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Increased organisational restructuring and downsizing have increased employees' perceptions of job insecurity, i.e., 'the subjective perceived likelihood of involuntary job loss' (Hartley, Jacobson, Klandermans, & van Vuuren, 1991; Sverke & Hellgren, 2002: 43). Apart from anticipation of job loss as such, which is coined as quantitative job insecurity, employees might experience qualitative job insecurity, referring to 'perceived threats of impaired quality in the employment relationship, such as deterioration of working conditions, lack of career opportunities and decreasing salary development' (Hellgren, Sverke, & Isaksson, 1999: 182). Both types of job insecurity have been found to be important stressors, resulting in negative associations with employees' wellbeing (

ISAT was developed by ISW Limits, a spin-off of the University of Leuven (Belgium). It stands for Interactive Self-Assessment Tool, which is an online screening about well-being at work. ISAT provides employees with individual feedback about their mental health and well-being at work. In addition, the tool provides tailored self-management advice as well as information about how and where to get support from the employer and the Employee Assistance Program provider. To the employers, ISAT offers group results in order to help companies target interventions.

Job insecurity during a restructuring: associations with engagement and emotional exhaustion Job insecurity during a restructuring: associations with engagement and emotional exhaustion N. De Cuyper, Y. Handaja & H. De Witte, Gedrag & Organisatie, volume 21, June 2008, nr. 2, pp. 97-112 The present study aims to investigate subjective and objective job insecurity in relation to well-being (engagement and emotional exhaustion). Subjective job insecurity concerns employees' perceptions of uncertainty with regard to the future of one's present job. Objective job insecurity relates to one's position in the downsizing process: workers are objectively secure when they are informed about dismissal ('victims') or guaranteed a position in the company ('survivors'). They are objectively insecure when the decision about possible dismissal is pending. We hypothesize that subjective and objective job insecurity are positively related, and that both forms of job insecurity are negatively related to well-being. Furthermore, we explore interactions between subjective and objective job insecurity in relation to well-being. Hypotheses are tested among 129 employees who are employed in a Belgian service organization that was in the midst of a downsizing process. The results show no clear relationship between subjective and objective job insecurity. Subjective job insecurity is related to poor well-being, but objective job insecurity is not. Finally, we find a significant interaction effect for emotional exhaustion: subjective job insecurity was particularly harmful for survivors, while it did not seem to affect the other groups.

Quantitative and qualitative job insecurity: associations with job satisfaction and well-being Quantitative and qualitative job insecurity: associations with job satisfaction and well-being Y. Handaja & H. De Witte, Gedrag & Organisatie, volume 20, June 2007, nr. 2, pp. 137-159 This study analyses the associations between both quantitative and qualitative job insecurity and job satisfaction and psychological ill-being. We also analyse whether the relationship between job insecurity and psychological ill-being is mediated by job satisfaction. A more subtle and differentiated measurement of qualitative job insecurity is used, in which insecurity is measured regarding four aspects: the job content, working circumstances, working conditions and social relations. Data gathered among Belgian bank employees are used to test the hypotheses. The results show that both quantitative and qualitative job insecurity are negatively associated with job satisfaction and positively associated with psychological ill-being. The relationship between job insecurity and psychological ill-being is only partially mediated by job satisfaction. This signifies that the impact of job insecurity exceeds the boundaries of work, since it exerts an autonomous impact on the psychological well-being of individual workers. Limitations of the research and recommendations for further research are discussed.

Are job insecurity and burnout related? An exploration in the bank sector Are job insecurity and burnout related? An exploration in the bank sector This study analyzes the associations between both quantitative and qualitative job insecurity and burnout. A more differentiated measurement of qualitative job insecurity is used, in which insecurity is measured regarding four aspects: the job content, working circumstances, working conditions and social relations. Data gathered among Belgian bank employees are used to test the hypotheses (n = 7146). The results show that both quantitative and qualitative job insecurity are negatively associated with the three components of burnout (emotional exhaustion, distance and reduced feeling of competence). Job insecurity is strongly associated with distance: insecure employees tend to distance themselves from their job. This emphasizes the strong impact of job insecurity, since it is even associated with burnout.