A Gender-based Framework of the Experience of Job Insecurity and Its Effects on Work Attitudes

Rosenblatt, Zehava; Talmud, Ilan; Ruvio, Ayalla

doi:10.1080/135943299398320

Cited by 137 publications

(141 citation statements)

References 28 publications

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“…In line with the assumptions of the male breadwinner model, some studies have found that the relation between job insecurity and stress has been stronger for men than for women (De Witte, 1999;Ferrie, Shipley, Marmot, Stansfeld, & Smith, 1998;Näswall, Sverke, & Hellgren, 2001;Rosenblatt et al, 1999). Other studies have found that it is primarily single women as well as those women who are the breadwinner of the family, who report suffering more from job insecurity (cf.…”

Section: Gender In the Context Of Job Insecuritymentioning

confidence: 90%

“…For example, job insecurity has been related to mental ill-health among men (De Witte, 1999), whereas other studies, such as that of Rosenblatt and colleagues, found that job insecurity was mainly related to work attitudes among women (Rosenblatt et al,1999). Gender needs to be studied further in the context of job insecurity and its outcomes, and needs to be considered in particular when examining individual differences or mechanisms to see if the inclusion of gender may contribute to the understanding of these findings.…”

Section: The Uncertainties In Today's Working Lifementioning

confidence: 97%

“…Thus far, it is well established that job insecurity affects both the individual and the organization (Borg & Elizur, 1992;Kuhnert & Palmer, 1991;Rosenblatt, Talmud, & Ruvio, 1999;Roskies & Louis-Guerin, 1990). Two meta-analyses on job insecurity found relations between job insecurity and the aspects of decreased job satisfaction, organizational commitment, trust, performance, job involvement, mental and physical health, and increased turnover intention (Cheng & Chan, 2008;Sverke et al, 2002).…”

Section: The Uncertainties In Today's Working Lifementioning

confidence: 99%

“…For example, certain types of organizational commitment, a psychological state that connects the individual to the organization and affects the employee's subsequent actions (Allen & Meyer, 1990), have been found to be primarily negatively related to the experiencing of job insecurity. Several studies have found that affective commitment, the emotional attachment to the organization, has been negatively associated with job insecurity (Ashford, et al, 1989;Bernhard-Oettel et al, 2011;Davy et al, 1997;Hellgren et al, 1999;Rosenblatt et al, 1999). Moreover, job insecurity has also been related to the workforce's increased resistance to change (Noer, 1993;Rosenblatt & Ruvio, 1996).…”

Section: Organizational Short-term Outcomesmentioning

confidence: 99%

“…For instance, Rosenblatt et al (1999) found that for female teachers, job insecurity was more strongly associated with a decrease in work attitudes than it was for the men. In addition, in a sample of health care employees, it was found that job insecurity had a longer lasting negative effect on women's well-being than on the men's .…”

Section: Gender In the Context Of Job Insecuritymentioning

confidence: 99%

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Job Insecurity and Its Consequences: Investigating Moderators, Mediators and Gender

Richter¹

2011

PsycEXTRA Dataset

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This thesis has aimed at increasing our understanding of the relations between job insecurity and its consequences by addressing several specific research aims. The first research aim focused on increasing the range of job insecurity consequences by studying the relation between job insecurity and work-family conflict over time in order to investigate the directionality of their association, which was addressed in Study 3. It was found that job insecurity affected work-family conflict one year later, but only among men.The second research aim addressed mechanisms involved in the job insecurity-outcome relations. Factors that might make employees more vulnerable to, or buffer against the negative effects of job insecurity were studied. Coping with job insecurity was investigated as potential moderating factors in Study 1. The results showed that problem-focused coping did not function as a buffer, nor did devaluation coping and avoidance coping, the two types of emotion-focused coping studied. Avoidance coping was actually a vulnerability factor for men, and related to more negative reactions to job insecurity in terms of job satisfaction and mental health complaints. Two forms of job dependence were also investigated in Study 2 as potential moderating factors of the relations between job insecurity and its outcomes. It was found that the relative contribution to the household income functioned as a vulnerability factor for men. Higher levels of work centrality combined with either quantitative or qualitative job insecurity were related to higher levels of job satisfaction among women. As a final mechanism, workload was investigated as a mediating variable of the relation between job insecurity and its outcomes in Study 3. The results showed that workload linked job insecurity to work-family conflict one year later, but only for men.The third research aim of this thesis addressed gender, and differences between men and women were found in all three studies, where men overall seemed to suffer more from job insecurity. All in all, these results confirm previous results regarding the negative impact of job insecurity, but also provide information regarding important areas for future research to study, such as the further investigation of mechanisms as well as the role of gender.

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Section: Gender In the Context Of Job Insecuritymentioning

confidence: 90%

Section: The Uncertainties In Today's Working Lifementioning

confidence: 97%

Section: The Uncertainties In Today's Working Lifementioning

confidence: 99%

Section: Organizational Short-term Outcomesmentioning

confidence: 99%

Section: Gender In the Context Of Job Insecuritymentioning

confidence: 99%

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Job Insecurity and Its Consequences: Investigating Moderators, Mediators and Gender

Richter¹

2011

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Burnout and workplace dehumanization at the supermarket: A field study during the COVID‐19 outbreak in Italy

Valtorta

Baldissarri

Volpato

2021

Community & Applied Soc Psy

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This study explores the psychological effects of the COVID‐19 emergency on workers employed in the supermarket sector by analysing their levels of burnout and the relationship between the burnout syndrome and employees' workplace experiences. A sample of 422 Italian workers answered a survey addressing the burnout dimensions (i.e., exhaustion, cynicism, and professional inefficacy) along with perceived organizational factors and dehumanizing representations. Results showed that 32% of the respondents had symptoms of severe burnout, and 41% had symptoms of exhaustion and cynicism. More specifically, through cluster analysis, four burnout profiles were identified: “burnout” (high on all three dimensions), “engagement” (low on all three dimensions), “overextended” (high on exhaustion), and “disengaged” (moderate on exhaustion and cynicism). Each cluster showed a different pattern of correlates with the organizational and dehumanizing perceptions. Our findings contribute to the knowledge gaps of burnout and workplace experiences by providing insights into the ongoing health emergency among supermarket clerks. Please refer to the Supplementary Material section to find this article's Community and Social Impact Statement .

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A weekly diary study on the buffering role of social support in the relationship between job insecurity and employee performance

Schreurs

Emmerik

Günter

et al. 2012

Human Resource Management

164

166

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In this article, the authors used a within‐person design to examine the relationship between job insecurity and employee in‐role and extra‐role performance, and the buffering role of time‐varying work‐based support (i.e., supervisor and colleague support) in this relationship. Weekly diary data gathered over the course of three weeks from 56 employees confronted with organizational restructuring and analyzed with a hierarchical linear modeling approach showed that weekly fluctuations in job insecurity negatively predicted week‐level in‐role performance. As predicted, supervisor support moderated the intra‐individual relationship between job insecurity and in‐role performance, so that employees' in‐role performance suffered less from feeling job insecurity during weeks in which they received more support from their supervisor. No relationship between job insecurity and extra‐role performance was observed. This within‐person study contributes to research on job insecurity that has primarily focused on inter‐individual differences in job insecurity and their associations with job performance. Theoretical and practical implications for human resource management are discussed. © 2012 Wiley Periodicals, Inc.

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A Gender-based Framework of the Experience of Job Insecurity and Its Effects on Work Attitudes

Cited by 137 publications

References 28 publications

Job Insecurity and Its Consequences: Investigating Moderators, Mediators and Gender

Job Insecurity and Its Consequences: Investigating Moderators, Mediators and Gender

Burnout and workplace dehumanization at the supermarket: A field study during the COVID‐19 outbreak in Italy

A weekly diary study on the buffering role of social support in the relationship between job insecurity and employee performance

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