Job insecurity, employability and satisfaction among temporary and permanent employees in post-crisis Europe

Cuyper, Nele De; Piccoli, Beatrice; Fontinha, Rita; Witte, Hans De

doi:10.1177/0143831x18804655

Cited by 43 publications

(50 citation statements)

References 64 publications

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“…This suggests that permanent employees may have more at stake in their work and therefore job insecurity may especially threaten vitality in this group. This finding aligns with some previous studies which have also shown that permanent employees may suffer more from job insecurity than temporary workers [56][57][58]. The explanation for this may lie in the psychological contract theory, which differentiates between relational psychological contract and transactional contract [58].…”

Section: Theoretical Implicationssupporting

confidence: 91%

Testing Demands and Resources as Determinants of Vitality among Different Employment Contract Groups. A Study in 30 European Countries

Hakanen

Ropponen

Witte

et al. 2019

IJERPH

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The aim of this study was to investigate the relative importance of four job demands and five job resources for employee vitality, i.e., work engagement and exhaustion, in three different employment groups: permanent, temporary and temporary agency workers. We employed data from the sixth European Working Conditions Survey (EWCS) collected in 2015 comprising 28,042 employees from 30 European countries. We used linear regression analyses and dominance analysis (DA). The results showed minor mean differences in work engagement and exhaustion and that temporary agency workers had the highest job insecurity and lowest job control. The associations between job resources and job demands, and work engagement and exhaustion of the groups, did not differ considerably. DA showed that in all three employment groups, job feedback made the strongest contribution to work engagement and workload to exhaustion. In addition, among the temporary agency workers, supervisor support contributed to work engagement and job control (negatively) to exhaustion more than in the other groups. This study suggests that the key determinants of vitality at work may be similar, regardless of contract, and that to have sustainably performing vital workers, organizations should focus on enabling job feedback and preventing high workload in all employment groups.

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Section: Theoretical Implicationssupporting

confidence: 91%

Testing Demands and Resources as Determinants of Vitality among Different Employment Contract Groups. A Study in 30 European Countries

Hakanen

Ropponen

Witte

et al. 2019

IJERPH

Self Cite

View full text Add to dashboard Cite

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“…Further, experiences of job insecurity depend on three threat features: perceived situational control, threat duration and volition. Consequently [23], lower control, longer duration and lower volition will cause increased distress in workers, with detrimental effects on personal physical and psychological health and work-related well-being [5,[23][24]. Finally, other authors [26] have proposed differentiating the cognitive components of job insecurity related to the perception of loss or negative job change, from the affective components related to the emotional reactions to job loss or potential job change.…”

Section: Consequences Of Job Insecurity On Mental Health and Health Cmentioning

confidence: 99%

Job insecurity, financial threat and mental health in the COVID-19 context: The buffer role of perceived social support

Salgado

2020

Preprint

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The social distancing, confinement and quarantine adopted since March 2020 to confront the COVID-19 pandemic have affected multiple vital areas, and specially work, business and productive activities. Prior research has highlighted the relation between perceptions of risk in employment and its concomitant financial risk with a myriad of consequences for people's well-being and health. In order to analyze the potential negative consequences of temporary layoffs, downsizing or closure of companies and businesses, and the consequent insecurity about the continuity of employment, the aim of this study is twofold. Firstly, to analyze the relations between the perceptions of job insecurity and financial threat and overall mental health during the first month of the COVID-19 pandemic in a sample of the Chilean adult population. And secondly, to identify the potential buffer effect of perceived social support on this relation. To analyze this, we carried out a cross-sectional study on a non-probabilistic sample aimed at a general Chilean adult population. The results show that both perceptions of job insecurity and financial threat are associated with a decline in perceived mental health. Additionally, results indicate a moderate buffer effect of perceived social support relative to the size of the social network. Thus, in relation to job insecurity and financial threat, the network size mitigates the association of both with the decline in perceived mental health. The theoretical and applied scope of these findings are analyzed, and their challenges and limitations are discussed.

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“…Although job insecurity and perceived employability are comparable in that they are subjective perceptions regarding the future (De Witte et al, 2015), there is an important distinction: job insecurity relates to the future of the current job, whereas perceived employability concerns future jobs – be these with the current employer or another (De Cuyper et al, 2018). De Witte and De Cuyper (2015) summarized the relationship between job insecurity and perceived employability from two points of view.…”

Section: Introductionmentioning

confidence: 99%

“…The aforementioned job demands-resources model, in which job insecurity as job demand can affect extrinsic and intrinsic dissatisfaction, while perceived employability as personal resource can affect higher intrinsic and extrinsic levels of satisfaction (Lu et al, 2015; De Cuyper et al, 2018), has led to the following hypothesis:…”

Section: Introductionmentioning

confidence: 99%

Age and Perceived Employability as Moderators of Job Insecurity and Job Satisfaction: A Moderated Moderation Model

et al. 2019

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Workforce ageing and the need to work longer implies several challenges worldwide. Due to the potential for career prolongation, one such implication is to understand how age and perceived employability buffers relationship effects between job insecurity and job satisfaction. Therefore, this research aims to investigate the moderating roles of perceived employability and age on the relationship between job insecurity and job satisfaction. Hypotheses were tested using a three-way interaction model based on a cross-sectional design with a representative sample of 1,116 Chilean workers. Results show that age plays an important role in employees with high perceived employability; however, it has no effect on employees with low perceived employability. Younger workers with high perceived employability suffer less than do older employees with high perceived employability in terms of intrinsic job satisfaction. From a theoretical point of view, perceived employability in older workers does not reduce the unfavorable consequences of job insecurity. Regarding practical implications, organizations should manage and develop older workers by focusing on intrinsic aspects of their careers and on retirement preparation, as this will improve control and other positive resources in this population.

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Job insecurity, employability and satisfaction among temporary and permanent employees in post-crisis Europe

Cited by 43 publications

References 64 publications

Testing Demands and Resources as Determinants of Vitality among Different Employment Contract Groups. A Study in 30 European Countries

Testing Demands and Resources as Determinants of Vitality among Different Employment Contract Groups. A Study in 30 European Countries

Job insecurity, financial threat and mental health in the COVID-19 context: The buffer role of perceived social support

Age and Perceived Employability as Moderators of Job Insecurity and Job Satisfaction: A Moderated Moderation Model

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