Linking job insecurity to well-being and organizational attitudes in Belgian workers: the role of security expectations and fairness

Bernhard‐Oettel, Claudia; Cuyper, Nele De; Schreurs, Bert; Witte, Hans De

doi:10.1080/09585192.2011.573967

Cited by 59 publications

(63 citation statements)

References 47 publications

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“…For example, in Chinese-owned companies, the results indicate that there is significant relationship between temporary work and perception of job insecurity. The results indicate that 72% of temporary workers report high incidents of job insecurity and this is consistent with the findings of Bernhard-Oettel et al (2011), De Cuper et al (2005 and Kraimer et al (2005).…”

Section: Journal Of Management Researchsupporting

confidence: 82%

Job Insecurity as a Predictor of Conflict in Botswana Construction Industry

Moeti-Lysson

Sokro

Courvisanos

2017

jmr

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The construction sector continues to play a significant role in the socio-economic development of many nations, most importantly, today's emerging economies. Although the sector is labour intensive and employees play critical roles in various projects and their success, there has been little research on people management practices and policies. Obtaining data from 617 employees working in eight Botswana construction companies, this study investigates employees' perceptions of job insecurity and conflict in domestic-owned and Chinese-owned companies. The results show that there is a significant positive relationship between temporary work and perception of job insecurity and as such, job insecurity is positively related to conflict; these have large and significant impacts on deviant workplace behaviour. Also, there is statistically significant difference between males and females in both types of companies on how they perceive job insecurity as the cause of conflict, which needs to be addressed in human resource management to ensure better labour relations and higher labour productivity.

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Section: Journal Of Management Researchsupporting

confidence: 82%

Job Insecurity as a Predictor of Conflict in Botswana Construction Industry

Moeti-Lysson

Sokro

Courvisanos

2017

jmr

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“…In addition, Bernhard-Oettel and her colleagues (2011) found that the negative effects of job insecurity on well-being were mediated by the perception of unfairness. More complex relations were found for organizational outcomes, where perceived unfairness was as an explanatory factor for the relations between job insecurity and both increased turnover intention and lower organizational commitment, although only among employees who perceived that job security was part of their psychological contract (Bernhard-Oettel et al, 2011). Similar to perceived unfairness, breach of the relational psychological contract has been found to explain the associations between job insecurity and psychosocial outcomes such as job satisfaction and organizational commitment (De Cuyper & De Witte, 2007.…”

Section: Mediationmentioning

confidence: 81%

“…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%

“…Moreover, little is known about the inter-individual differences regarding responses to job insecurity (e.g., Kinnunen, Mauno, & Siltaloppi, 2010), especially when considering coping or living circumstances. Intervening factors, between the experiencing of job insecurity and its consequences, such as perceptions of unfairness (Bernhard-Oettel, De Cuyper, Schreurs, & De Witte, 2011), have been increasingly studied over the last few years . A better knowledge of what the types of perceptions of the work situation are that may lead to employees experiencing negative consequences in connection with job insecurity would be an important step in understanding job insecurity better.…”

Section: Introductionmentioning

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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“…Other fields such as public health (De Vogli, Ferrie, Chandola, Kivimäki, & Marmot, 2007;Donohoe, 2013;Freidl, Fazekas, Raml, Pretis, & Feistritzer, 2007;Levy & Sidel, 2006), human resources (Bernhard-Oettel, De Cuyper, Schreurs, & De Witte, 2011), political science (Mutz & Mondak, 1997;Sun & Xiao, 2012), and philosophy (Segev, 2006;Sen, 2009) have surely dealt with the wellness-fairness nexus, but the psychological literature reveals few studies that directly address the connection between well-being and justice. Some researchers have analyzed the relationship between fairness and well-being in particular settings, such as the family (Grote, Clark, & Moore, 2004;UllmannMargalit, 2006), schools (Schmader, Major, & Gramzow, 2001), and the workplace (Fujishiro, 2005;Kivimäki et al, 2005), but we are hard pressed to find any studies that examine comprehensively the connection between the many facets of wellness with the many types of fairness (Miller, 2001).…”

Section: Introductionmentioning

confidence: 99%

Wellness without fairness: The missing link in psychology

Prilleltensky

2013

South African Journal of Psychology

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To promote human welfare, psychologists must advance two important goals: wellness and fairness. Hitherto, research on wellness or well-being has discovered connections among overall satisfaction with life and important facets of life, such as relationships, income, and physical health, but the connections among various types of wellness and specific aspects of fairness remain obscure. Research on justice in psychology, in turn, has focused largely on the impact of distributive, procedural, and interactional justice on job performance and not so much on wellness outcomes. I argue that psychologists must explore in depth the association among various types of wellness, such as interpersonal, occupational, physical, and psychological, and diverse kinds of fairness, such as distributive, procedural, interpersonal, cultural, developmental, retributive, and intrapersonal. The pursuit of wellness without fairness will not yield the outcomes individuals and communities need. We must make more explicit the relationship between justice or injustice and flourishing in life.

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Linking job insecurity to well-being and organizational attitudes in Belgian workers: the role of security expectations and fairness

Cited by 59 publications

References 47 publications

Job Insecurity as a Predictor of Conflict in Botswana Construction Industry

Job Insecurity as a Predictor of Conflict in Botswana Construction Industry

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

Wellness without fairness: The missing link in psychology

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