the cross-sectional and longitudinal associations were of similar magnitude, thus indicating that the negative consequences remain also over time. While the study cannot address the question of direction of the relationships investigated (causality) and the analyses did not control for potential confounding variables, the results indicate that job insecurity may have strong, negative effects on a wide range of individual as well as organisational outcomes, both within and over time. The findings reported in the present meta-analysis both broaden and deepen the understanding of the negative consequences associated with job insecurity.
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| 8. |
- Bernhard Oettel, Claudia, et al.
(författare)
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Career continuance and transfer of competencies after job transitions : Insights from a Swedish study
- 2015
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Ingår i: Handbook of research on sustainable careers. - Cheltenham : Edward Elgar Publishing. - 9781782547020 ; , s. 381-397
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Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
- Book information: What is a sustainable career and how can individuals and organizations develop pathways that lead to them? With current levels of global unemployment and the need for life-long learning and employability enhancement these questions assume a pressing significance. With twenty-eight chapters from leading scholars, the Handbook of Research on Sustainable Careers makes an important contribution to our understanding of sustainable careers and lays the foundation for the direction of future research.
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| 9. |
- Falkenberg, Helena, et al.
(författare)
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Att arbeta i samma sektor, organisation och yrke : Likheter och skillnader i arbetsklimat och hälsobesvär bland kvinnor och män som arbetar som läkare
- 2016
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Ingår i: Inkluderande och hållbart arbetsliv. ; , s. 23-23
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Arbetsmarknaden i Sverige är könssegregerad. Det innebär att kvinnor och män i hög grad arbetar i olika sektorer och har olika yrken. Det gör att sektor och yrke behöver tas med när hälsoskillnader mellan kvinnor och män ska undersökas. Den här studien undersöker likheter och skillnader i arbetsklimat och hälsobesvär bland kvinnor och män som arbetar i samma sektor, i samma organisation och har samma yrke. Först jämförs arbetsklimat och hälsobesvär mellan kvinnor och män. Sedan undersöks sambanden mellan arbetsklimatet och hälsobesvär för kvinnor och män. Resultaten baseras på självrapporter i enkäter från 95 kvinnor och 105 män som arbetade som läkare på ett och samma akutsjukhus i Stockholm. Resultaten visade inga statistiskt säkerställda skillnader mellan kvinnor och män när det gällde upplevelser av arbetet, arbetsrollen, ledarskapet eller organisationen. Dock rapporterade kvinnorna att de upplevde sammanhållningen och samarbetet i arbetsgruppen som lägre än männen. Kvinnorna rapporterade också mer av både psykiska och fysiska hälsobesvär jämfört med männen. Både sammanhållning och samarbete i arbetsgruppen var relaterade till färre hälsobesvär, men bara för männen. Den här explorativa studien visar att det kan finnas likheter i arbetsklimatet bland kvinnor och män när arbetssituationen är likartad, men tyder också på att en del av de skillnader som finns i den segregerade arbetsmarknaden också tycks vara närvarande för kvinnor och män som arbetar i samma sektor, organisation och yrke.
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| 10. |
- Falkenberg, Helena, et al.
(författare)
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Working in the Same Sector, in the Same Organization and in the Same Occupation : Women and Men Physicians’ Work Climate and Health Complaints
- 2017
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Konferensbidrag (refereegranskat)abstract
- Purpose: This study explores similarities and differences between women and men with similar working conditions (working within the same sector, in the same organization, and in the same occupation). Women and men were compared regarding 1) levels of psychological work climate and health complaints and 2) how the work climate related to health complaints.Design/Methodology: Questionnaire data were collected from 95 women and 105 men physicians who worked in the same acute care hospital in Sweden in 2001.Results: Results showed no gender differences in the job, role, leadership, or organizational characteristics. Women reported less workgroup cohesiveness and cooperation and more mental and physical health complaints than men. Role characteristics (overload/conflict/ambiguity) were related to more health complaints for both women and men. Workgroup cohesiveness and cooperation were related to less health complaints only for men.Limitations: The study did not account for women and men often working as physicians in different specialties and/or may perform different work tasks. The non-work domain was not investigated.Research/practical implications: This study indicates similarities between women and men when the work situation is similar, but suggests that some of the differences that appear in the larger structures of the gender-segregated labor market also seem to be present for women and men who work in the same sector, the same organization, and in the same occupation.Originality: Previous research has underscored the problem of finding samples that are large enough to allow comparing women and men working under similar working conditions.
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