| 1. |
- Bernhard-Oettel, Claudia, 1977-
(författare)
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Alternative employment and well-being : Contract heterogeneity and differences among individuals
- 2008
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Doktorsavhandling (övrigt vetenskapligt/konstnärligt)abstract
- The increasing use of temporary and part-time employment in recent decades was initially expected to lead to negative effects for the individual. The empirical evidence, however, has been equivocal and the consequences are therefore still unclear. This thesis adopts a psychological approach to alternative employment by investigating how heterogeneity in employment contracts together with individual differences associate with work attitudes and subjective well-being. It comprises four studies in which questionnaire data is used to study differences among temporary workers (Study I & II) and differences in the alternative workforce (fixed-term, on-call, and part-time workers) compared to permanent full-time workers (Study III & IV), in order to analyze the impact of different types of contracts together with individual differences. Study I found that attitudes, role stress, and health varied across different patterns in individuals’ backgrounds and contract forms. Study II demonstrated that distinct patterns of voluntary and involuntary contract motives and of work involvement associated with differences in reported work-related and general well-being. Study III showed that well-being and organizational attitudes were related to individuals’ job and contract preferences and, to some degree, heterogeneity in contract types. Study IV revealed that individuals’ perceptions of job conditions (control, demands, and job insecurity) predicted well-being, whereas type of employment contract was found to be less important. Employment contract forms, however, interacted with individual diversity in Study III and IV. The thesis concludes that differences among individuals are important for understanding the implications of different types of alternative employment contracts. Future research should focus on these interactive mechanisms to better understand the consequences of alternative employment forms.
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| 2. |
- Bernhard-Oettel, Claudia, et al.
(författare)
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Comparing three alternative types of employment contract with permanent full-time work: How do employment status and perceived job conditions relate to individual well-being?
- 2006
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Ingår i: The South African Conference on Positive Psychology: Individual, Social and Work Wellness.
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Konferensbidrag (populärvet., debatt m.m.)abstract
- Background/aim: Previous research has found alternative employment arrangements to be associated with both impaired and improved well-being. Such inconsistencies are likely to derive from the type of employment contract as well as characteristics of the job. This paper compares permanent full time work to alternative employment forms (permanent part time, fixed-term and on-call work) in order to investigate how different employment contracts relate to individual well-being. Moreover, the effects of perceived job conditions and possible interactive effects with type of employment form are tested.Methods: Questionnaire data from 954 Swedish healthcare workers was analysed and hierarchical regression analyses were used to investigate how much variance in health complaints and job induced tension can be explained by type of contract and perceived job conditions and the suggested interaction between type of contract and perceptions of job characteristics. Individual background characteristics that might be intertwined with the employment contract were controlled for.Results and conclusions: The analyses of show that perceptions of the job (job insecurity, job control and demands), but not the type of employment contract, predicted well-being. While this suggests that job characteristics rather than employment contracts tend to be of importance for employee well-being, the results also underscore the importance of distinguishing between different types of alternative employment contracts. Type of employment contract interacted with perceptions of job insecurity, in that insecurity was associated with impaired well-being among permanent full-time workers, while no relationship was found for on-call or core part-time employees. Despite the absence of interactions between employment contract and job demands or job control, it can be concluded that knowledge about the relationship between alternative employment arrangements and the well-being of workers can be enhanced when the combined effects of employment contract and job conditions are studied.
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| 3. |
- Bernhard-Oettel, Claudia, et al.
(författare)
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Comparing three alternative types of employment with permanent full-time work : How do employment contract and perceived job conditions relate to health complaints?
- 2005
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Ingår i: Work & Stress. - : Informa UK Limited. - 0267-8373 .- 1464-5335. ; 19:4, s. 301-318
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Tidskriftsartikel (refereegranskat)abstract
- Previous research has found alternative employment arrangements to be associated with both impaired and improved well-being. Since such inconsistencies are likely to derive from the type of employment contract as well as the characteristics of the job, this paper compares permanent full time work to alternative employment forms (permanent part time, fixed-term and on-call work) in order to investigate how different employment contracts and perceptions of job conditions relate to individual well-being. This study contributes to the literature by addressing several open questions. Different forms of alternative employment are distinguished and individual background characteristics that might be intertwined with the employment contract are controlled for. Moreover, the scope of this study extends to the effects of perceived job conditions and possible interactive effects with type of employment are tested. Analyses of questionnaire data from 954 Swedish healthcare workers show that perceptions of the job (job insecurity, job control and demands), but not the type of employment contract, predicted health complaints. However, type of employment contract interacted with perceptions of job insecurity, in that insecurity was associated with impaired well-being among permanent full-time workers, while no relationship was found for on-call or core part-time employees. Despite the absence of interactions between employment contract and job demands or job control, it can be concluded that knowledge about the relationship between alternative employment arrangements and the well-being of workers can be enhanced when the combined effects of employment contract and job conditions are studied.
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| 4. |
- 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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| 5. |
- Eib, Constanze, 1985-, et al.
(författare)
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Interaction effects of organisational justice and work characteristics : cross-sectional and longitudinal relations to work attitudes and employee’ well-being
- 2013
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Work characteristics have often been the focus in research intending to understand organisational behaviour and how employee health and well-being may be shaped by characteristics of the work environment. Both perceptions of organisational justice as well as perceptions of work characteristics pertain to the work environment domain; both have also been handled as psychosocial predictors for health outcomes and shown to be related to relevant work and health outcomes. Missing from the current picture is how these two different domains of the work environment interact, and together shape work and health outcomes. When employees make a judgment about the organisation as a whole – that the organisation is fair and can be trusted – and because of this are inclined to engage in their work, and may even feel healthy and happy at their workplace, does it matter what work characteristics they face? Previous studies show a mixed picture, with only few studies available at all, some studies with no significant interaction effects, most of the studies done on the control component, very few studies that investigated the interplay with the demand and support component. Also, the previous studies only studied relations with cross-sectional data, and there is not one study that predicted work and health outcomes. The current study first reviews the limited available evidence on the combined effect of justice and work characteristics, and then tests interaction effects between organisational justice and the Job-Demand-Control-Support model components as predictors of two work outcomes (organisational commitment, intention to stay) and two health outcomes (mental health, somatic health). Data from Swedish accountants are used, cross-sectionally and longitudinally after one year. While not all interactions are significant, there are significant interactions for each of the work characteristics, for each of the four outcome variables and for both time points. The results are presented and interpreted with the help of four different mechanisms: reduction, amplification, aggravation, and compensation.
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| 6. |
- Eib, Constanze, 1985-
(författare)
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Processes of Organizational Justice : Insights into the perception and enactment of justice
- 2015
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Doktorsavhandling (övrigt vetenskapligt/konstnärligt)abstract
- Well-being at work is of major public interest, and justice at the workplace can be a key factor contributing to employees and managers feeling well. Research has found direct relationships between organizational justice perceptions and work and health outcomes. With research on the justice–health link still emerging, this thesis examines the moderating and mediating processes for the effects of justice perceptions on work outcomes and especially health outcomes. As little is known about those who enact justice, the antecedents and consequences of justice enactment are also studied. In Study I, the relationships between organizational justice and work and health outcomes were in focus, as the moderating role of job characteristics was investigated utilizing the demand–control(–support) model. Organizational justice and job characteristics were associated with work and health outcomes within and across time. The multiplicative effects showed that the organizational justice effects were stronger when perceived job demands were high, job control was low or social support was low. Study II examined the processes through which justice perceptions translate into health outcomes. Building on the allostatic load model, mental preoccupation with work was found to be a relevant mediator of the justice–health relationship, with locus of control moderating the mediated relationships. Study III focused on the actor perspective. Investigating predictions based on the deontic model of justice and ego-depletion theory, moral regard and justice self-efficacy predicted justice enactment positively, and justice enactment had positive effects on feeling professionally recognized but also negative health consequences for the actors themselves. This thesis contributes to advancing the emergent justice–health research stream by providing insights into the processes underlying these aspects, and by incorporating this stream into the actor perspective.
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| 7. |
- 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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| 8. |
- Eib, Constanze, et al.
(författare)
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Who does and who does not show the negative effects of informational injustice?
- 2012
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Ingår i: Book of Proceedings. - 9780955436598 ; , s. 246-247
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Background: Injustice at the workplace is known to be a serious stressor for workplace-related attitudes, behaviours and health. Earlier research shows that higher age and trust is important in preventing increased turnover intention. Others found that employees who engage in withdrawal behaviour indicate less emotional exhaustion when perceiving injustice. However, traditional coping behaviours have not been studied as moderators before. Yet, this could elucidate preventive factors of how to deal with injustice experiences at work. Finding coping strategies that buffer the expected negative effects of injustice might disclose more beneficial ways of handling injustice than withdrawal behaviour for the organisation and employees.The aim of this study is to investigate the effects of coping strategies as the moderators for the relation between supervisory informational injustice and its relation to job satisfaction, turnover intention and work-related health. We argue that employees with problem-focused coping (changing the situation) may have difficulties in applying this strategy within a hierarchical dependence relationship like the one to the supervisor. We predict that problem-focused coping does not attenuate the expected negative effects of perceived injustice. Employees with more emotion-focused coping strategies (avoidance and devaluation strategies) may perceive higher job satisfaction, lower turnover intention but impaired health. The analyses were also probed for the effect of gender.Method: Data from 373 Swedish accountants is used. The data collection was conducted in 2009.Results: We applied moderated hierarchical regression analyses. While change-oriented coping was found to moderate the relation between informational justice and turnover intention and work-related health, this coping strategy did not make a difference when informational justice was low. For women, the combination of high informational justice and high change-oriented coping was associated with lower levels of turnover intention and more positive work-related health. Contrary to our predictions, avoidance and devaluation coping strategies had different effects from each other. Devaluation coping attenuated the negative association between informational injustice and job satisfaction as well as turnover intention. The opposite was true for avoidance coping which amplified the negative association between informational injustice and job satisfaction and turnover intention.Discussion: Based on these results two main conclusions can be made from this study. First, changing the situation seems to increase the positive effect of informational justice from the supervisor. Second, devaluing problems seems to work as a buffer factor for the negative effects of informational injustice whereas avoidance coping worsens these effects.
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| 9. |
- Klug, Katharina, et al.
(författare)
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Development of perceived job insecurity among young workers : a latent class growth analysis
- 2019
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Ingår i: International Archives of Occupational and Environmental Health. - : Springer Science and Business Media LLC. - 0340-0131 .- 1432-1246. ; 92:6, s. 901-918
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Tidskriftsartikel (refereegranskat)abstract
- Purpose: Individual differences in the development of perceived job insecurity among young workers may be influenced by characteristics of the first job (contract type and sector) and individual background (education and previous unemployment), and can have implications for subsequent health and well-being. The aim of this study was to investigate the development of perceived job insecurity during the early career, as well as associations between different patterns of development (i.e., trajectories), predictors and outcomes.Methods: We conducted a latent class growth analysis to identify trajectories of perceived job insecurity and investigated their respective associations with predictors and outcomes across 6 years in a sample of 1711 German labor market entrants.Results: Six trajectories were identified: three showed stable job insecurity perceptions (stable moderate, 36%; stable low, 32%; stable high, 5%), two showed decrease (moderate to low, 12%; high to moderate, 3%), and one showed increasing job insecurity perceptions (low to moderate, 13%). Temporary contracts and previous unemployment predicted trajectories characterized by increasing, higher initial or higher overall levels of perceived job insecurity. In contrast, public sector employees and university graduates were less likely to experience persisting or increasing job insecurity. The trajectories differed in their overall levels of self-rated health and job satisfaction, but not with respect to change in these outcomes. Instead, increasing perceived job insecurity was associated with decreasing life satisfaction.Conclusions: The findings suggest that an insecure career start and individual risk factors may predispose young workers to an unfavorable development of both job insecurity perceptions and levels of well-being.
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| 10. |
- Klug, Katharina, et al.
(författare)
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Temporal and person-oriented perspectives on job insecurity
- 2020
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Ingår i: Handbook on the Temporal Dynamics of Organizational Behavior. - : Edward Elgar Publishing. - 9781788974370 - 9781788974387 ; , s. 91-104
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Bokkapitel (refereegranskat)abstract
- Job insecurity, the subjectively perceived risk of involuntary job loss, has been widely researched as a stressor and linked to negative individual, organizational and extra-organizational outcomes. After providing a brief state-of-the-art review of research on the antecedents and consequences of job insecurity, as well as theoretical frameworks to explain mechanisms underlying the relationship between job insecurity and outcomes, this chapter introduces a dynamic perspective on job insecurity. First, we scrutinize existing theory and research concerning temporal dynamics between job insecurity and outcomes when discussing mechanisms of recovery, adaptation and deterioration. Second, we review an emerging literature of person-oriented research on job insecurity, which investigates patterns of job insecurity with other stressors and resources, as well as patterns of change in job insecurity and its consequences over time. We conclude with a research agenda to advance the field towards a dynamic perspective on job insecurity.
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