Content, Cause, and Consequences of Job Insecurity: A Theory-Based Measure and Substantive Test.

Ashford, Susan J.; Lee, Cynthia; Bobko, Phillip

doi:10.2307/256569

Cited by 988 publications

(833 citation statements)

References 42 publications

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“…Previous studies also suggested that job insecurity will lower the level of job satisfaction (Ashford, Lee, & Bobko, 1989). Moreover, it was found that job insecurity steps up over time when there is not any suitable solution of any problem (Reisel, Probst, China, Maloles, & Konig, 2010).…”

Section: Journal Of Islamic Business and Management Vol 7 Issue 1 2017mentioning

confidence: 99%

The Impact of Challenge and Hindrance Stressors on Job Satisfaction: Moderating Role of Islamic Work Ethics

2017

J. Islam. bus. manag.

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Abstract. This study investigates the primary and the interactive effects of challenge and hindrance stressors and Islamic Work Ethics (IWE) on job satisfaction. The author collected data from 465 employees working in banking sector of Pakistan using selfadministered close-ended questionnaires. Multiple moderated regression was used to analyze the data. Results indicated the relationship between Challenge Stressors (CS) and job satisfaction to be insignificant while hindrance stressors had significant negative impact on job satisfaction. A significant impact of IWE on job satisfaction was also confirmed. The moderating effect of IWE on relationship between CS and job satisfaction was significant, though the IWE did not moderate the relationship between hindrance stressors and job satisfaction. The study provides managerial implications along with the limitations and future research directions.

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Section: Journal Of Islamic Business and Management Vol 7 Issue 1 2017mentioning

confidence: 99%

The Impact of Challenge and Hindrance Stressors on Job Satisfaction: Moderating Role of Islamic Work Ethics

2017

J. Islam. bus. manag.

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“…Staufenbiel & König, 2010;Emberland & Rundmo, 2010). The concept of job insecurity attracted researchers' attention depending on economic crises and organizational changes such as downsizing, restructuring and merging in the last quarter of 20th century (Ashford, Lee, & Bobko, 1989). Greenhalgh and Rosenblatt (1984) defined job insecurity as a perception of impotency to retain a job that is under threat.…”

Section: Introductionmentioning

confidence: 99%

The Mediating Effect of Organizational Support between Job Insecurity and Turnover Intention in Private Hospitals

Günalan¹,

Ceylan²

2015

IJBM

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The main purpose of this study is to investigate the mediator role of health workers' organizational support perceptions between job insecurity dimensions and turnover intentions. Participants of the study were 217 nurses and allied health professionals working in four private hospitals located in Balikesir, Turkey. According to results of hierarchical regression analyses, both quantitative and qualitative dimensions of job insecurity had positive effects on turnover intention. Furthermore, perceived organizational support had a partial mediator role between qualitative job insecurity and turnover intention. On the contrary, the results did not reveal any mediator effect of perceived organizational support between quantitative job insecurity and turnover intention since quantitative job insecurity did not have a significant effect on perceived organizational support. In the light of these results, several managerial suggestions related to support perceptions, quantitative and qualitative job insecurity concerns, and turnover intentions of health workers were provided, and implications for future researches were discussed.

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“…The importance of job future in promoting organizational well-being has also been underlined in literature. A number of studies (e.g., Ashford et al, 1989;Barling and Kelloway, 1996;Hellgren et al, 1999) have found that job insecurity was associated with negative perceptions of physical and mental health, as well as lowered job satisfaction and higher levels of turnover intention. A perceived insecurity concerning one's future role in the organization appeared to make employees less inclined to remain with the organization (Arnold and Feldman, 1982;Dekker and Schaufeli, 1995).…”

Section: Discussionmentioning

confidence: 99%

Organizational Well-Being in a Public Research Agency: The Point of View of Administrative Staff and Researchers

Colì¹,

Rissotto²

2015

Journal of Social Sciences

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Abstract:The aim of this paper is to investigate organizational wellbeing in a Public Research Agency, exploring the point of view of two different categories of workers, administrative staff and researchers, employed in the same organization. We hypothesized that, in a complex organization, the kind of work performed, along with other factors, could influence the representation of organizational well-being. The study involved 37 administrative staff and 24 researchers of the Italian National Research Council (CNR), the largest Public Research Agency in Italy. According to different key areas of organizational well-being in CNR, seven focus groups were carried out and collected data was analyzed using the qualitative data analysis software NVivo9. Results of this study seem to confirm the authors' hypothesis. In effect, even though the framework of organizational well-being is the same for the two categories of employees considered, there are differences in meaning and in importance given by stakeholders to each dimension of the construct. As a whole, the specificity of the points of view might be explained by considering not only the different working conditions and the different kind of work performed, but also the different cultural values of the Research Institutes and of the Central Administration. These aspects should be taken into account in the predisposition of tools for evaluation of organizational well-being, above all in complex organizations, in order to have at the organization's disposal research tools able to be representative of the entire population. A set of recommendations for improving organizational well-being in complex organizations are provided.

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Content, Cause, and Consequences of Job Insecurity: A Theory-Based Measure and Substantive Test.

Cited by 988 publications

References 42 publications

The Impact of Challenge and Hindrance Stressors on Job Satisfaction: Moderating Role of Islamic Work Ethics

The Impact of Challenge and Hindrance Stressors on Job Satisfaction: Moderating Role of Islamic Work Ethics

The Mediating Effect of Organizational Support between Job Insecurity and Turnover Intention in Private Hospitals

Organizational Well-Being in a Public Research Agency: The Point of View of Administrative Staff and Researchers

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