Individual and Organizational Consequences of Job Insecurity: A European Study

Abstract

The increased¯exibility on the labour market has given rise to feelings of job insecurity in many individuals. The stress literature suggests that the fear of losing one's job could be as detrimental as losing the job itself, and numerous studies indicate that job insecurity may indeed have important consequences for both the individual and the organization. However, the effects of job insecurity are typically greater with regard to short-term rather than long-term consequences. Therefore, the aim of this article is to investigate if short-term consequences ( job satisfaction and organizational commitment) mediate the impact of job insecurity on long-term outcomes (mental health complaints and turnover intention). Survey data from four European countries show that the effect of job insecurity on turnover intention is mediated by organizational commitment and job satisfaction. In contrast, it appears that work attitudes partially mediate the effect of job insecurity on mental health complaints.

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

“…The investigation of mediators has gained increasing attention in job insecurity research in recent years . For instance, using samples from four European countries, Chirumbolo and Hellgren (2003) tested if short-term consequences, according to the classification of long-and short-term stress consequences by Sverke et al, (2002), actually mediated the effects of job insecurity and explained long-term outcomes. They found that the short-term consequences of decreased job satisfaction and organizational commitment mediated the effect of job insecurity on turnover intention and partly mediated the effect on mental health (Chirumbolo & Hellgren, 2003).…”

“…For instance, using samples from four European countries, Chirumbolo and Hellgren (2003) tested if short-term consequences, according to the classification of long-and short-term stress consequences by Sverke et al, (2002), actually mediated the effects of job insecurity and explained long-term outcomes. They found that the short-term consequences of decreased job satisfaction and organizational commitment mediated the effect of job insecurity on turnover intention and partly mediated the effect on mental health (Chirumbolo & Hellgren, 2003). In line with this, Reisel and colleagues (2010) found that job satisfaction is an important mechanism that can explain the association between job insecurity and negative consequences such as lower organizational citizenship and more deviant behavior as well as why employees reported more anxiety and anger when experiencing job insecurity (Reisel, Probst, Chia, Maloles, & König, 2010).…”

Factores Determinantes de la Conducta Intraemprendedora en Pequeñas y Medianas Empresas (PyMes) de la Región Coquimbo en Chile

“…Una alta autonomía, permitirá a los equipos tener una comprensión más clara de los objetivos de la organización, lo que a su vez aumenta el rendimiento del equipo (Gonzalez-Mulé et al, 2016). compromiso, menos satisfacción en el trabajo y una pronunciada intención de dejar la organización (Chirumbolo y Hellegren, 2003). Entregar definiciones claras sobre las tareas es la manera de optimizar su calidad de vida en el trabajo (García et al, 2014).…”

Compromiso laboral y estrés en los empleados de Bancos y Cajas = Commitment and stress on employees in Banks

“…En ocasiones, los trabajadores pueden desarrollar estrategias para reducir el estrés causado por el cambio organizacional que les lleven a un alejamiento psicológico de la situación que causa el estrés con menos compromiso, menos satisfacción en el trabajo y una pronunciada intención de dejar la organización (Chirumbolo y Hellgren, 2003). Por el contrario, el compromiso organizacional puede propiciar que los trabajadores sientan que son capaces de llevar a cabo su trabajo, a pesar de las turbulencias del entorno y les hace sentirse seguros de sí mismos, por lo que les afecta menos el estrés.…”