The article argues that job insecurity has subjective aspects that are not determined by the objective levels of security of someone's employment status. These subjective aspects can be divided into two elements: the perceived probability and the perceived severity of job loss. The psychological consequences of job insecurity supposedly vary as a function of the objective status and the two constituting elements of subjective job insecurity. Results are reported from a study in the Netherlands among 1706 workers in five employment statuses that differ in degree of security. The perceived probability and severity of job loss were assessed, as were five possible consequences of subjective insecurity. The article shows that (1) job insecurity reflects the 'objective' conditions people are in; (2) the appraisal of job insecurity results from the functioning of the probability and severity of job loss; and (3) probability and severity have different consequences depending on employment status.

To our knowledge, this is the first study examining which individual and work-related characteristics predict work outcomes related to sustainable employment among shift and day workers separately. The study adds to the knowledge of organizations, social partners, and governments to help ageing worker populations stay at work in a healthy, productive, and sustainable way.Affiliation:

This article reports a field study of a shift roster change in a large steel producer. The changes in the roster are threefold: (1) from backward rotating to forward rotating; (2) from rather slow (three) to fast rotating (two consecutive shifts); (3) the number of days off after the night shifts was changed from two to three. Company data cover 1 year before and 1 year after the implementation of the new roster and involve all employees in the five-shift system (4600 workers) and all daytime workers (1450 workers) in technical and maintenance jobs as a control group. The study reports a decrease in absence figures (particularly on midterm sickness absence) of in total 0.6%. Furthermore, improvements in health indicators are presented, such as fatigue, musculoskeletal complaints, relationship work and health and workload in the year after implementation of the new roster. These positive effects are stronger for older workers (50 þ years old). The results were significantly more positive for the shift workers compared with the control group. Statement of Relevance:This article reports an evaluation study of the largest continuous roster change in the Netherlands for decades: 4600 employees at Corus changed from a slowly backward rotating schedule to a fast forward rotating schedule. The effects are mainly positive (0.6% less absence in the first year; less fatigue). A positive association with age was also found: older workers benefit more.

Independent contractors and job insecurity Independent contractors and job insecurity In this article we test the hypothesis that independent contractors experience more job insecurity then employees with a permanent labour contract. We also compare causes and consequences of job insecurity between independent contractors and employees. Finally, we test for differences in the way self-efficacy acts as a buffer between job insecurity and its negative effects on work and well-being between these groups. In this article we use the data set of a 2006 study on sick leave benefits. Two national representative samples of independent contractors and employees with a permanent labour contract were selected from this data set. The results of our study indicate that independent contractors experience about the same amount of job insecurity as employees, and that there are only some differences in causes and consequences. Employees with a permanent contract experience more negative effects. Self-efficacy did not buffer the influence job insecurity on health and well-being in both groups.

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Predictors of employment aspiration and job search behaviour Predictors of employment aspiration and job search behaviour A study was designed to make a pair-wise comparison between people with a high employment aspiration and an active job search behaviour on the one hand and their counterparts not wanting and not searching for work on the other hand. This comparison was made for three non-working groups: non-employed without social benefits, registered unemployed, and people receiving disability benefits. Data originate from the 1997-1999 years of the Dutch life situation survey. In almost all groups, being a male, young, highly educated and being involved in part-time education was found to be a strong predictor for employment aspiration and job seek behaviour. Household situation, health and social isolation, and private and leisure activities predicted employment aspiration and job search behaviour weakly. Our conclusion is that government policy should first of all concentrate on motivating organisations to attract women, elderly, and low educated, for instance by means of making appointments with employers and by offering more opportunities for part-time education. Next concentration on the personal motivation of non-working people may stimulate them to find a job.

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Is duurzame inzetbaarheid een regionale aangelegenheid?Duurzame inzetbaarheid van werkenden is het vermogen om gezond, vitaal en productief deel te nemen aan betaalde arbeid tot de pensioengerechtigde leeftijd (Hooftman et al., 2012). Het bevorderen van gezondheid, scholing en mobiliteit en het beperken van uitval zijn hiertoe belangrijke voorwaarden, stellen de minister en staatssecretaris van het ministerie van Sociale Zaken en Werkgelegenheid (SZW) in hun de brief aan de Tweede Kamer (AV/SDA/2012/12049). Duurzame inzetbaarheid is volgens deze brief sociaal wenselijk en economisch noodzakelijk. Sociaal wenselijk omdat te veel mensen de pensioenleeftijd niet werkend halen of op een te grote afstand van de arbeidsmarkt komen te staan. Economisch omdat langer doorwerken nodig is voor het behoud van de concurrentiepositie van Nederland op de wereldmarkt en het betaalbaar houden van de pensioenen, de AOW en de sociale zekerheid. Duurzame inzetbaarheid is daarom direct gerelateerd aan een toename van arbeidscapaciteit in de bedrijven, een hogere bijdrage aan het nationaal inkomen en een hogere arbeidsparticipatie. Inmiddels is het ministerie van SZW gestart met een project om duurzame inzetbaarheid hoog op de agenda te zetten bij werkgevers en werknemers. Samen met honderd werkgevers die actief zijn op het