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Kim SM, Jo SJ. An Examination of the Effects of Job Insecurity on Counterproductive Work Behavior Through Organizational Cynicism: Moderating Roles of Perceived Organizational Support and Quality of Leader-Member Exchange. Psychol Rep 2024; 127:957-993. [PMID: 36154339 DOI: 10.1177/00332941221129135] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Job insecurity can trigger cynical attitudes and ultimately lead to harmful behaviors in organizations under the current fast-changing business environment. Drawing on psychological contract theory, this study aimed to investigate the relationship between job insecurity and counterproductive work behavior (CWB) by focusing on the mediating role of organizational cynicism and moderating roles of perceived organizational support (POS) and leader-member exchange (LMX). The data used for the analysis came from a survey that targeted tourism-related industries in South Korea, and 296 responses were finally analyzed. We analyzed reliability, correlation, and mediation, and conducted confirmatory factor analysis, regression analysis, and moderation analysis using SPSS PROCESS macro v. 3.5, with AMOS v. 25.0. The key findings of this study are as follows. First, we found that job insecurity was positively related to CWB. Second, organizational cynicism mediated the relationship between job insecurity and CWB. Third, POS and LMX intensified the negative effects of job insecurity and organizational cynicism, affecting CWB. These results imply that employees with a high level of POS and LMX are likely to have opportunistic behaviors (e.g., abuse, absences, sabotage) by abusing the support and trust from their organizations. The implications for research and practice, limitations, and directions for future research are discussed.
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Affiliation(s)
- Su Min Kim
- Gachon University, Seongnam, Republic of Korea
| | - Sung Jun Jo
- Gachon University, Seongnam, Republic of Korea
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2
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Finstad GL, Bernuzzi C, Setti I, Fiabane E, Giorgi G, Sommovigo V. How Is Job Insecurity Related to Workers' Work-Family Conflict during the Pandemic? The Mediating Role of Working Excessively and Techno-Overload. Behav Sci (Basel) 2024; 14:288. [PMID: 38667084 PMCID: PMC11047610 DOI: 10.3390/bs14040288] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/28/2024] [Revised: 03/23/2024] [Accepted: 03/28/2024] [Indexed: 04/29/2024] Open
Abstract
The current labor market is characterized by drastic changes linked to the use of information and communication technologies (ICT) and post-COVID-19 transformations, which have decreased job security and job stability. As a result, the feeling of losing one's job has become even more common among European workers. In this study, we aimed to investigate whether and how job insecurity would be related to work-family conflict during the pandemic. Online self-report questionnaires assessing job insecurity, working excessively, techno-overload, and work-to-family conflict were completed by 266 workers from Italy. Descriptive analyses, confirmatory factor analyses, and structural equation mediation models were conducted. Job insecurity was positively associated with work-to-family conflict, both directly and indirectly, as mediated by techno-overload and a tendency to work excessively. This study advances the literature, as it is the first to identify techno-overload and working excessively as parallel psychological mechanisms linking job insecurity to work-family conflict among Italian workers during the pandemic. Workers could benefit from technological workload monitoring programs, techno effectiveness, and time management training programs. Companies could also consider implementing family-friendly and digital disconnection practices.
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Affiliation(s)
- Georgia Libera Finstad
- Department of Human Sciences, European University of Rome, 00163 Rome, Italy; (G.L.F.); (G.G.)
| | - Chiara Bernuzzi
- Department of Economics, Management, and Quantitative Methods (DEMM), University of Milan, 20122 Milan, Italy;
| | - Ilaria Setti
- Unit of Applied Psychology, Department of Brain and Behavioural Sciences, University of Pavia, Piazza Botta 11, 27100 Pavia, Italy;
| | - Elena Fiabane
- Istituti Clinici Scientifici Maugeri, IRCCS, Department of Physical and Rehabilitation Medicine, Genova Nervi Institute, 16167 Genova, Italy;
| | - Gabriele Giorgi
- Department of Human Sciences, European University of Rome, 00163 Rome, Italy; (G.L.F.); (G.G.)
| | - Valentina Sommovigo
- Department of Medicine and Psychology, Sapienza, University of Rome, 00185 Rome, Italy
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Raj Lakshmi RKR. Yoga for improving quality of life in contractual university teachers. Front Public Health 2024; 12:1370426. [PMID: 38469274 PMCID: PMC10925710 DOI: 10.3389/fpubh.2024.1370426] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/14/2024] [Accepted: 02/12/2024] [Indexed: 03/13/2024] Open
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Mahmoud AB, Berman A, Reisel W, Fuxman L, Hack-Polay D. Examining generational differences as a moderator of extreme-context perception and its impact on work alienation organizational outcomes: Implications for the workplace and remote work transformation. Scand J Psychol 2024; 65:70-85. [PMID: 37596807 DOI: 10.1111/sjop.12955] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/19/2023] [Revised: 07/05/2023] [Accepted: 07/31/2023] [Indexed: 08/20/2023]
Abstract
There is no doubt that extreme contexts (e.g., war zones and pandemics) represent substantial disruptions that force many companies to rethink the way they do business. With so much of the workforce now working remotely and concerns about resulting work alienation, we must ask this question: How can this be translated into the generational divide in workplaces based in extreme contexts? Using COVID-19 as an example trigger of extreme-context experience, therefore, we investigate generation as a moderator of the effects of extreme-context perception upon anxiety leading to alienation with subsequent behavioral outcomes on job insecurity, job satisfaction, and organizational citizenship behavior (OCB). A time-lagged survey procedure yielded 219 valid responses from a three-generation sample of employees working in multiple service organizations. The data were analyzed using partial least squares structural equation modeling (PLS-SEM). Our analysis suggested that intense extreme-context perception led to elevated anxiety and alienation, which, in turn, heightened job insecurity and worsened job satisfaction and OCB outcomes. Finally, during the experience of extreme-context times, generation was found to moderate our model, such that both Generation Y and Generation Z experienced higher anxiety due to extreme-context perception and hence higher job insecurity due to alienation compared with Generation X respondents. Our results endorse the criticality of implementing agile and generationally non-sectarian management for effectively functioning generationally diverse workforces in pandemic times.
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Affiliation(s)
- Ali B Mahmoud
- St. John's University, New York, USA
- London South Bank University, London, UK
| | | | | | | | - Dieu Hack-Polay
- London South Bank University, London, UK
- Crandall University, Moncton, Canada
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Hngoi CL, Abdullah NA, Wan Sulaiman WS, Zaiedy Nor NI. Examining job involvement and perceived organizational support toward organizational commitment: job insecurity as mediator. Front Psychol 2024; 15:1290122. [PMID: 38348260 PMCID: PMC10860681 DOI: 10.3389/fpsyg.2024.1290122] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/07/2023] [Accepted: 01/05/2024] [Indexed: 02/15/2024] Open
Abstract
This study delves into the intricate relationships among job involvement (JI), perceived organizational support (POS), job insecurity (JIS), and organizational commitment (OC), with a particular focus on the mediating role of JIS within the context of the Malaysian private sector. The research delves into the antecedents of job insecurity and organizational commitment, offering insights to enhance commitment. Our study involved 440 employees in the Malaysian private sector, utilizing self-report questionnaires administered online. Notably, our findings underscore the significance of employment flexibility, job positions, and tenure in shaping JIS. Furthermore, we identify significant relationships among the variables: POS negatively predicts JIS, while JI, JIS, and POS collectively predict OC, with JIS partially mediating the POS-OC relationship. These empirically-grounded insights offer actionable guidance for organizations, empowering human resources practitioners to craft effective talent retention strategies and allocate resources strategically. In doing so, organizations can enhance employee productivity and bolster organizational commitment, ultimately contributing to sustained success in a dynamic work environment. These findings hold valuable implications for human resources practitioners, guiding the development of talent retention strategies and resource allocation to enhance employee productivity.
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Affiliation(s)
- Chin Ling Hngoi
- Faculty of Social Science and Humanities, Universiti Kebangsaan Malaysia, Bangi, Malaysia
| | - Nurul-Azza Abdullah
- Faculty of Social Science and Humanities, Universiti Kebangsaan Malaysia, Bangi, Malaysia
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Llosa JA, Agulló-Tomás E, Menéndez-Espina S, Rivero-Díaz ML. Perceived precarious life: a SEM model for re-dimensioning of precarious work and its impact on mental health. Front Public Health 2024; 11:1254843. [PMID: 38249412 PMCID: PMC10796509 DOI: 10.3389/fpubh.2023.1254843] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/07/2023] [Accepted: 12/11/2023] [Indexed: 01/23/2024] Open
Abstract
Introduction Precarious work is one of the most studied concepts related to work, and its effects have been analyzed in relation to variables such as mental health and wellbeing. However, there is a tendency to atomise the analysis of precarious work, without understanding that people's working life is intertwined with other areas of their life. Objective Faced with this situation, this paper presents the concept of perceived precarious life, which is aligned with contemporary models of social inclusion and exclusion. Thus, perceived precarious life comprises variables of labor precariousness, social support and hopelessness in the family economic situation. Methods To test this idea, a structural equation model (SEM) is presented, which tests the structure of the construct of perceived precarious life by relating it to mental health and coping strategies. Results After testing the fit of the model in both men and women, a SEM path analysis is designed between the variables, observing that perceived precarious life has an effect on mental health (β = 0.635, p < 0.01). This relationship is mediated by unproductive coping strategies (β = 0.142, p < 0.01). Conclusion This model exposes a broad and integrated conceptualization of precariousness, combining aspects of work, relationships and hopelessness, which allows for an understanding of the integral experience of precariousness.
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Affiliation(s)
- José Antonio Llosa
- Department of Social Education, Faculty Padre Ossó, University of Oviedo, Oviedo, Spain
| | - Esteban Agulló-Tomás
- Department of Psychology, Faculty of Psychology, University of Oviedo, Oviedo, Spain
| | - Sara Menéndez-Espina
- Department of Social Education, Faculty Padre Ossó, University of Oviedo, Oviedo, Spain
| | - María Luz Rivero-Díaz
- Department of Psychology, Faculty of Psychology, University of Oviedo, Oviedo, Spain
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Du J, Wang Z, Xie Y. Front-line employees' perceived COVID-19 event strength and emotional labor in the service industry: A moderated mediation model. J Gen Psychol 2024; 151:34-53. [PMID: 36779956 DOI: 10.1080/00221309.2023.2171359] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/26/2022] [Accepted: 01/17/2023] [Indexed: 02/14/2023]
Abstract
COVID-19 pandemic has brought enormous challenges to employees worldwide, and thus, it is important to understand whether, how, and when perceived COVID-19 event strength can influence employees' work-related outcomes. Drawing on event system theory and affective events theory, this study examined the effect of perceived COVID-19 event strength on front-line service employees' emotional labor, namely, surface acting and deep acting, through the mediating role of anxiety. In addition, it explored job insecurity as a moderator in the relationship between perceived COVID-19 event strength and anxiety. This study analyzed two-wave data (N = 191) collected from front-line employees in the service industry and found that anxiety mediated the relationship between perceived COVID-19 event strength and surface acting but not deep acting, and that job insecurity moderated the relationship between perceived COVID-19 event strength and anxiety and the indirect effect of perceived COVID-19 event strength on surface acting but not on deep acting via anxiety. Implications and directions for future research are also discussed.
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Affiliation(s)
- Jianghong Du
- Suzhou University of Science and Technology
- East China Normal University
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Shoss M, Min H, Horan K, Schlotzhauer A, Nigam JAS, Swanson NG. Risking one's life to save one's livelihood: Precarious work, presenteeism, and worry about disease exposure during the COVID-19 pandemic. J Occup Health Psychol 2023; 28:363-379. [PMID: 37856382 PMCID: PMC10841870 DOI: 10.1037/ocp0000366] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/21/2023]
Abstract
The present study advances research on the negative consequences of precarious work experiences (PWE), which include perceptions of threats to one's job and financial security as well as a sense of powerlessness and inability to exercise rights in the workplace. Using the COVID-19 pandemic as a backdrop, we examine how PWE relate to sickness presenteeism and worry about work-related COVID-19 exposure. In a 12-week, four-wave study of workers working fully in-person, perceptions of powerlessness and job insecurity were associated with presenteeism (e.g., general presenteeism as well as attending work with known or possible COVID-19 infection) and concerns about disease exposure at work. Whereas powerlessness primarily operated at the between-person level of analysis, job insecurity's effects emerged at both levels of analysis. A sense of powerlessness at work also predicted sending children to school/daycare sick. In sum, the findings suggest that precarity related to being able to keep one's job and a sense of powerlessness at work contribute to concerns about the risk of COVID-19 exposure at work and, simultaneously, behaviors that may contribute to the health risks faced by others. This research provides added support to the argument that precarious work should be addressed in order to improve both worker well-being and public health. (PsycInfo Database Record (c) 2023 APA, all rights reserved).
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Affiliation(s)
- Mindy Shoss
- Department of Psychology, University of Central Florida
- Australian Catholic University
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Ma B, Zhou Y, Lassleben H, Ma G, Yang R. Examining the mediating effects of motivation between job insecurity and innovative behavior using a variable-centered and a person-centered approach. Front Psychol 2023; 14:1284042. [PMID: 38106397 PMCID: PMC10722088 DOI: 10.3389/fpsyg.2023.1284042] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/27/2023] [Accepted: 11/14/2023] [Indexed: 12/19/2023] Open
Abstract
Introduction The fierce market competition environment makes employees feel insecure at work. While it is difficult for enterprises to provide employees with a sense of security, they have to rely on employees' innovative behavior to seek competitive advantage. Therefore, this study focuses on how employees engage in innovative behavior when they face job insecurity. Methods Using a variable-centered approach, this study aims to examine the mediating effects of intrinsic and impression management motivation in the relationship between quantitative and qualitative job insecurity and innovative behavior, including proactive and reactive innovative behavior. In addition, a person-centered approach is used to investigate whether it is possible to distinguish different combinations of quantitative and qualitative job insecurity, and examine the effect of these job insecurity profiles on motivation and innovative behavior. We used 503 data sets collected via the Credamo platform in China into the data analysis. Results The study found that quantitative job insecurity affects proactive and reactive innovative behavior through impression management motivation and that qualitative job insecurity affects proactive and reactive innovative behavior through intrinsic and impression management motivation. In addition, three job insecurity profiles were identified: balanced high job insecurity, balanced low job insecurity, and a profile dominated by high quantitative job insecurity, all of which have significantly different effects on motivation and innovative behavior. Discussion This study contributes to provide new insights into the relationship between job insecurity and innovative behavior and compensate for the limitation of the traditional variable-centered approach that cannot capture heterogeneity within the workforce.
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Affiliation(s)
- Bing Ma
- School of Management, Xi'an Polytechnic University, Xi'an, Shaanxi, China
| | - Yarong Zhou
- School of Management, Xi'an Polytechnic University, Xi'an, Shaanxi, China
| | - Hermann Lassleben
- ESB Business School, Reutlingen University, Reutlingen, Baden-Württemberg, Germany
| | - Guimei Ma
- School of Management, Xi'an Polytechnic University, Xi'an, Shaanxi, China
| | - Rong Yang
- School of Management, Xi'an Polytechnic University, Xi'an, Shaanxi, China
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Llosa JA, Agulló-Tomás E, Menéndez-Espina S, Oliveros B. Revisiting the work-suicide link: renewed evidence and models of analysis in workplace contexts. Front Psychol 2023; 14:1290079. [PMID: 37928562 PMCID: PMC10620721 DOI: 10.3389/fpsyg.2023.1290079] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/06/2023] [Accepted: 10/10/2023] [Indexed: 11/07/2023] Open
Abstract
Suicide is a priority public health problem for the World Health Organization. It is a multifactorial phenomenon, for which there is no effective strategy for prevention and reduction. The scientific knowledge generated has not paid much attention to the differentiating role of work and employment on the phenomenon of suicide. This article first presents Abrutyn's recent conceptual model of suicide, which has a psychosocial, holistic and integrated approach. Based on this model, it examines the most recent and solid evidence and trends linking working conditions and phenomenon of suicide, identifying the most relevant findings in work stress theories. It concludes by pointing out avenues of development for a more holistic and ecological understanding of suicide.
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Affiliation(s)
- José Antonio Llosa
- Faculty of P. Ossó, Department of Social Education, University of Oviedo, Oviedo, Spain
| | - Esteban Agulló-Tomás
- Faculty of Pyschology, Department of Psychology, University of Oviedo, Oviedo, Spain
| | - Sara Menéndez-Espina
- Faculty of P. Ossó, Department of Social Education, University of Oviedo, Oviedo, Spain
| | - Beatriz Oliveros
- Faculty of P. Ossó, Department of Social Education, University of Oviedo, Oviedo, Spain
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Soliman M, Sinha R, Di Virgilio F, Sousa MJ, Figueiredo R. Emotional Intelligence Outcomes in Higher Education Institutions: Empirical Evidence From a Western Context. Psychol Rep 2023:332941231197165. [PMID: 37592761 DOI: 10.1177/00332941231197165] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 08/19/2023]
Abstract
The main outcomes of emotional intelligence (EMI) in the workplace have been researched in a variety of settings, however, few studies have focused on such consequences, particularly in the context of higher education institutions (HEIs). This research is therefore to empirically examine the impact of EMI on work-life balance, job insecurity, knowledge sharing behaviour, and workforce agility at HEIs. A total of 368 responses from academic staff members in Italy were analysed using PLS-SEM. The findings indicated that EMI has a significant impact on workforce agility, work-life balance, job insecurity, and knowledge sharing behaviour. In addition, work-life balance significantly impacted knowledge sharing behaviour, which in turn affected workforce agility. This article adds to the body of knowledge on the human resources management domain by highlighting the key consequences of EMI in HEIs within a western context. It also provides various managerial implications for concerned faculty members and senior managers at HEIs. Research limitations and avenues for further research are given.
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Affiliation(s)
- Mohammad Soliman
- Scientific Research Department, University of Technology and Applied Sciences, Salalah, Oman
- Faculty of Tourism and Hotels, Fayoum University, Fayoum, Egypt
| | - Rupa Sinha
- Amity Institute of Travel and Tourism, Amity University, Kolkata, India
| | | | - Maria Jose Sousa
- Business Research Unit, ISCTE Instituto Universitário de Lisboa, Lisboa, Portugal
| | - Ronnie Figueiredo
- Centre of Applied Research in Management and Economics (CARME), School of Technology and Management (ESTG), Polytechnic of Leiria, Leiria, Portugal
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Jiang Y, Huang L, Guo Y, Yang Q, Li H, Zhou H, Wu K. The Relationship Between Fear of COVID-19 and Psychological Distress in Tour Guides: The Mediating Role of Job Insecurity and the Moderating Role of Psychological Resilience. Psychol Res Behav Manag 2023; 16:3107-3119. [PMID: 37576449 PMCID: PMC10423002 DOI: 10.2147/prbm.s417296] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/04/2023] [Accepted: 08/02/2023] [Indexed: 08/15/2023] Open
Abstract
Purpose The COVID-19 has greatly affected the tourism industry in China, leading to an increase in psychological distress among tour guides. This study explores the mechanisms by which tour guides' fear of the COVID-19 affects psychological distress, using job insecurity as a mediating variable and psychological resilience as a moderating variable. Patients and Methods From August 11 to 30, 2022, 447 Chinese tour guides were invited online to fill in a questionnaire, and SPSS and Mplus tools were used for statistical analysis and hypothesis testing to conduct an empirical analysis of the relationship between COVID-19 fear and psychological distress. Results A total of 417 questionnaires (effective rate was 93.3%) were collected, among which female (n = 243) and male (41.7%) (n =174). The age concentration of participants was 46.5% between 26 and 35 years old, 9.1% under 25 years old, and 9.8% over 46 years old. Guides' fear of COVID-19 positively and significantly influenced psychological distress (β= 0.3051), and the relationship between fear of COVID-19 and psychological distress was mediated by job insecurity (β=0.196, 95% CI = 0.141, 0.255). In addition, psychological resilience significantly moderated the pathway from fear of COVID-19 to job insecurity and from fear of COVID-19 to guided psychological distress (β= 0.1371; β=0.116). Conclusion The diversion of fear of COVID-19 and job insecurity can alleviate the psychological distress of tour guides; strengthening their own psychological construction also helps to alleviate the effects of fear of COVID-19 on job insecurity and psychological distress. The findings of the study can provide theoretical support for the prevention and counseling of psychological problems of tourism employees in public health crises.
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Affiliation(s)
- Yajun Jiang
- College of Tourism & Landscape Architecture, Guilin University of Technology, Guangxi, 541004, People’s Republic of China
| | - Longfang Huang
- College of Tourism & Landscape Architecture, Guilin University of Technology, Guangxi, 541004, People’s Republic of China
| | - Yu Guo
- College of Tourism & Landscape Architecture, Guilin University of Technology, Guangxi, 541004, People’s Republic of China
| | - Qin Yang
- School of Preschool Education, Changsha Normal University, Changsha, 410100, People’s Republic of China
| | - Haixia Li
- College of Tourism & Landscape Architecture, Guilin University of Technology, Guangxi, 541004, People’s Republic of China
| | - Huiling Zhou
- College of Tourism & Landscape Architecture, Guilin University of Technology, Guangxi, 541004, People’s Republic of China
| | - Ke Wu
- School of Economics & Management, Hunan University of Science and Technology, Yongzhou, 425199, People’s Republic of China
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Jung J, Kim BJ, Kim MJ. Corrigendum: The effect of unstable job on employee's turnover intention: the importance of coaching leadership. Front Public Health 2023; 11:1234387. [PMID: 37457270 PMCID: PMC10345339 DOI: 10.3389/fpubh.2023.1234387] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/04/2023] [Accepted: 06/22/2023] [Indexed: 07/18/2023] Open
Abstract
[This corrects the article DOI: 10.3389/fpubh.2023.1068293.].
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Affiliation(s)
- Jeyong Jung
- Department of Police Science, University of Ulsan, Ulsan, Republic of Korea
| | - Byung-Jik Kim
- College of Business, University of Ulsan, Ulsan, Republic of Korea
- Department of Psychology, Yonsei University, Seoul, Republic of Korea
| | - Min-Jik Kim
- School of Industrial Management, Korea University of Technology and Education, Cheonan, South Chungcheong, Republic of Korea
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Jung J, Kim BJ, Kim MJ. Corrigendum: The effect of unstable job on employee's turnover intention: the importance of coaching leadership. Front Public Health 2023; 11:1200929. [PMID: 37325309 PMCID: PMC10265109 DOI: 10.3389/fpubh.2023.1200929] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/05/2023] [Accepted: 05/16/2023] [Indexed: 06/17/2023] Open
Abstract
[This corrects the article DOI: 10.3389/fpubh.2023.1068293.].
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Affiliation(s)
- Jeyong Jung
- Department of Police Science, University of Ulsan, Ulsan, Republic of Korea
| | - Byung-Jik Kim
- College of Business, University of Ulsan, Ulsan, Republic of Korea
- Department of Psychology, Yonsei University, Seoul, Republic of Korea
| | - Min-Jik Kim
- School of Industrial Management, Korea University of Technology and Education, Cheonan, South Chungcheong, Republic of Korea
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Shoss M, Van Hootegem A, Selenko E, De Witte H. The job insecurity of others: On the role of perceived national job insecurity during the COVID-19 pandemic. Econ Ind Democr 2023; 44:385-409. [PMID: 37193552 PMCID: PMC10164091 DOI: 10.1177/0143831x221076176] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Indexed: 05/18/2023]
Abstract
Political scientists and sociologists have highlighted insecure work as a societal ill underlying individuals' lack of social solidarity (i.e., concern about the welfare of disadvantaged others) and political disruption. In order to provide the psychological underpinnings connecting perceptions of job insecurity with societally-relevant attitudes and behaviors, in this article the authors introduce the idea of perceived national job insecurity. Perceived national job insecurity reflects a person's perception that job insecurity is more or less prevalent in their society (i.e., country). Across three countries (US, UK, Belgium), the study finds that higher perceptions of the prevalence of job insecurity in one's country is associated with greater perceptions of government psychological contract breach and poorer perceptions of the government's handling of the COVID-19 crisis, but at the same time is associated with greater social solidarity and compliance with COVID-19 social regulations. These findings are independent of individuals' perceptions of threats to their own jobs.
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Affiliation(s)
- Mindy Shoss
- University of Central Florida, USA; Australian Catholic University, Australia
| | | | | | - Hans De Witte
- O2L, KU Leuven, Belgium; Optentia Research Unit, North-West University, South Africa
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Ballesteros-Leiva F, St-Onge S, Dufour MÈ. Furloughed Employees' Voluntary Turnover: The Role of Procedural Justice, Job Insecurity, and Job Embeddedness. Int J Environ Res Public Health 2023; 20:ijerph20095664. [PMID: 37174183 PMCID: PMC10178588 DOI: 10.3390/ijerph20095664] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 02/01/2023] [Revised: 04/15/2023] [Accepted: 04/17/2023] [Indexed: 05/15/2023]
Abstract
During the COVID-19 lockdown period, several employers used furloughs, that is, temporary layoffs or unpaid leave, to sustain their businesses and retain their employees. While furloughs allow employers to reduce payroll costs, they are challenging for employees and increase voluntary turnover. This study uses a two-wave model (Time 1: n = 639/Time 2: n = 379) and confirms that furloughed employees' perceived justice in furlough management and job insecurity (measured at Time 1) explain their decision to quit their employer (measured at Time 2). In addition, our results confirm that furloughed employees' job embeddedness (measured at Time 1) has a positive mediator effect on the relationship between their perceived procedural justice in furlough management (measured at Time 1) and their turnover decision (Time 2). We discuss the contribution of this study to the fields of knowledge and practice related to turnover and furlough management to reduce their financial, human, and social costs.
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Affiliation(s)
| | - Sylvie St-Onge
- Department of Management, HEC Montréal, Montreal, QC H3T 2A7, Canada
| | - Marie-Ève Dufour
- Department of Management, Université Laval, Québec, QC G1V 0A6, Canada
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17
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Shao Y, Li S, Wei L, Shan X, Zhou D, Zhang Y, Wei H. Nurses' second victim experience, job insecurity, and turnover intention: A latent profile analysis. Res Nurs Health 2023; 46:360-373. [PMID: 37086263 DOI: 10.1002/nur.22313] [Citation(s) in RCA: 4] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/24/2022] [Revised: 03/02/2023] [Accepted: 03/31/2023] [Indexed: 04/23/2023]
Abstract
Nurses are greatly affected by patient safety incidents, but little is known about the classifications of nurses' second victim experiences and their effects on job insecurity and turnover intention. This study aimed to identify the profiles of nurses' second victim experiences, including perceived support and distress, and explore the effects of the different experiences on nurses' job insecurity and turnover intention. A convenience sample of 2000 nurses, who were directly involved in patient safety incidents within a year at 25 hospitals in 13 provinces in China, was invited to participate. The online surveys included the Second Victim Experience and Support Tool-Chinese version, job insecurity scale, and turnover intention scale. Data were analyzed using regression and latent profile analysis to identify second-victim nurses' different experience predictors and examine the relationships among the factors. A total of 1298 valid questionnaires were obtained. Three profiles of second victim experiences were identified. Univariate analysis demonstrated that nurses' experience, education level, hospital type, specialty, working hours, credentials, clinical ladder, type of employment, income, training on adverse events, and the type of adverse event were statistically significant (p < 0.05) variables differentiating the three profiles. After controlling these significant variables, the multiple regression analysis showed that the higher the support and the lower the distress level of the second victim, the lower the job insecurity and turnover intention. This study highlights the significance of nurse' leader and organizational support. Nursing leaders should recognize nurses' second-victim experiences, provide the support nurses need, and help them reduce job insecurity and turnover intention.
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Affiliation(s)
- Yanru Shao
- Graduate Department, School of Nursing, Qingdao University, Qingdao, China
| | - Shanshan Li
- Neurosurgery Intensive Care Unit, The Affiliated Hospital of Qingdao University, Qingdao, China
| | - Lili Wei
- Nursing Department, The Affiliated Hospital of Qingdao University, Qingdao, China
| | - Xinzhi Shan
- Nursing Department, The Affiliated Hospital of Qingdao University, Qingdao, China
| | - Dan Zhou
- Department of Gynecology, The Affiliated Hospital of Qingdao University, Qingdao, China
| | - Yan Zhang
- Nursing Department, The Affiliated Hospital of Qingdao University, Qingdao, China
| | - Holly Wei
- Center for Nursing Research, East Tennessee State University College of Nursing, Johnson City, Tennessee, USA
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18
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Nemțeanu MS, Dabija DC. Negative Impact of Telework, Job Insecurity, and Work-Life Conflict on Employee Behaviour. Int J Environ Res Public Health 2023; 20:4182. [PMID: 36901192 PMCID: PMC10002209 DOI: 10.3390/ijerph20054182] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 02/02/2023] [Revised: 02/18/2023] [Accepted: 02/24/2023] [Indexed: 06/17/2023]
Abstract
The COVID-19 pandemic imposed a large-scale adoption of teleworking in various fields, accepted by many employers as the ideal solution to protect their employees against the risk of contracting SARS-CoV-2. Working from home generated substantial savings for organisations and also contributed to alleviating employee stress. In addition to the potential positive effects, telework during COVID-19 favoured counterproductive behaviour, job insecurity, and intention to retire because of the negative outcomes generated by the growing conflict between personal life and working from home and professional and social isolation. The purpose of this research is to define and analyse a conceptual model capable of highlighting the way in which telework, job insecurity, and work-life conflict led to professional isolation and turnover intention, and finally, to the counterproductive behaviour of employees during the COVID-19 pandemic. This research was implemented using employees in Romania, an emerging European economy severely affected by the recent pandemic. The results have been analysed with the help of structural equations in SmartPLS, thus reflecting a significant influence of teleworking on work-life conflict, professional isolation, intentions, and insecurity during the pandemic. The insecurity of employees trained in teleworking contributes significantly to enhancing work-life conflict and professional isolation.
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19
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Castro-Castañeda R, Vargas-Jiménez E, Menéndez-Espina S, Medina-Centeno R. Job Insecurity and Company Behavior: Influence of Fear of Job Loss on Individual and Work Environment Factors. Int J Environ Res Public Health 2023; 20:3586. [PMID: 36834280 PMCID: PMC9959084 DOI: 10.3390/ijerph20043586] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 12/15/2022] [Revised: 02/08/2023] [Accepted: 02/15/2023] [Indexed: 06/18/2023]
Abstract
The purpose of this research is to analyze to what extent job insecurity is related to different factors related with quality of work life. Specifically, it refers to the individual (work-family balance, job satisfaction, labor and professional development, motivation at work, and well-being at work) and work environment (conditions and environment and safety and health at work) dimensions of the construct. The sample group consisted of 842 workers (375 men and 467 women), aged between 18 and 68 years, from Bahía de Banderas, Mexico. Pearson correlation coefficients between the different variables were carried out, as well as MANOVA and ANOVA analyses and a linear regression analysis. The results showed that workers with low job insecurity obtained higher scores in work-family balance, job satisfaction, labor and professional development, motivation at work, well-being at work, conditions and environment, and safety and health at work, in relation to workers with moderate and high insecurity. The regression analysis confirmed that individual factors explain 24% and environmental factors 15% of job insecurity. This article makes an approximation to the phenomenon of job insecurity in the Mexican context, where the relationship of this variable with quality of work life is verified.
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Affiliation(s)
- Remberto Castro-Castañeda
- Department of Psychology, Coast University Center, University of Guadalajara, Puerto Vallarta 48280, Mexico
| | - Esperanza Vargas-Jiménez
- Department of Psychology, Coast University Center, University of Guadalajara, Puerto Vallarta 48280, Mexico
| | - Sara Menéndez-Espina
- Department of Education, Padre Ossó Faculty, University of Oviedo, 33008 Oviedo, Spain
| | - Raúl Medina-Centeno
- Department of Psychology, Coast University Center, University of Guadalajara, Puerto Vallarta 48280, Mexico
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20
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Sora B, Höge T, Caballer A, Peiró JM. The Construct of Job Insecurity at Multiple Levels: Implications for Its Conceptualization and Theory Development. Int J Environ Res Public Health 2023; 20:3052. [PMID: 36833750 PMCID: PMC9959076 DOI: 10.3390/ijerph20043052] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 11/07/2022] [Revised: 12/23/2022] [Accepted: 12/27/2022] [Indexed: 06/18/2023]
Abstract
Over the years, job insecurity has accumulated important scholarly work. As a result, research has identified multiple constructs that involve employees' concerns about job loss. Most of these are individual-level constructs (e.g., subjective and objective job insecurity), but, recently, an incipient body of literature has adopted a multilevel perspective by understanding job insecurity as a collective phenomenon (e.g., job insecurity climate, strength climate, downsizing or temporary hiring strategies). Furthermore, these constructs at different levels are underpinned by shared theoretical frameworks, such as stress theory or psychological contract theory. However, all this literature fails to present an integrative framework that contains the functional relationship for mapping job insecurity constructs across levels. Accordingly, the present study aims to examine job insecurity from a multilevel perspective, specifically by conceptualizing job insecurity at the individual level-understood as subjective and objective job insecurity-and at the organizational level, understood as job instability in an organization, job insecurity climate, and climate strength. The methodology of multilevel construct validation proposed by Chen, Mathieu and Bliese (2005) was applied; thus, (1) job insecurity were defined at each relevant level of analysis; (2) its nature and structure was specified at higher levels of analysis; (3) psychometric properties were tested across and/or at different levels of analysis; (4) the extent to which job insecurity varies between levels of analysis was estimated; and (5) the function of job insecurity was tested across different levels of analysis. The results showed significant relationships among these, and were related to an organizational antecedent (e.g., organization nature) and organizational and individual outcomes (collective and individual job satisfaction) in two European samples: Austria and Spain. Accordingly, this study exposed the multilevel validity of job insecurity constructs through an integrative framework in order to advance in the area of job insecurity theory and practice. The contributions and implications to job insecurity research and other multilevel research are discussed.
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Affiliation(s)
- Beatriz Sora
- Department of Psychology, University Rovira i Virgili, 43007 Tarragona, Spain
| | - Thomas Höge
- Department of Psychology, University of Innsbruck, A-6020 Innsbruck, Austria
| | - Amparo Caballer
- Faculty of Psychology, University of Valencia, 46010 Valencia, Spain
| | - José Maria Peiró
- Faculty of Psychology, Universitat de Valencia & IVIE, 46010 Valencia, Spain
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Gómez-Domínguez V, Navarro-Mateu D, Gómez-Domínguez T, Giménez-Espert MDC. How much do we care about teacher job insecurity during the pandemic? A bibliometric review. Front Public Health 2023; 11:1098013. [PMID: 36844865 PMCID: PMC9947244 DOI: 10.3389/fpubh.2023.1098013] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/14/2022] [Accepted: 01/23/2023] [Indexed: 02/11/2023] Open
Abstract
In this study, a descriptive bibliometric analysis of the scientific production in the Web of Science on job insecurity perceived by teachers in pandemic situations was carried out. The result shows the growing interest in the topic with an upward trend with an annual growth of 41.52%. Forty-seven papers from 41 journals with 2,182 cited references were considered, with 149 researchers from 30 countries publishing at least one article. The country with the most publications was the United States, followed by Germany and Spain. The United States was the country with the most collaborations. A total of 95 institutions published papers, and the universities with the most registrations were Miami University and the University of the Basque Country, although York University and the University of the Basque Country had a higher overall citation coefficient (102 and 40, respectively). Of the 41 journals that have published on the topic, Frontiers in Education and the British Journal of Educational Psychology stood out in terms of their article numbers. However, this last one was superior in terms of the overall number of citations per year, followed by Frontiers of Psychology.
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Affiliation(s)
| | - Diego Navarro-Mateu
- Department of Specific Educational Needs and Attention to Diversity, Faculty of Education Sciences, Catholic University of Valencia, Valencia, Spain
| | - Teresa Gómez-Domínguez
- Department of Specific Educational Needs and Attention to Diversity, Faculty of Education Sciences, Catholic University of Valencia, Valencia, Spain
| | - María del Carmen Giménez-Espert
- Department of Nursing, Faculty of Nursing and Chiropody, University of Valencia, Valencia, Spain,*Correspondence: María del Carmen Giménez-Espert ✉
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22
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Abdul Jalil NI, Tan SA, Ibharim NS, Musa AZ, Ang SH, Mangundjaya WL. The Relationship between Job Insecurity and Psychological Well-Being among Malaysian Precarious Workers: Work-Life Balance as a Mediator. Int J Environ Res Public Health 2023; 20:2758. [PMID: 36768122 PMCID: PMC9916268 DOI: 10.3390/ijerph20032758] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 01/12/2023] [Revised: 02/01/2023] [Accepted: 02/01/2023] [Indexed: 06/18/2023]
Abstract
The emergence of coronavirus disease has impacted human lives, one of which is economic disruption. Many Malaysian organisations have devised various crisis-response techniques, such as downsizing, laying off, retrenching, and combining. As a result, the number of Malaysians working in precarious jobs, which are defined by unpredictable and uncertain situations, has indirectly increased, hence increasing job insecurity. Therefore, maintaining psychological health is essential to safeguarding the mental health of employees. In the current working landscape, job security and work-life balance have commonly been deemed necessary in contributing to well-being among employees. As a result, the purpose of this study was to examine how work-life balance influences the relationship between job insecurity and psychological well-being among Malaysian precarious workers. It also fills a gap in the research by explaining the causal association between job insecurity and psychological well-being among precarious workers, as previous well-being studies have largely focused on employees with secure jobs. There were 442 responders collected using purposive and snowball sampling methods, and they were requested to complete the Job Insecurity Scale (JIS), Work-Life Balance, and Well-Being Index Scale (WHO-5). Job instability was negatively connected with work-life balance and psychological well-being. On the other hand, work-life balance was found to be positively related to psychological well-being. This supports the notion that work-life balance is a significant mediator in the relationship between job insecurity and psychological well-being. These findings emphasise that Malaysian precarious workers with job security could enhance their psychological well-being by achieving work-life balance.
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Affiliation(s)
- Nurul Iman Abdul Jalil
- Department of Psychology and Counselling, Faculty of Arts and Social Science, Universiti Tunku Abdul Rahman, Kampar 31900, Malaysia
| | - Soon Aun Tan
- Department of Psychology and Counselling, Faculty of Arts and Social Science, Universiti Tunku Abdul Rahman, Kampar 31900, Malaysia
| | - Nur Shakila Ibharim
- Department of Psychology and Counselling, Faculty of Arts and Social Science, Universiti Tunku Abdul Rahman, Kampar 31900, Malaysia
| | - Anisah Zainab Musa
- Department of Psychology and Counselling, Faculty of Arts and Social Science, Universiti Tunku Abdul Rahman, Kampar 31900, Malaysia
| | - Siew Hui Ang
- Department of Psychology and Counselling, Faculty of Arts and Social Science, Universiti Tunku Abdul Rahman, Kampar 31900, Malaysia
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23
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Mateos-González L, Rodríguez-Suárez J, Llosa JA, Agulló-Tomás E, Herrero J. Influence of Job Insecurity on Musculoskeletal Disorders: A Mediation Model with Nursing Aides. Int J Environ Res Public Health 2023; 20:1586. [PMID: 36674343 PMCID: PMC9865540 DOI: 10.3390/ijerph20021586] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 12/28/2022] [Revised: 01/12/2023] [Accepted: 01/13/2023] [Indexed: 06/17/2023]
Abstract
Work-related musculoskeletal disorders are some of the most prevalent diseases in the world. They have a multifactorial aetiology encompassing ergonomic and psychosocial risk factors. The aim of this study is to analyse the way job insecurity and physical workload are linked to musculoskeletal disorders, as well as the mediating role other psychosocial work risks can have on this potential relationship. A parallel mediation path regression analysis was designed using a sample of 457 nursing aides. The influence job insecurity and physical workload has on the onset of musculoskeletal symptoms together with the variables which mediate this relationship were examined. The results prove that both independent variables explain the onset of musculoskeletal symptoms in these professionals. The influence exerted by job insecurity is mediated by the social support received at work and the demands of the job. However, when analysing the physical workload, the social support received at work is not relevant as a mediator in this relationship. Job insecurity and physical workload are significant variables on the occurrence of musculoskeletal symptoms. The data obtained supports the need to focus on physical and psychosocial factors in order to prevent these disorders.
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Affiliation(s)
| | | | - José Antonio Llosa
- Department of Social Education, Padre Ossó Faculty, University of Oviedo, 33008 Oviedo, Spain
| | | | - Juan Herrero
- Department of Psychology, University of Oviedo, 33003 Oviedo, Spain
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24
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Chen Q, Li Y, Wang R, Shen R. How COVID-19 Perceived Risk Causes Turnover Intention Among Chinese Flight Attendants: A Moderated Mediation Model. Psychol Res Behav Manag 2023; 16:95-108. [PMID: 36660257 PMCID: PMC9842525 DOI: 10.2147/prbm.s398469] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/28/2022] [Accepted: 01/04/2023] [Indexed: 01/13/2023] Open
Abstract
Purpose This study examined the influencing mechanism and boundary conditions underlying the relation between COVID-19 perceived risk and flight attendants' turnover intention by investigating the mediating role of job insecurity and the moderating effect of job crafting. Methods A two-wave survey was conducted with 240 Chinese flight attendants. We used structural equation modeling to test the moderated mediation model. Results The results indicated that perceived risk of COVID-19 positively affected flight attendants' job insecurity and turnover intention. Moreover, job insecurity plays a fully mediating role in the relationship between perceived risk and turnover intention. Furthermore, the mediating role of job insecurity was moderated by job crafting; for higher levels of job crafting (opposed to low), the effect of job insecurity on turnover intention was significantly weaker. Conclusion Our findings indicate that dissipating job insecurity and increasing job crafting behavior are critical to employees' work-related attitudes and behavior during the COVID-19 pandemic.
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Affiliation(s)
- Qishan Chen
- Philosophy and Social Science Laboratory of Reading and Development in Children and Adolescents (South China Normal University), Ministry of Education, Guangzhou, People’s Republic of China,School of Psychology, South China Normal University, Guangzhou, People’s Republic of China,Correspondence: Qishan Chen, Email
| | - Yonghsuan Li
- Philosophy and Social Science Laboratory of Reading and Development in Children and Adolescents (South China Normal University), Ministry of Education, Guangzhou, People’s Republic of China,School of Psychology, South China Normal University, Guangzhou, People’s Republic of China
| | - Ruochun Wang
- Philosophy and Social Science Laboratory of Reading and Development in Children and Adolescents (South China Normal University), Ministry of Education, Guangzhou, People’s Republic of China,School of Psychology, South China Normal University, Guangzhou, People’s Republic of China
| | - Ruixing Shen
- Philosophy and Social Science Laboratory of Reading and Development in Children and Adolescents (South China Normal University), Ministry of Education, Guangzhou, People’s Republic of China,School of Psychology, South China Normal University, Guangzhou, People’s Republic of China
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25
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Hngoi CL, Abdullah NA, Wan Sulaiman WS, Zaiedy Nor NI. Relationship between job involvement, perceived organizational support, and organizational commitment with job insecurity: A systematic literature review. Front Psychol 2023; 13:1066734. [PMID: 36710821 PMCID: PMC9874917 DOI: 10.3389/fpsyg.2022.1066734] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/11/2022] [Accepted: 12/19/2022] [Indexed: 01/13/2023] Open
Abstract
This manuscript aims to review the literature on the relationship between job insecurity and job involvement, perceived organizational support, organizational commitment, and positional characteristics. The definition and conceptualization of the variables are discussed for clarity. This systematic review used the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines to summarize and review 19 articles on job insecurity. The result shows gaps in the relationship between job involvement and organizational commitment, yielding no result from the search. This review identified implications and areas for future research on the topic. It also found evidence supporting the need to further investigate the antecedents and consequences of job insecurity in order to improve productivity and reduce attrition.
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26
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Yang H, Lu ML, Haldeman S, Swanson N. Psychosocial risk factors for low back pain in US workers: Data from the 2002-2018 quality of work life survey. Am J Ind Med 2023; 66:41-53. [PMID: 36420950 PMCID: PMC10123870 DOI: 10.1002/ajim.23444] [Citation(s) in RCA: 4] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/15/2022] [Revised: 10/31/2022] [Accepted: 11/03/2022] [Indexed: 11/24/2022]
Abstract
BACKGROUND Examining workplace psychosocial risk factors for back pain becomes increasingly important because of the changing nature of work and rising healthcare costs. Some psychosocial risk factors for back pain, such as work and family imbalance, exposure to a hostile work environment, and job insecurity, are understudied for the working population in the United States. METHODS Data used in this study came from the Quality of Work Life Survey (QWL), a supplementary module of the General Social Survey conducted in the United States. Data from the 2002, 2006, 2010, 2014, and 2018 QWL surveys were used in these analyses, giving a total sample size of 6661. Five domains of workplace psychosocial risk factors for back pain were examined, including job strain, low social support, work-family imbalance, exposure to a hostile work environment (harassment and discrimination), and job insecurity. The adjusted odds ratio (aOR) of each psychosocial risk factor for back pain with 95% confidence intervals (CI) was estimated using a multivariable logistic regression model after controlling for job physical factors, occupation, and demographic and socioeconomic characteristics. RESULTS Significant associations were found between back pain and several psychosocial factors including job strain (aOR 1.19; CI 1.00,1.41), work-family imbalance (aOR,1.42; CI 1.22,1.64), harassment (aOR 1.40; CI 1.15,1.71), and discrimination (aOR 1.20 CI 1.00,1.44). CONCLUSION This study contributes to the understanding of the relationship between a variety of workplace psychosocial factors and back pain. Our findings suggest directions in future longitudinal research to examine emerging workplace psychosocial factors for back pain.
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Affiliation(s)
- Haiou Yang
- Specialist, Center for Occupational and Environmental Health, University of California, Irvine, California, USA
| | - Ming-Lun Lu
- National Institute for Occupational Safety and Health, Cincinnati, Ohio, USA
| | - Scott Haldeman
- Department of Neurology, University of California, Irvine, California, USA
- Ontario Tech University, Toronto, Ontario, Canada
| | - Naomi Swanson
- National Institute for Occupational Safety and Health, Cincinnati, Ohio, USA
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27
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Symeonaki M, Stamatopoulou G, Parsanoglou D. Measuring the unmeasurable: defining and rating precarity with the aid of EU-LFS data. SN Soc Sci 2023; 3:67. [PMID: 36974124 PMCID: PMC10032629 DOI: 10.1007/s43545-023-00651-5] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 06/08/2022] [Accepted: 02/26/2023] [Indexed: 03/24/2023]
Abstract
Precarity has been established as a central theoretical issue in labour market research and numerous attempts have been made in the past to provide indicators that measure it. Precarity has also been present in political discourse and linked to specific new forms of employment (temporary, part-time, insecure, and atypical amongst others) and certain social groups often defined as vulnerable groups (youth, women, ethnic minorities). However, precarity still remains a phenomenon that needs to be quantified with the use of reliable data. The present paper aims at providing a methodology for measuring individuals that are in precarious employment with data drawn from the EU-Labour Force Survey (EU-LFS). Thus, it presents a way of identifying individuals in the core of precarity and others that belong to this set to a lesser degree. More specifically, four different levels of precarity are identified and the methodology is illustrated and tested for a specific case study, that of Greece. However, the proposed technique can be applied with no or minor modifications to other data sets of EU member states, where the common EU-LFS questionnaire is used. An effort is also made to recognise the socio-demographic characteristics of the individuals that are identified as being precarious belonging to the four levels of precarity and to specify their differences. The analysis yields that as we move from the fist level of weak precarity to the last one of strong precarity the individuals become younger, worse paid and better educated.
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Affiliation(s)
- Maria Symeonaki
- grid.14906.3a0000 0004 0622 3029Department of Social Policy, School of Political Sciences, Panteion University of Social and Political Sciences, 136 Syggrou Av., 17671 Athens, Greece
| | - Glykeria Stamatopoulou
- grid.14906.3a0000 0004 0622 3029Department of Social Policy, School of Political Sciences, Panteion University of Social and Political Sciences, 136 Syggrou Av., 17671 Athens, Greece
| | - Dimitrios Parsanoglou
- grid.14906.3a0000 0004 0622 3029Department of Social Policy, School of Political Sciences, Panteion University of Social and Political Sciences, 136 Syggrou Av., 17671 Athens, Greece
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28
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Niu L, Yang Z. Impact of Performance Climate on Overtime Behaviors of New Generation Employees: The Moderating Effect of Perceived Employability and Mediating Role of Job Insecurity. Psychol Res Behav Manag 2022; 15:3733-3749. [PMID: 36569975 PMCID: PMC9785203 DOI: 10.2147/prbm.s390051] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/09/2022] [Accepted: 12/11/2022] [Indexed: 12/23/2022] Open
Abstract
Purpose In the post-pandemic era, the employment environment in China has been worsening. New generation employees are faced with higher work requirements. Against the backdrop, the "involution" culture has been a mainstream culture of different walks of life. Pressure of competition brought about by "involution" has made overtime behaviors increasingly prevailing among new generation employees. In this background, this research discusses about the impact of organizational performance climate on new generation employees' overtime behaviors as well as the role of job insecurity and perceived employability in the process. Patients and Methods The data collection is conducted in the currently popular industries. Ultimately, 348 valid questionnaires are collected. Later, the regression analysis and bootstrap methods are used to test the theoretical hypotheses. Results Organizational performance climate can promote new generation employees' overtime behaviors; job insecurity plays a mediating role between organizational performance climate and new generation employees' overtime behaviors; perceived employability can negatively moderate the correlation between job insecurity and overtime behaviors, and negatively moderate the mediating effect between performance climate and overtime behaviors. Conclusion Based on conservation of resources theory, this research explains the new generation employees' overtime behaviors formation mechanism under the "involution" culture in China. These results deepen the understanding of the overtime work mechanism according to characteristics of new generation employees and post-pandemic era, which can provide theoretical support and practical guidance for a reasonable control of employees' overtime behaviors under the "involution" culture.
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Affiliation(s)
- Lixia Niu
- College of Business Management, Liaoning Technical University, Huludao City, People’s Republic of China
| | - Zhiyuan Yang
- College of Business Management, Liaoning Technical University, Huludao City, People’s Republic of China,Correspondence: Zhiyuan Yang, College of Business Management, Liaoning Technical University, 188 Longwan South Street, Huludao City, Liaoning Province, 125105, People’s Republic of China, Tel +86 186-9148-9190, Email
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Abstract
The influence that job insecurity has on employees' safety psychology and behavior has been identified in many empirical studies, but few of these examine the influencing mechanism of job insecurity on coal miners' safety behaviors. In the de-overcapacity circumstances of coal production in China, using the strength model of self-control and conservation of resources theories, a chain mediating model was constructed to determine the relationships between job insecurity, emotional exhaustion, mind wandering, and safety compliance among coal miners. Data were collected from 447 coal miners working in three coal mines of Henan Pingdingshan Coal Industry Group. It was found that job insecurity negatively affected safety compliance, and emotional exhaustion and mind wandering played a chain mediating effect in the relationship between job insecurity and miners' safety compliance, along three specific paths. This study helps advance the understanding of the internal mechanisms of coal miners' job insecurity and how this affects individual safety performance. It also provides empirical evidence that managers can use effectively intervene in coal miners' safety performance.
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Jeong J, Kim BJ, Kim MJ. The Impact of Job Insecurity on Knowledge-Hiding Behavior: The Mediating Role of Organizational Identification and the Buffering Role of Coaching Leadership. Int J Environ Res Public Health 2022; 19:16017. [PMID: 36498090 PMCID: PMC9739704 DOI: 10.3390/ijerph192316017] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 09/14/2022] [Revised: 11/22/2022] [Accepted: 11/29/2022] [Indexed: 06/17/2023]
Abstract
As the global economic situation deteriorates due to the prolonged COVID-19 pandemic, the business environment is plagued by uncertainty and risk. To address this, many organizations have sought to optimize efficiency, especially by downsizing and restructuring, to reduce costs. This causes anxiety among employees, who worry about whether they will be fired. We hypothesize that such job insecurity increases knowledge-hiding behavior by employees, and we investigate the mechanism underlying such a negative effect. In addition, we attempt to capture the boundary conditions of how to reduce the adverse effects of job insecurity, focusing on the role of coaching leadership. Using three-wave time-lagged cohort-study data from 346 Korean workers, we empirically found that employees who perceive job insecurity are less likely to feel organizational identification, leading to increased knowledge-hiding behavior. This study also demonstrated that coaching leadership operates as a boundary condition which buffers the negative influence of job insecurity on organizational identification. Theoretical and practical implications are discussed.
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Affiliation(s)
- Jeeyoon Jeong
- Korea University Business School, Korea University, Seoul 02841, Republic of Korea
| | - Byung-Jik Kim
- Department of Psychology, Yonsei University, Seoul 06695, Republic of Korea
- College of Business Administration, University of Ulsan, Ulsan 44610, Republic of Korea
| | - Min-Jik Kim
- School of Industrial Management, Korea University of Technology and Education, 1600, Chungjeol-ro, Cheonan 31253, Republic of Korea
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31
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Sun Y, Wang P, Tang J. Impact of mental health, job insecurity, and COVID-19 symptoms on protective behavior changes among White, Black, and other minorities in the US. Front Psychol 2022; 13:1040413. [PMID: 36478929 PMCID: PMC9720273 DOI: 10.3389/fpsyg.2022.1040413] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/09/2022] [Accepted: 11/02/2022] [Indexed: 11/07/2023] Open
Abstract
INTRODUCTION Job insecurity such as loss of jobs or reduced wages has become a serious social problem in the US since COVID-19 started. Combined with psychological distress and experience of COVID-19 symptoms, the changes of people's protective behaviors vary across states in the US. METHODS This research investigated racial differences in the COVID-19 related factors among White, Black, and other minorities in the US, and examined how mental health mediated the impact of job insecurity on protective behaviors, and how the COVID-19 symptoms moderated the mediation effect of mental health. The 731 valid responses in a cross-sectional survey from May 23 to 27, 2020, in the US were analyzed with independent sample t-tests, Pearson's chi-square tests, and path analysis. RESULTS The findings showed that there were significant differences in job insecurity and Nonpharmaceutical Interventions (NPIs) practice among White, Black, and other minorities. Job insecurity was significantly negatively associated with NPIs practice and was significantly positively associated with mental health. Mental health significantly partially mediated the effect of job insecurity on NPIs practice, in that job insecurity is a better predictor of NPIs practice for individuals with worse mental health than that for individuals with better mental health. Experience of COVID-19 symptoms moderates the mediation effect of mental health on the relationship between job insecurity and NPIs practice, in that mental health is a better predictor of NPIs practice for individuals with a higher experience of COVID-19 symptoms than for individuals with a lower experience of COVID-19 symptoms. DISCUSSION The findings in this study shed lights on psychological and behavioral studies of people's behavior changes during a pandemic. The study indicates the importance of treating mental health to promote protective behaviors during a pandemic, as well as advocating for employees by identifying the needs for those whose jobs were negatively impacted the most.
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Affiliation(s)
- Yingying Sun
- School of Public Administration and Policy, Renmin University of China, Beijing, China
| | - Ping Wang
- College of Business, James Madison University, Harrisonburg, VA, United States
| | - Jun Tang
- School of Public Administration and Policy, Renmin University of China, Beijing, China
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32
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Chirumbolo A, Callea A, Urbini F. Living in Liquid Times: The Relationships among Job Insecurity, Life Uncertainty, and Psychosocial Well-Being. Int J Environ Res Public Health 2022; 19:15225. [PMID: 36429943 PMCID: PMC9690982 DOI: 10.3390/ijerph192215225] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 09/05/2022] [Revised: 11/09/2022] [Accepted: 11/11/2022] [Indexed: 06/16/2023]
Abstract
Stress research has widely documented how uncertainty represents a strong stressor that, in general, is negatively associated with well-being. While the literature on job insecurity about this topic is extensive and exhaustive, empirical research on the outcomes of life uncertainty, namely the perception and feeling of precariousness regarding the present and future of one's own life, is yet to be fully explored. In the present paper, we aimed to investigate the relationships among job insecurity, life uncertainty, and psychosocial well-being outcomes, specifically, with a focus on job satisfaction and burnout. The participants were 357 workers (M = 146 and F = 211), with an average age of 41.78 y.o. (SD = 13.49), who completed an online questionnaire containing, in addition to sociodemographics information, measures of the study variables, namely job insecurity, life uncertainty, job satisfaction, and burnout. The results pointed out negative relationships of both job insecurity and life uncertainty with individual well-being, as they were negatively associated with job satisfaction and positively related to burnout. In a path analysis with latent variables, life uncertainty proved to fully mediate the relationship between job insecurity and psychosocial well-being.
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Affiliation(s)
- Antonio Chirumbolo
- Department of Psychology, Sapienza University of Rome, 00185 Rome, Italy
| | - Antonino Callea
- Department of Humanities, LUMSA University, 00193 Rome, Italy
| | - Flavio Urbini
- Department of Humanities, LUMSA University, 00193 Rome, Italy
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Han X, Xue M, Zhang Q, Dong X. Impact of COVID-19 Risk Perception on Emotional Exhaustion among Chinese Hospitality Employees: The Mediating Effect of Job Insecurity. Int J Environ Res Public Health 2022; 19:15146. [PMID: 36429868 PMCID: PMC9690582 DOI: 10.3390/ijerph192215146] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 09/30/2022] [Revised: 11/11/2022] [Accepted: 11/12/2022] [Indexed: 06/16/2023]
Abstract
This study aims to investigate the levels of COVID-19 risk perception (CVRP), job insecurity (JI), and emotional exhaustion (EE) among Chinese hospitality employees to examine the mediating effect of JI on the relationship between CVRP and EE. The moderating role of employee mindfulness (MF) and perceived employability (PE) have also be examined. Data were collected from 652 hospitality employees in Shandong and Jiangsu Province, China. We used structural equation modeling (SEM) to test the hypothesized relationship among the variables. Significant relationships were found between hospitality employees' CVRP and EE (β = 0.103, p < 0.01), CVRP and JI (β = 0.168, p < 0.001), and JI and EE (β = 0.378, p < 0.001). According to the results, the higher level of the CVRP of hospitality employees, the higher level of the EE. In addition, results showed mediating effects of JI on the relationship between CVRP and EE. This study also found that MF buffered the positive relationship between CVRP and EE. Therefore, in the era of COVID-19, an effective support system at the organizational level is necessary to reduce JI and EE of hospitality employees.
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Lee HJ, Probst TM, Bazzoli A, Lee S. Technology Advancements and Employees' Qualitative Job Insecurity in the Republic of Korea: Does Training Help? Employer-Provided vs. Self-Paid Training. Int J Environ Res Public Health 2022; 19:14368. [PMID: 36361247 PMCID: PMC9656553 DOI: 10.3390/ijerph192114368] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 09/25/2022] [Revised: 10/26/2022] [Accepted: 10/31/2022] [Indexed: 06/16/2023]
Abstract
While technological advancements have proliferated in our daily lives, they also pose threats to the job security of employees. Despite these growing concerns about technology-related job insecurity, little research has been carried out on the antecedents and outcomes of tech-related job insecurity. Using a cross-sectional, nationally representative survey sample of 28,989 Korean workers drawn from the Korean Working Conditions Survey, we examined the impacts of technology advancements on employee perceptions of technology-related qualitative job insecurity (i.e., perceived technology-related threat to the continued existence of valued job features) and subsequent effects on employees' work (i.e., work engagement, job satisfaction), health (i.e., sleep), and life (i.e., work-to-family conflict) outcomes. Furthermore, we investigated the extent to which employer-provided (versus self-funded) training buffers the adverse impacts of technology advancements and associated job insecurity. The path analysis results showed more technology changes were associated with higher job insecurity, which subsequently related to adverse outcomes. While employer-provided training helped workers to reduce the negative impacts of tech changes on job insecurity, workers who paid for their training reported more adverse outcomes in face of job insecurity. We discuss these results in light of the job demands-resources theory and practical implications to buffer the adverse impacts of technology advancements.
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Affiliation(s)
- Hyun Jung Lee
- Department of Psychology, Washington State University Vancouver, Vancouver, WA 98686, USA
| | - Tahira M Probst
- Department of Psychology, Washington State University Vancouver, Vancouver, WA 98686, USA
| | - Andrea Bazzoli
- Department of Psychology, Washington State University Vancouver, Vancouver, WA 98686, USA
| | - Sunhee Lee
- Department of Psychology, Chungnam National University, Daejeon 34134, Korea
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35
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Abstract
Using nationally representative data from the Household Pulse Survey (April 2020-March 2021), we examined how associations between household job insecurity and mental health changed throughout the first year of the COVID-19 pandemic in the United States (n = 1,248,043). We also documented changes in the unequal distribution of job insecurity by race/ethnicity and educational attainment over time. We find that job insecurity was strongly associated with depression and anxiety throughout the study period, and the associations strengthened as the pandemic continued, especially in fall 2020. Moreover, racial/ethnic minorities with lower levels of educational attainment had the greatest risk of job insecurity, and educational disparities in job insecurity changed over time. Psychological distress during the pandemic, including disparities therein, must be considered a public health priority.
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Affiliation(s)
- Rachel Donnelly
- Department of Sociology, Vanderbilt University, Nashville, Tennessee, USA
| | - Rachel Zajdel
- Minority Health and Health Disparities Population Laboratory, National Institutes of Health, Bethesda, MD, USA
| | - Mateo P. Farina
- Davis School of Gerontology, University of Southern California, Los Angeles, CA, USA
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36
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Ni G, Miao X, Li L, Li H, Wang S, Niu M. Can Professionalization Alleviate Job Burnout in Construction Workers in China? A Multivariable Mediating Model. Int J Environ Res Public Health 2022; 19:13879. [PMID: 36360758 PMCID: PMC9656582 DOI: 10.3390/ijerph192113879] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 10/12/2022] [Revised: 10/22/2022] [Accepted: 10/24/2022] [Indexed: 06/16/2023]
Abstract
Burnout is at all-time highs across modern professions. As a typical labor-intensive industry, the high-pressure and task-driven nature of the construction industry makes construction workers more prone to burnout. It is still unclear whether increasing the professionalization level can lessen the many harmful consequences of job burnout on construction workers' employment. Therefore, this study examined the influencing mechanism of professionalization on job burnout in the construction industry. First, a theoretical model based on the conservation of resources (COR) theory was developed with workload, job insecurity, and work-family conflict as moderating variables. A reliable sample of 441 Chinese construction workers were then recruited in the investigation. The data analysis was supported by confirmatory factor analysis (CFA) and structural equation modeling (SEM). The results indicated that: (i) an increase in the professionalization level could be directly effective in alleviating job burnout among construction workers; (ii) workload and work-family conflict could play an independent and continuous mediating role between professionalization and job burnout; and (iii) while job insecurity caused by a low professionalization did not have a direct impact on job burnout, it could have an indirect impact on job burnout through workload and work-family conflict, respectively. This study enriches the literature on job burnout among construction workers, as well as provides a theoretical basis and practical management guidance for Chinese construction companies to alleviate job burnout in workers from a professionalization standpoint.
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Affiliation(s)
- Guodong Ni
- School of Mechanics & Civil Engineering, China University of Mining and Technology, Xuzhou 221116, China
- Research Center for Digitalized Construction and Knowledge Engineering, China University of Mining and Technology, Xuzhou 221116, China
| | - Xinyue Miao
- School of Mechanics & Civil Engineering, China University of Mining and Technology, Xuzhou 221116, China
| | - Li Li
- School of Mechanics & Civil Engineering, China University of Mining and Technology, Xuzhou 221116, China
| | - Huaikun Li
- School of Mechanics & Civil Engineering, China University of Mining and Technology, Xuzhou 221116, China
| | - Shaobo Wang
- School of Mechanics & Civil Engineering, China University of Mining and Technology, Xuzhou 221116, China
| | - Miaomiao Niu
- School of Mechanics & Civil Engineering, China University of Mining and Technology, Xuzhou 221116, China
- Research Center for Digitalized Construction and Knowledge Engineering, China University of Mining and Technology, Xuzhou 221116, China
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37
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Baquero A. Job Insecurity and Intention to Quit: The Role of Psychological Distress and Resistance to Change in the UAE Hotel Industry. Int J Environ Res Public Health 2022; 19:ijerph192013629. [PMID: 36294207 PMCID: PMC9603475 DOI: 10.3390/ijerph192013629] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 09/13/2022] [Revised: 10/10/2022] [Accepted: 10/18/2022] [Indexed: 05/17/2023]
Abstract
Hotel organizations today are in a state of constant change due to high competition, the emergence of pandemics, and cyclical economic crises. Hospitality employees are currently affected by job insecurity. The purpose of this research was to investigate the effect of job insecurity on intention to quit among hospitality workers, integrating the mediating effect of psychological distress and resistance to change and their mutual relationship. A total of 312 surveys were completed in four four- and five-star hotels in the UAE (Dubai and Sharjah). The SmartPLS 4 software was used to test the hypotheses in a mediation model with the bootstrapping method. The results showed that all of the direct links were positive and significant, and mediating relationships were confirmed. This study found that job insecurity predicts intention to quit through psychological distress and resistance to change acting as mediators, and these factors themselves also impact significantly on intention to quit. Resistance to change is impacted significantly by job insecurity and psychological distress, which suggests that a deeper approach to employees' resistance to change should be taken, especially when conducting performance appraisals in the hotel industry, by searching for its roots and aiming to minimize employees' intention to quit.
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Affiliation(s)
- Asier Baquero
- Department of Business Studies, Westford University College, UCAM, Al Taawun St., Sharjah P.O. Box 32223, United Arab Emirates
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38
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Jia X, Liao S, Yin W. Job insecurity, emotional exhaustion, and workplace deviance: The role of corporate social responsibility. Front Public Health 2022; 10:1000628. [PMID: 36276378 PMCID: PMC9582348 DOI: 10.3389/fpubh.2022.1000628] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/22/2022] [Accepted: 09/12/2022] [Indexed: 01/26/2023] Open
Abstract
Job insecurity is one of top concerns in the contemporary workplace, which significantly affects emotional exhaustion and workplace deviance. Thus, this study seeks to explore the buffering role of employees' corporate social responsibility (CSR) perceptions to against the effect of job insecurity. Based on micro-CSR literature and social identity theory, this study tested the proposition that employees' CSR perceptions moderate the relationship between job insecurity and emotional exhaustion through organizational identification. Using three-wave data collected from 145 employees in one of China's biggest computer equipment providers, we found that employees' CSR perceptions alleviate (exacerbate) the negative relationship between quantitative (qualitative) job insecurity and emotional exhaustion via organization identification. Our findings provided new insights to scholars and managers in dealing with job insecurity.
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Affiliation(s)
| | - Shudi Liao
- Hubei University, Wuhan, China,Hubei Center for Studies of Human Capital Development Strategy and Policy, Key Research Base of Humanities and Social Science of Hubei Province, Wuhan, China,*Correspondence: Shudi Liao
| | - Wenjun Yin
- Hubei University of Science and Technology, Xianning, China
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39
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Abstract
The COVID-19 crisis highlights a growing precarity in employment and the importance of employment for workers' well-being. Existing studies primarily examine the consequences of employment precarity through non-standard employment arrangements or the perception of job insecurity as a one-dimensional measure. Recent scholars advocate a multidimensional construct with a wide range of objective and subjective characteristics of precariousness. Using data from Eurofound's Living, Working, and COVID-19 surveys, I define employment precarity as the objective form of employment instability, as well as subjective terms of job insecurity and emotional precariousness. I also investigate whether and how various facets of employment precarity along with COVID-19 risk are associated with workers' mental and subjective well-being across 27 European Union member states during the pandemic. This study sheds light on a comprehensive understanding of objective and subjective dimensions of employment precarity, as well as their effects on workers' well-being during the COVID-19 pandemic.
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Affiliation(s)
- Qiong (Miranda) Wu
- Department of Sociology and Social Anthropology, Central European University, Vienna, Austria
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40
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Sheng Z, Griffin MA. Job insecurity, employability, and mental health in the new era: A test of plausible influence mechanisms and temporal effects. Stress Health 2022; 39:384-403. [PMID: 35986939 DOI: 10.1002/smi.3190] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 02/03/2021] [Revised: 07/24/2022] [Accepted: 08/09/2022] [Indexed: 11/11/2022]
Abstract
Although job insecurity and employability have drawn much research attention, the plausible relationships between them and how they jointly influence mental health remain unclear in the literature. We draw upon JD-R and COR theories to test and contrast three plausible relationships between job insecurity and employability, using a longitudinal sample of 1216 employees over 18 years. We further expand tests of these theoretical positions by considering temporal dynamics, using dynamic structural equation models (DSEMs) for stronger mediation evidence and latent growth models (LGMs) to compare the effects of job insecurity and employability trends in predicting the trend of mental health. In general, findings showed that job insecurity mediated the relationship between employability and mental health, supporting the mediation hypothesis. We also found that employability moderated the relationship between job insecurity and mental health, supporting the moderation hypothesis, although the effect was weak. Results further suggested that the effect magnitudes of job insecurity and employability predicting mental health were significantly different. Specifically, job insecurity was a stronger predictor of mental health than employability across all 18 years; the trend of job insecurity also predicted the trend of mental health more strongly than the trend of employability. Taken together, this study not only advances theory precision but also methodological soundness of research on job insecurity, employability, and mental health, supporting the value of considering temporal factors in examining mental health effects of job insecurity and employability.
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Affiliation(s)
- Zitong Sheng
- Future of Work Institute, Curtin University, Perth, Western Australia, Australia.,School of Psychology, University of Auckland, Auckland, New Zealand
| | - Mark A Griffin
- Future of Work Institute, Curtin University, Perth, Western Australia, Australia
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41
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Hawkins D, Alenó Hernández KM. Racial and ethnic differences in the prevalence of work organization and occupational psychosocial exposures. Am J Ind Med 2022; 65:567-575. [PMID: 35578156 DOI: 10.1002/ajim.23368] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/19/2021] [Revised: 04/09/2022] [Accepted: 05/03/2022] [Indexed: 11/07/2022]
Abstract
BACKGROUNDS This study sought to assess if there were differences in exposure to job insecurity, shift work, work-life imbalance, workplace harassment, and nonstandard work arrangements according to race and ethnicity in the United States. METHODS Using data from the nationally representative National Health Interview Survey conducted in 2015, we calculated the prevalence of job insecurity, shift work, work-life imbalance, workplace harassment, and nonstandard work arrangements according to race and ethnicity. Using this data, we then modeled the prevalence of these exposures while adjusting for covariates including occupation. RESULTS Compared to non-Hispanic White workers, Hispanic (prevalence ratio [PR] = 1.47, 95% confidence interval [CI] = 1.30, 1.66) and non-Hispanic Asian (PR = 1.57, 95% CI = 1.28, 1.92) workers reported more job insecurity. Non-Hispanic Black workers were more likely to report working in shifts (PR = 1.34, 95% CI = 1.22, 1.46) and Hispanic workers reported being employed in alternative work arrangements (PR = 1.40, 95% CI = 1.23, 1.58) more often than non-Hispanic White workers. Non-Hispanic White workers were slightly more likely to report work-life imbalance and workplace harassment than other races/ethnicities. Occupational segregation accounted for some of the racial/ethnic differences in shift work and alternative work arrangements. CONCLUSIONS These findings are consistent with some previous research on differences in the prevalence of these work organization and psychosocial exposures by race/ethnicity, especially with respect to shift work and alternative work arrangements. However, other studies have found contradictory findings, especially with respect to workplace harassment. There is a need for future research that tackles the association between these exposures and racial/ethnic health disparities.
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Affiliation(s)
- Devan Hawkins
- Public Health Program, School of Arts and Sciences, MCPHS University, Boston, Massachusetts, USA
| | - Karlen M Alenó Hernández
- Public Health Program, School of Arts and Sciences, MCPHS University, Boston, Massachusetts, USA
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Aliedan MM, Sobaih AEE, Alyahya MA, Elshaer IA. Influences of Distributive Injustice and Job Insecurity Amid COVID-19 on Unethical Pro-Organisational Behaviour: Mediating Role of Employee Turnover Intention. Int J Environ Res Public Health 2022; 19:7040. [PMID: 35742287 DOI: 10.3390/ijerph19127040] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 05/13/2022] [Revised: 06/05/2022] [Accepted: 06/06/2022] [Indexed: 11/26/2022]
Abstract
Drawn on Social Exchange Theory and Conservation of Resources Theory, this study developed a research model to examine the direct influence of job insecurity and distributive injustice, which were common in many hotels amid COVID-19, on unethical pro-organisation behaviour (UPoB) among hotel employees. The study also examines the mediating role of turnover intention in the relationship between job insecurity, and distributive injustice, which was result of the COVID-19 pandemic on UPoB. For this purpose, a questionnaire survey was self-dropped and collected through personal network to hotel employees in Eastern Province of Saudi Arabia. The results of structural equation modelling using AMOS (version 23) supported all the study hypotheses. The results showed a significant positive influence of distributive injustice and job insecurity on UPoB among hotel employees. Moreover, turnover intention was found to have a partial mediation role in the relationship between job insecurity, distributive injustice and UPoB. The results extend our understanding of Social Exchange Theory and Conservation of Resources Theory that employees in hotels are more likely to protect themselves and their job by engaging in UPoB if they perceived their job at threat due to a crisis, i.e., the COVID-19 pandemic. The major conclusion of current research is that when hotels employees perceived job insecurity and distributive injustice because of the pandemic, they responded with high turnover intention and as a last choice engaging in UPoB to save their resources, in this case their jobs, since they have no other alternatives outside the organisations. However, this inappropriate antisocial behaviour could have a negative influence on both employees and organisation at the long term. The results of current research have several theoretical implications for tourism scholars and managerial implication for hoteliers.
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Khalid S, Hashmi HBA, Abbass K, Ahmad B, Khan Niazi AA, Achim MV. Unlocking the Effect of Supervisor Incivility on Work Withdrawal Behavior: Conservation of Resource Perspective. Front Psychol 2022; 13:887352. [PMID: 35719507 PMCID: PMC9204207 DOI: 10.3389/fpsyg.2022.887352] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/01/2022] [Accepted: 04/20/2022] [Indexed: 11/13/2022] Open
Abstract
Workplace incivility has gotten a lot of attention in recent decades. Researchers have looked at many forms of aggressive conduct in the workplace and their negative impacts on individuals and businesses. The goal of this study was to see how incivility among supervisors leads to work withdrawal and when this link might be mitigated. We argued that supervisor incivility indirectly influences work withdrawal behavior through job insecurity, and that emotional intelligence moderates this connection. This study attempted to evaluate the influence of supervisor incivility on the job withdrawal behavior of personnel working in several banks Lahore by drawing on affective events theory and conservation of resource theory. Data were gathered from 350 workers of banks in Lahore, Gujranwala, and Sheikhupura to test our assumptions, and SPSS 24 was used to generate and analyze data with Hayes Process. The findings revealed a strong link between supervisor incivility and job insecurity but no link between supervisor incivility and work withdrawal behavior. The idea of moderation was validated, since emotional intelligence moderates the relationship between job insecurity and job withdrawal behavior. There are also suggestions for more empirical studies and theoretical and practical ramifications.
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Affiliation(s)
- Sidra Khalid
- Department of Management Sciences, Kinnaird College for Women, Lahore, Pakistan
| | - Hammad Bin Azam Hashmi
- Riphah School of Business and Management, Riphah International University, Lahore, Pakistan
| | - Kashif Abbass
- Riphah School of Business and Management, Riphah International University, Lahore, Pakistan
| | - Bilal Ahmad
- Riphah School of Business and Management, Riphah International University, Lahore, Pakistan
| | - Abdul Aziz Khan Niazi
- Institute of Business and Management, University of Engineering and Technology, Lahore, Pakistan
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44
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Jie Yin, Yahua Bi, Yensen Ni. The impact of COVID-19 on turnover intention among hotel employees: A moderated mediation model. Journal of Hospitality and Tourism Management 2022; 51. [ DOI: 10.1016/j.jhtm.2022.05.010] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/07/2023]
Abstract
This study examines the influence of COVID-19 event strength on the turnover intention of hotel employees by incorporating perceived operating performance and job insecurity as mediators and hotel size as a moderator. A moderated mediation model was employed to test the relationship between COVID-19 event strength and turnover intention. The study reveals that COVID-19 event strength might not significantly affect turnover intention through perceived operating performance, likely affecting job insecurity perception. We infer that such a finding might result from a series of policies implemented by authorities to prevent job insecurity perception of hotel employees during the COVID-19 pandemic. Furthermore, we also reveal that small- and middle-sized hotels mitigate the effect of job insecurity on turnover intention somewhat different from our expectations. We infer that most of the entrepreneurs and employees in such hotels are from the same town and unlikely to intensify the effect of job insecurity on turnover intention because of close friendships among them. This finding is closely related to cultural factors in China and has rarely been discussed in the existing literature.
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Huang H, Yu S, Peng P. Can Organizational Identification Weaken the Negative Effects of Customer Bullying?-Testing the Moderating Effect of Organizational Identification. Front Psychol 2022; 13:769087. [PMID: 35712190 PMCID: PMC9194387 DOI: 10.3389/fpsyg.2022.769087] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/01/2021] [Accepted: 05/09/2022] [Indexed: 11/15/2022] Open
Abstract
Customer bullying is a common phenomenon, causing short-term emotional distress or having long-term psychological impact on frontline employees of service enterprises, yielding either direct or indirect losses to service enterprises. While existing research has focused on the emotional and psychological impact of customer bullying on employees, little attention has been directed at the impact of customer bullying on negative employee behavior and internal mechanisms. In view of this, this paper draws on conservation of resources theory and discusses how and when customer bullying can lead to unethical behaviors. Furthermore, the mediating role of job insecurity and the moderating effect of organizational identification are analyzed. In study 1, 181 valid questionnaire data were collected at two time points, and regression data analysis was used to explore the effect of customer bullying on unethical behaviors through job insecurity. In study 2, 212 employees were recruited to investigate the moderating effect of organizational identification between customer bullying and unethical behaviors through a scenario experimental study. The results reveal that customer bullying is positively related to employees' job insecurity and unethical behaviors. Job insecurity partially mediates the positive relationship between customer bullying and unethical behaviors. Further, the regression analysis results indicate that the direct effect of customer bullying on unethical behaviors is moderated by organizational identification. This study provides theoretical guidance for entrepreneurs to reduce both employee job insecurity and unethical behavior.
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Affiliation(s)
- Haili Huang
- School of Business Administration, Zhongnan University of Economics and Law, Wuhan, China
| | - Shengxian Yu
- School of Business Administration, South China University of Technology, Guangzhou, China
| | - Pin Peng
- School of Finance, Hunan University of Finance and Economics, Changsha, China
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46
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Shao H, Fu H, Ge Y, Jia W, Li Z, Wang J. Moderating Effects of Transformational Leadership, Affective Commitment, Job Performance, and Job Insecurity. Front Psychol 2022; 13:847147. [PMID: 35615161 PMCID: PMC9125335 DOI: 10.3389/fpsyg.2022.847147] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/01/2022] [Accepted: 04/05/2022] [Indexed: 11/13/2022] Open
Abstract
This work explored the mediating effects of affective commitment on transformational leadership and job performance and job insecurity on transformational leadership and affective commitment. Meanwhile, the inter-relationships between the four verified the mediating effect of affective commitment, including job insecurity. The results were as follows: (1) transformational leadership and job performance were positively related. (2) Transformational leadership was proportional to an emotional commitment. (3) The affective commitment had a positive impact on job performance. (4) Transformational leadership indirectly positively affected job performance through the intermediary effect of affective commitment. (5) Transformational leadership regulated affective commitment through job insecurity. The more job security employees have, the higher the impact of transformational leadership on affective commitment; the lower the contrary.
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Affiliation(s)
- Hui Shao
- School of Humanities and Communication, Ningbo University, Ningbo, China
| | - Hai Fu
- School of Liberal Arts, Nantong University, Nantong, China
| | - Yuemeng Ge
- Faculty of International Tourism and Management, City University of Macau, Taipa, Macao SAR, China
| | - Weichen Jia
- School of Media and Law, NingboTech University, Ningbo, China
| | - Zhi Li
- School of Media and Law, NingboTech University, Ningbo, China
| | - Junwei Wang
- School of Media and Law, NingboTech University, Ningbo, China
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47
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Elshaer IA, Ghanem M, Azazz AMS. An Unethical Organizational Behavior for the Sake of the Family: Perceived Risk of Job Insecurity, Family Motivation and Financial Pressures. Int J Environ Res Public Health 2022; 19:ijerph19116541. [PMID: 35682128 PMCID: PMC9179977 DOI: 10.3390/ijerph19116541] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 04/19/2022] [Revised: 05/17/2022] [Accepted: 05/24/2022] [Indexed: 12/03/2022]
Abstract
In organizations, unethical behaviors are pervasive and costly, and considerable recent research attention has been paid to various types of workplace unethical behavior. This study examines employees’ behaviors that are carried out for the benefit of one’s family but violate societal and organizational moral standards. Drawing upon the self-maintenance and bounded ethicality theories, this study examines the engagement of unethical organization behaviors (UOB) in the name of the family during the COVID-19 pandemic. It examines the influence of job instability and the mediating role of family financial pressure and family motivation. A total of 770 employees in hotels and travel agents in Egypt were targeted, and the data were analyzed using structural equation modeling. The results posit that perceived risk of job insecurity predicts engagement in unethical organizational behaviors, while intentions of UOB increase by high family motivation and financial pressures. Toward the end of this paper, a discussion on the theoretical and practical implications and are presented.
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Affiliation(s)
- Ibrahim A. Elshaer
- Department of Management, College of Business Administration, King Faisal University, Al-Ahsaa 31982, Saudi Arabia
- Hotel Studies Department, Faculty of Tourism and Hotels, Suez Canal University, Ismailia 41522, Egypt
- Correspondence: (I.A.E.); (A.M.S.A.)
| | - Marwa Ghanem
- Tourism Studies Department, Faculty of Tourism and Hotels, Suez Canal University, Ismailia 41522, Egypt; or
| | - Alaa M. S. Azazz
- Tourism Studies Department, Faculty of Tourism and Hotels, Suez Canal University, Ismailia 41522, Egypt; or
- Department of Tourism and Hospitality, Arts College, King Faisal University, Al-Ahsaa 31982, Saudi Arabia
- Correspondence: (I.A.E.); (A.M.S.A.)
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48
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Elshaer IA, Azazz AMS, Saad SK. Unethical Organization Behavior: Antecedents and Consequences in the Tourism Industry. Int J Environ Res Public Health 2022; 19:ijerph19094972. [PMID: 35564367 PMCID: PMC9104161 DOI: 10.3390/ijerph19094972] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 03/27/2022] [Revised: 04/17/2022] [Accepted: 04/18/2022] [Indexed: 11/26/2022]
Abstract
The entire tourism and hospitality industry has witnessed a considerable increase in the number of ethical difficulties that occur in the workplace. It has been discovered that unethical organizational behavior (UOB) is the most significant category in tourists’ unpleasant experiences, driving them to switch and spread unfavorable word-of-mouth information. This study aims to explore the effects of three contextual factors on UOB (i.e., work intensification, job insecurity, and an unethical company-profit climate) and to investigate its possible employee-related consequences, including the feeling of guilt, emotional exhaustion, and customer-oriented citizenship behavior. A total of 970 employees working in hotels (5-star and 4-star) and travel agencies (Category A) participated, and the obtained data were analyzed by structural equation modeling. The results asserted that work intensification, job insecurity, and an unethical company-profit climate stimulate unethical organizational behavior, and unethical organizational behavior leads to feelings of guilt, emotional exhaustion, and customer-oriented citizenship behavior. Significant insights into theoretical and practical implications were further discussed.
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Affiliation(s)
- Ibrahim A. Elshaer
- Department of Management, College of Business Administration, King Faisal University, Al-Ahsaa 380, Saudi Arabia
- Hotel Studies Department, Faculty of Tourism and Hotels, Suez Canal University, Ismailia 41522, Egypt
- Correspondence: (I.A.E.); (A.M.S.A.)
| | - Alaa M. S. Azazz
- Department of Tourism and Hospitality, Arts College, King Faisal University, Al-Ahsaa 380, Saudi Arabia
- Tourism Studies Department, Faculty of Tourism and Hotels, Suez Canal University, Ismailia 41522, Egypt;
- Correspondence: (I.A.E.); (A.M.S.A.)
| | - Samar K. Saad
- Tourism Studies Department, Faculty of Tourism and Hotels, Suez Canal University, Ismailia 41522, Egypt;
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Kiran S, Mehlum IS, Nena E. Editorial: Non-standard Employment Relations, Job Insecurity, and Health. Front Public Health 2022; 10:805947. [PMID: 35433592 PMCID: PMC9006812 DOI: 10.3389/fpubh.2022.805947] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/31/2021] [Accepted: 03/04/2022] [Indexed: 11/13/2022] Open
Affiliation(s)
- Sibel Kiran
- Institute of Public Health, Hacettepe University, Ankara, Turkey
| | | | - Evangelia Nena
- Medical School, Democritus University of Thrace, Alexandroupolis, Greece
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50
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He K, Wang J, Sun M. Is Job Insecurity Harmful to All Types of Proactivity? The Moderating Role of Future Work Self Salience and Socioeconomic Status. Front Psychol 2022; 13:839497. [PMID: 35282218 PMCID: PMC8907877 DOI: 10.3389/fpsyg.2022.839497] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/20/2021] [Accepted: 01/25/2022] [Indexed: 11/13/2022] Open
Abstract
How and when do uncertain factors affect employees' different types of proactive behavior? Building on the strength model of self-control, the present study examines the different effects of job insecurity on individual-oriented and organizational-oriented proactive behaviors, and the moderating role of future work self salience (FWSS) and socioeconomic status (SES). Two-wave data collected from 227 employees in China were used to test our hypotheses. The results indicate that job insecurity is negatively associated with all the proactive behaviors. Moreover, the FWSS positively moderates the above relationship, and the moderating role on individual-oriented proactive behavior is stronger than organizational-oriented proactive behavior. The SES negatively moderates the relationship between job insecurity and the two types of proactive behaviors. In addition, the FWSS and SES have a three-way interactive effect on the relationship between job insecurity and individual task proactive behavior. The practical implications of these results are discussed.
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Affiliation(s)
- Kaiyuan He
- Business School, Hohai University, Nanjing, China
| | - Jigan Wang
- Business School, Hohai University, Nanjing, China.,Research Institute of Human Resources, Ministry of Water Resources, Hohai University, Nanjing, China
| | - Muyun Sun
- School of Marxism, Nanjing University of Aeronautics and Astronautics, Nanjing, China
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