Objectives Traditional variable‐oriented research has shown that employee perceptions of job insecurity (JI) are associated with negative consequences, including more work‐home interference, poorer health, and impaired well‐being. Besides the negative consequences of high JI, particular combinations of JI perceptions may also be associated with different consequences. Taking a person‐oriented approach, this study aimed to investigate (1) whether it is possible to distinguish different combinations of JI perceptions among working women and men and (2) whether such JI profiles involve different experiences of work‐home interference, health, and well‐being. Methods Self‐reports in questionnaires of JI, including both quantitative and qualitative threats of perceived job loss, work‐home interference (WHI), health, and psychological well‐being came from 1169 white‐collar workers (52.4% women) in Sweden. Latent profile analysis was performed to identify JI profiles. Subsequent analyses included comparing profiles with respect to WHI, health, and well‐being. Results Four distinct JI profiles were identified: (1) Secure; quality‐concerned, (2) Insecure: employment‐concerned, (3) Insecure, and (4) Secure. Comparisons of cluster profiles showed significant differences in work‐home interference (family‐work conflict), self‐rated health, and psychological well‐being. Conclusions Findings suggest that the Insecure profile may be most vulnerable to adverse consequences of perceived JI. Taken together, different JI profiles may be associated with differential experiences of work‐home interference, health, and psychological well‐being among working women and men.
Employment conditions and psychosocial factors have been linked to various health-related outcomes in different occupational groups, but few studies focus on the conditions in academia. This study explores the effects of effort, reward, and their interaction to explain health-related outcomes, namely burnout, self-rated health, and work-family conflict among academic faculty in Sweden. We also explore these effects among those with permanent and fixed-term employment contracts. Questionnaire data, collected online in 2016, came from 2335 employees (57% women) with a doctoral degree, working at a Swedish higher education institution. Latent moderation analysis combined with multi-group analysis was conducted. Main effects of effort were found for all health-related outcomes revealing that effort was associated with higher burnout, poorer self-rated health, and greater work-family conflict. Reward was negatively associated with burnout and self-rated health revealing that reward reduced burnout and improved self-rated health. The interaction between effort and reward was significantly associated with all outcomes among permanent contract employees, but was non-significant among those with fixed-term contracts. This may suggest that fixed-term faculty are less affected by the presence or lack of reward. Overall, the findings emphasize the importance of the psychosocial work environment to understand health-related consequences for permanent and fixed-term faculty with a doctoral degree.
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