| 1. |
- Satizabal, Claudia L., et al.
(författare)
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Genetic architecture of subcortical brain structures in 38,851 individuals
- 2019
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Ingår i: Nature Genetics. - : Nature Publishing Group. - 1061-4036 .- 1546-1718. ; 51:11, s. 1624-
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Tidskriftsartikel (refereegranskat)abstract
- Subcortical brain structures are integral to motion, consciousness, emotions and learning. We identified common genetic variation related to the volumes of the nucleus accumbens, amygdala, brainstem, caudate nucleus, globus pallidus, putamen and thalamus, using genome-wide association analyses in almost 40,000 individuals from CHARGE, ENIGMA and UK Biobank. We show that variability in subcortical volumes is heritable, and identify 48 significantly associated loci (40 novel at the time of analysis). Annotation of these loci by utilizing gene expression, methylation and neuropathological data identified 199 genes putatively implicated in neurodevelopment, synaptic signaling, axonal transport, apoptosis, inflammation/infection and susceptibility to neurological disorders. This set of genes is significantly enriched for Drosophila orthologs associated with neurodevelopmental phenotypes, suggesting evolutionarily conserved mechanisms. Our findings uncover novel biology and potential drug targets underlying brain development and disease.
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| 2. |
- De Cuyper, Nele, et al.
(författare)
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Literature review of theory and research on the psychological impact of temporary employment : Towards a Conceptual Model
- 2008
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Ingår i: International journal of management reviews (Print). - : Wiley. - 1460-8545 .- 1468-2370. ; 10, s. 25-51
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Forskningsöversikt (refereegranskat)abstract
- The increased use of temporary contracts has instigated debates on possible implications for employees' attitudes, well-being and behaviour. The complex issues related to this debate are reviewed from a theoretical, empirical and conceptual point of view. First, the definitions of temporary employment that are currently used in OECD countries are reviewed. Second, theoretical views concerning possible determinants are elaborated. The theoretical frameworks discussed include Work Stress Theory, Social Comparison Theory and Social Exchange Theory. The determinants proposed in these theories have served to form the basis of hypotheses on differences between temporary and permanent workers on various psychological outcomes. Third, research on associations between temporary employment and the variables job satisfaction, organizational commitment, well-being and behaviour are reviewed. These variables are most frequently used in the realm of temporary work research. This review concludes that research results have been inconsistent and inconclusive, unlike the predictions that follow from the theoretical frameworks. This leads to a fourth section in which potential explanations for these inconsistent findings are advanced. In conclusion, a conceptual model is developed to inspire future research.
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| 3. |
- De Jong, Jeroen, et al.
(författare)
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Motives for accepting temporary employment : A typology
- 2009
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Ingår i: International journal of manpower. - : Emerald Group Publishing Ltd. - 0143-7720 .- 1758-6577. ; 30:3, s. 237-252
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Tidskriftsartikel (refereegranskat)abstract
- Purpose – This paper aims to offer a typology of temporary workers, based on their motives for accepting their work arrangement, which includes voluntary, involuntary and stepping-stone motives, and relate this typology to various individual and work-related variables. Design/methodology/approach – Latent class analysis of 645 European workers was used to construct a typology of temporary workers. Variation of individual and work-related variables between types of temporary workers was analyzed using ANOVA. Findings – The analyses suggest that there are three types of workers: involuntary temporary workers highlight the involuntary motive and the stepping-stone motive; the stepping-stone type stresses the stepping-stone motive only, and the non-involuntary group disagrees with all three motives. Moreover, the groups differed significantly on important work-related variables such as occupational position, tenure, employability, and work-involvement. However, differences in individual variables were limited. Research limitations/implications – The research puts forward a more complex typology of temporary workers than is usually suggested. Moreover, the study shows a non-involuntary group for which temporary employment can become a trap, and hence these workers should be targeted by future policy and interventions. Originality/value – The research offers a typology of temporary workers, which is founded on motivation theory, and existing research on motives for accepting temporary employment.
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| 4. |
- Bernhard-Oettel, Claudia, et al.
(författare)
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Job Insecurity and Fairness Perceptions for Well-being and Organizational Attitudes : The Role of Security Promises in the Psychological Contract
- 2009
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Ingår i: Abstracts. ; , s. 3-3
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- The aim of this study is to investigate how perceptions of job insecurity and fairness associate with individual well-being (job satisfaction, general health) and organizational attitudes (organizational commitment, turnover intention), under the condition that the psychological contract as perceived by the employee includes a promise on job security, or not. More specifically, we suggest that (H1) job insecurity is negatively related to individual well-being and organizational attitudes when job security is expected as part of the psychological contract, (H2) job insecurity is negatively related to fairness perceptions when job security is expected as part of the psychological contract, (H3) fairness associates positively with individual well-being and organizational attitudes, and (H4) the association between job insecurity, individual well-being and organizational outcomes is mediated by fairness under the condition that job security is expected as part of the psychological contract. Results based on a sample of Belgian employees (N = 559) support our hypotheses for organizational outcomes. For individual well-being, the mediation framework was not conditional upon a perceived promise of job security as part of the psychological contract. We conclude that employees’ perceptions of job insecurity and fairness are important factors for employees’ well-being and their attitudes towards the employer. More importantly, these perceptions can in part be shaped by organizational agents such as managers and supervisors. Additionally, the active utilization of the psychological contract in management strategies seems to have favourable results for the fostering of pro-organizational attitudes among employees.
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| 5. |
- Bernhard-Oettel, Claudia, et al.
(författare)
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Linking job insecurity to well-being and organizational attitudes in Belgian workers : The role of security expectations and fairness
- 2011
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Ingår i: International Journal of Human Resource Management. - : Informa UK Limited. - 0958-5192 .- 1466-4399. ; 22:9, s. 1866-1886
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Tidskriftsartikel (refereegranskat)abstract
- The aim of this study was to investigate how perceptions of job insecurity and fairness associate with individual well-being (job satisfaction and general health) and organizational attitudes (organizational commitment and turnover intention), under the condition that the psychological contract as perceived by the employee includes a promise on job security, or not. More specifically, we suggest that (H1) job insecurity is negatively related to individual well-being and organizational commitment and positively related to turnover intentions when job security is expected as part of the psychological contract, (H2) that job insecurity is negatively related to fairness perceptions when job security is expected as part of the psychological contract, (H3) that fairness associates positively with individual well-being and organizational commitment and negatively with turnover intentions and (H4) that the association between job insecurity, individual well-being and organizational outcomes is mediated by fairness under the condition that job security is expected as part of the psychological contract. Thus, we propose a model of mediated moderation. Results based on a sample of Belgian employees (N = 559) supported our hypotheses for organizational outcomes. For individual well-being, the mediation framework was not conditional upon a perceived promise of job security as part of the psychological contract. We conclude that employees' perceptions of job insecurity and fairness are important factors in employees' well-being and their attitudes towards the organization. More importantly, these perceptions can in part be shaped by organizational agents such as managers and supervisors. Additionally, the active utilization of the psychological contract in management strategies seems to have favourable results for the fostering of pro-organizational attitudes among employees.
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| 6. |
- De Cuyper, Nele, et al.
(författare)
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Employability and Employees' Well-Being : Mediation by Job Insecurity
- 2008
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Ingår i: Applied Psychology. - : Wiley. - 0269-994X .- 1464-0597. ; 57:3, s. 488-509
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Tidskriftsartikel (refereegranskat)abstract
- The current study's aims are twofold: first, we investigate the relationship between employability and both work-related (engagement) and general (life satisfaction) well-being. Second, we study how employability may be relevant in times of high job insecurity. Specifically, we hypothesise (1) a positive relationship between employability and employees’ well-being, (2) a negative relationship between employability and job insecurity, and (3) a negative relationship between job insecurity and employees’ well-being, so that (4) job insecurity mediates the relationship between employability and employees’ well-being. Results based on a sample of 559 respondents from divisions of seven Belgian organisations support our hypotheses. We conclude that employability may be a means to secure one's labour market position, rather than a means to cope with job insecurity.
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| 7. |
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| 8. |
- De Cuyper, Nele, et al.
(författare)
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Felt Job Insecurity and Union Membership : the Case of Temporary Workers
- 2014
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Ingår i: Drustvena istrazivanja: Journal for General Social Issues. - : Institute of Social Sciences Ivo Pilar. - 1330-0288. ; 23:4, s. 577-591
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Tidskriftsartikel (refereegranskat)abstract
- The present study investigates the relationship between felt jobinsecurity and union membership accounting for potential differencesbetween temporary and permanent workers. Consistentwith the idea that felt job insecurity leads workers to seek socialprotection from the unions, and with earlier studies, we hypothesizea positive relationship between felt job insecurity and unionmembership (Hypothesis 1). Furthermore, we argue that thisrelationship may be stronger among temporary compared withpermanent workers (Hypothesis 2): insecure temporary workersare in a situation of 'double vulnerability', hence they have strongmotives for unionization. Hypotheses are tested in a cross--sectional sample of 560 Flemish (Dutch-speaking part ofBelgium) workers. Our results were as follows: the relationshipbetween felt job insecurity and union membership was not significant.The interaction term between contract type and felt jobinsecurity was significantly related to union membership: the relationship between felt job insecurity and union membership waspositive among temporary workers, but not among permanentworkers. This pattern of results may inspire unions to target futurerecruitment strategies on temporary workers. A route for futureresearch could be to test our hypotheses also longitudinally.
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| 9. |
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| 10. |
- De Cuyper, Nele, et al.
(författare)
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Temporary employment in Europe : Conclusions
- 2005
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Ingår i: Employment Contracts and Well-being among European Workers. - : Ashgate, Aldershot. - 0754645754 ; , s. 225-244
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Bokkapitel (refereegranskat)
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| 11. |
- De Witte, Hans, et al.
(författare)
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Associations between quantitative and qualitative job insecurity and well-being : A Test in Belgian banks
- 2010
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Ingår i: International Studies of Management and Organization. - 0020-8825 .- 1558-0911. ; 40:1, s. 40-56
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Tidskriftsartikel (refereegranskat)abstract
- Most studies on the relationship between job insecurity and well-being have focused on the effects of employees’ overall concerns about the continued existence of the job as such (quantitative job insecurity). Comparatively little research has examined perceived threats to valued job features (qualitative job insecurity). The overall aim of this study was to investigate the relative strength of associations of quantitative and qualitative job insecurity with job-related (job satisfaction and burnout) and general (psychological distress and psychosomatic complaints) well-being, and health-related behavior (absence and medical consultation). Controlling for socio-demographics, negative affectivity and job characteristics, these relationships were tested in a sample of 7,146 Belgian employees from the banking sector. The results suggest that both quantitative and qualitative job insecurity are important stressors.
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| 12. |
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| 13. |
- Isaksson, Kerstin, et al.
(författare)
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Changing employment relations
- 2005
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Ingår i: Employment Contracts and Well-being among European Workers. - : Ashgate, Aldershot. - 0754645754 ; , s. 1-14
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Bokkapitel (refereegranskat)
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| 14. |
- Isaksson, Kerstin, 1952-, et al.
(författare)
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The role of the formal employment contract in the range and fulfilment of the psychological contract : Testing a layered model
- 2010
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Ingår i: European Journal of Work and Organizational Psychology. - : Informa UK Limited. - 1359-432X .- 1464-0643. ; 19:6, s. 696-716
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Tidskriftsartikel (refereegranskat)abstract
- This study investigates the employment contract (temporary vs. permanent) in relation to psychological contract content and fulfilment. The psychological contract includes employees' perceptions of their obligations and their entitlements. We hypothesize that transactional elements constitute a common core that is shared both by temporary and permanent workers. Relational elements are added to this core to show employees' and employers' loyalty, and their intentions to do more than necessary. These elements are more likely to be perceived by permanent workers as compared to temporary workers. Additionally, we suggest that relational elements are difficult to fulfil. Accordingly, we expect lower levels of perceived fulfilment for permanent workers as compared to temporary workers. Based on exchange theory, we furthermore hypothesize that these perceptions follow a similar pattern in how employees report entitlements (i.e., what they receive from the company) and reports of their own obligations (i.e., what they give in return). Results based on a seven-country sample (Npermanent=3354; Ntemporary=1980) show that permanent workers as compared to temporary workers perceive more relational entitlements and obligations but a similar level of transactional entitlements and obligations. Thus, these results supported the idea of a layered model. The relationship between contract type and fulfilment of the psychological contract was only partly in line with expectations. Temporary workers reported higher fulfilment of entitlements and transactional obligations, but no difference was found for fulfilment of relational obligations.
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| 15. |
- Näswall, Katharina, et al.
(författare)
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Gender differences in coping with job insecurity
- 2008
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Ingår i: Work, Stress, and Health 2008.
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Konferensbidrag (refereegranskat)abstract
- Flexibility demands on organizations along with ever-changing economic conditions have made the working situation for employees less stable and more unpredictable. Perceptions of job insecurity have been more frequently reported and researched. Such perceived threats to one’s employment have been shown to give rise to stress experiences and have been linked to several different negative outcomes, such as strain reactions, dissatisfaction with the job, and turnover intention. Less is known about how job insecurity relates to different coping behaviors. In order to understand how individuals dealing with job insecurity react, the present study investigates to what extent the experience is related to different coping strategies. In light of research on possible gender differences in coping behaviors, the present study also takes gender into account, and tests whether men and women respond with different coping behaviors to job insecurity.There is consensus regarding the negative impact of job insecurity, however, the reactions to this stressor are not the same for all individuals. Given that coping strategies have been found to mitigate negative reactions to various other work stressors, it is plausible that reactions to job insecurity also are affected by the type of coping behaviors utilized. The present study investigates the moderating effect of coping on the relation between job insecurity and its outcomes. Also, previous research has indicated that there are some gender differences in the reactions to job insecurity, and it is plausible that such gender differences may be attributed to different coping strategies. Consequently, the present study also aims to test whether coping moderates the relation between job insecurity and its outcomes differently among men as compared to women.The research questions were investigated in a sample of Swedish employees, working in the service sector in administrative jobs, participating in larger longitudinal questionnaire study concerning employee attitudes and well-being in the context of the changing nature of working life. At Time 1, 1443 persons received the questionnaire, and 1051 usable questionnaires were returned for a response rate of 72%. At Time 2, 1393 questionnaires were sent out, 868 were returned for a response rate of 62%. Of those who participated at Time 1, 73% chose to participate at Time 2.To test whether job insecurity was more strongly related to certain coping behaviors than others, regression analyses were conducted. The three types of coping behavior analyzed were change oriented coping, avoidance coping, and coping by devaluating the importance of the situation. The cross-sectional analyses indicated that job insecurity was moderately related to all three types of coping in the cross-sectional analysis, while there were no relations over time. However, when analyzed for gender differences, preliminary results suggest that job insecurity was unrelated to coping strategies among women, both within measurement point and over time, while among men there was an association between job insecurity at Time 1 and both change and avoidance coping at Time 1, as well as change coping at Time 2.To test whether the effect of job insecurity on outcomes such as job satisfaction, organizational commitment, and mental and physical health was moderated by different coping behaviors moderated multiple regression analyses were carried out. The cross-sectional results indicate that the relation between job insecurity and mental health was moderated by avoidance coping in the entire sample. For women, higher levels of devaluation were associated with lowered job satisfaction, organizational commitment, and mental health when job insecurity was high. Avoidance coping, on the other hand, appeared to mitigate the negative relation between job insecurity and organizational commitment and mental health.For men, change coping was associated with lower organizational commitment among those reporting high job insecurity, whereas devaluation appeared to mitigate the negative relation between job insecurity and mental and physical health.The preliminary longitudinal analyses revealed main effects of job insecurity over time, both for men and women. Change coping was a significant predictor of subsequent organizational commitment among men and women, and mental health among women. None of the interaction effects tested in the cross-sectional analyses was significant over time.The results suggest that job insecurity is associated with different coping strategies among women as compared to men, and that different coping strategies influence the relation between job insecurity and its outcomes quite differently, and also, that these differences become more pronounced when gender is taken into account. These preliminary results primarily shed light the relation between job insecurity, coping, and the outcomes within one time point, as a time lag of one year between measurements may be too long to uncover mitigating effects of coping over time. Nevertheless, the results point to the importance of coping strategies in dealing with job insecurity and may be useful in the implementation of appropriate assistance programs for employees experiencing job insecurity.
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| 16. |
- Radstake, Timothy R. D. J., et al.
(författare)
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Genome-wide association study of systemic sclerosis identifies CD247 as a new susceptibility locus
- 2010
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Ingår i: Nature Genetics. - : Springer Science and Business Media LLC. - 1546-1718 .- 1061-4036. ; 42:5, s. 71-426
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Tidskriftsartikel (refereegranskat)abstract
- Systemic sclerosis (SSc) is an autoimmune disease characterized by fibrosis of the skin and internal organs that leads to profound disability and premature death. To identify new SSc susceptibility loci, we conducted the first genome-wide association study in a population of European ancestry including a total of 2,296 individuals with SSc and 5,171 controls. Analysis of 279,621 autosomal SNPs followed by replication testing in an independent case-control set of European ancestry (2,753 individuals with SSc (cases) and 4,569 controls) identified a new susceptibility locus for systemic sclerosis at CD247 (1q22-23, rs2056626, P = 2.09 x 10(-7) in the discovery samples, P = 3.39 x 10(-9) in the combined analysis). Additionally, we confirm and firmly establish the role of the MHC (P = 2.31 x 10(-18)), IRF5 (P = 1.86 x 10(-13)) and STAT4 (P = 3.37 x 10(-9)) gene regions as SSc genetic risk factors.
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| 17. |
- Richter, Anne, et al.
(författare)
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Coping with job insecurity Exploring effects on perceived health and organizational attitudes
- 2013
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Ingår i: Career Development International. - 1362-0436 .- 1758-6003. ; 18:5, s. 484-502
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Tidskriftsartikel (refereegranskat)abstract
- Purpose - The purpose of the present paper is to investigate how employees' coping (problem, emotion and avoidance focused coping) may affect the reactions to job insecurity. Because the coping investigated in the present study addresses the stressor in different ways, the authors expect different moderating effects depending on the type of coping, which results in three different hypotheses. Design/methodology/approach - A sample of 579 Swedish accountants was used to test these hypotheses via surveys. Findings - The findings support the authors' assumptions that emotion focused coping weakened the relation of job insecurity and some of the outcomes. Both avoidance and problem focused coping strengthened the relation between job insecurity and some of the outcomes. Research limitations/implications - As this study utilizes cross-sectional data and only one occupational group, it is important to test the relations using longitudinal data with different occupational groups in future research. Practical implications - From these results some practical conclusions can be drawn as to which coping forms might be more beneficial, which can be helpful for organizations in order to develop intervention programs. Originality/value - This study expanded the understanding of coping in the context of job insecurity by testing different forms of coping and including a variety of important outcomes of job insecurity.
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| 18. |
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| 19. |
- 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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| 20. |
- 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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| 21. |
- 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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| 22. |
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| 23. |
- 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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| 24. |
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| 25. |
- De Witte, Hans, et al.
(författare)
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Job Insecurity, Union Support and Intentions to Resign Membership : A Psychological Contract Perspective
- 2008
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Ingår i: European journal of industrial relations. - : SAGE Publications. - 0959-6801 .- 1461-7129. ; 14:1, s. 85-103
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Tidskriftsartikel (refereegranskat)abstract
- This article uses psychological contract theory to explore the consequences of job insecurity among union members. We hypothesize that the perception of job insecurity will correlate with a lower level of perceived union support and a higher intention to resign union membership. We also test whether the relationship between job insecurity and membership turnover is mediated by (a lack of) perceived union support. In Belgium, Italy and the Netherlands, an association is found between job insecurity and a reduction in perceived union support, and between job insecurity and the intention to resign membership; this association is also fully mediated by (a lack of) perceived union support. None of these hypotheses are corroborated in Sweden. We discuss implications of these findings for future research and for unions in Europe.
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