Extreme‐Right Voting in Western Europe: The Role of Social‐Cultural and Antiegalitarian Attitudes

The joint impact of antiegalitarian attitudes and social‐cultural attitudes on citizens’ tendency to vote for extreme right‐wing political parties was investigated. In the first study, we explored these attitudes in representative samples of seven Western European countries. In a follow‐up study, we predicted respondents’ likelihood of voting for a Dutch right‐wing party on the basis of the measures of social‐dominance orientation (as an indicator of antiegalitarian attitudes) and right‐wing authoritarianism (as an indicator of social‐cultural attitudes). Our findings demonstrated that voting for extreme right‐wing parties was associated more consistently with antiegalitarian attitudes than with social‐cultural attitudes. Moreover, the effect of antiegalitarian attitudes was partly mediated by migration attitudes (Study 1) and ethnic prejudice (Study 2). We discuss the finding that antiegalitarian attitudes are more strongly related to extreme right‐wing voting than social‐cultural attitudes.     

The role of career adaptability and work conditions on general and professional well-being

This study, conducted with a representative sample of employed and unemployed adults living in Switzerland (N = 2002), focuses on work conditions (in terms of professional insecurity and job demands), career adaptability, and professional and general well-being. Analyses of covariance highlighted that both unemployed and employed participants with low job insecurity reported higher scores on career adaptability and several dimensions (notably on control) than employed participants with high job insecurity. Moreover, structural equation modeling for employed participants showed that, independent of work conditions, adaptability resources were positively associated both with general and professional well-being. As expected professional outcomes were strongly related to job strain and professional insecurity, emphasizing the central role of the work environment. Finally, career adaptability partially mediated the relationship between job strain and professional insecurity, and the outcome well-being.     

Vulnerable workers in insecure jobs: A critical meta-synthesis of qualitative findings

Job insecurity is a widespread workplace stressor that has been extensively investigated using quantitative approaches. With the use of a critical organisational psychology framework, we conducted a meta-synthesis of 20 qualitative studies to investigate the experience of job insecurity among vulnerable employee groups (i.e., women and immigrants). The qualitative meta-synthesis results suggest that there are meaningful differences. Specifically, whereas women were more concerned with and exposed to deteriorating working conditions, men experienced job insecurity as a threat to their identity. Among immigrants, the experience of job insecurity is viewed as largely intersecting with the legal system, impacting their ability to remain in their country and making them feel powerless. Thematic evidence also emerged regarding individual actions that participants use to attain security in contrast to corporate strategies that enhance job insecurity. We contribute to the critical organisational psychology literature by discussing how these results test common academic theories and neoliberal assumptions pervasive within the job insecurity literature: We highlight how organisations manufacture job insecurity, question the existence of harmonious social exchanges, discuss the use of job insecurity as a form of worker control, consider the role of the legal context in aiding worker exploitation and argue for an intersectional view of job insecurity.     

The effects of psychological security and insecurity on political attitudes and leadership preferences

Recent research from different perspectives suggests that uncertainty, mortality salience (MS), and other fundamental threats that cause feelings of insecurity motivate people to adhere to specific kinds of anxiety‐reducing political attitudes and values. In the current studies, we examined a complementary prediction that providing people with an alternative source of security would reduce their need to defend against insecurity, resulting in lower endorsement of the anxiety‐reducing political attitudes. Results supported this prediction, showing that security primes buffered or reversed the effects of insecurity and threats on political attitudes and leadership preferences. Participants primed with attachment security showed reduced liking of a strong, charismatic political candidate (Study 1), and lower support for the Iraq war, even in the face of mortality reminders (Study 2). We discuss these findings in the context of research on motivated social cognition, political psychology, and the effects of security and insecurity on attitudes and behaviors. Copyright © 2009 John Wiley & Sons, Ltd.     

Authoritarianism and Economic Threat: Implications for Political Behavior

This study examined whether authoritarians experiencing economic threat are more likely than other authoritarians to support social policy and political agendas that restrict benefits or curtail rights for disadvantaged groups. A sample of 131 college students completed questionnaires that measured authoritarianism, degree of economic and societal insecurity, and attitudes toward eight political issues. Economic and social insecurity were indexed to perceptions of whether one's standard of livingg had declined, whether incom inequality had grown among social classes, and whether crime, race relations, environmental quality, and governmental services had worsened. The political scales reflected issues currently debated in public forums; they included funding mechanisms for social security and health care, the state's role in regulating abortion, government services for illegal immigrants, terminating welfare for unemployed women with children, and regulation of sexual conduct. A logistic model found that, relative to non-threatened authoritarians or nonauthoritarians, threatened authoritarians were six times as likely to favor restricting benefits to powerless groups and eight times as likely to support the state's preventing women from securing anabortion. These results are discussed in terms of systemic changes in the economy that have resulted in declines in real income and increasing income inequality.     

The psychological health of employed and unemployed recent graduates as a function cognitive appraisal and of coping

In the literature on the effects of unemployment on graduates two competing hypothesis have found support. On one hand graduates have higher expectations about status and occupational identity, hence being unemployed should be more distressing. On the other hand graduates have access to more personal and situational resources and should cope better with the stress of unemployment. In a study of 181 recent graduates it was found that those who were employed (n = 88) scored higher on both somatization and interpersonal sensitivity than those who were unemployed (n = 93). A large percentage also reported not being in the job to which they aspired and scored low on job commitment. The unemployed graduates had a more positive approach to problem-solving, higher achievement motivation, more perceived social support, were more assertive, and felt less hopeless than their employed peers. They also engaged in more constructive leisure activities than the employed group. The data provide tentative support for the hypothesis that graduates are better at coping with unemployment. However the indication is that any advantage to be gained is relative to the type of job occupied by the employed group to whom they are compared. The general conclusion is that opting for a job which does not meet expectations or aspirations may be more psychologically damaging in the short term than being unemployed and hopeful. This is a function of the individual's vulnerability or resistance to stress and highlights the need for graduates to be prepared more effectively for the path to a career.     

Revisiting the self-interest versus values debate: The role of temporal perspective

Scholars of public opinion have struggled to explain why people often vote against their economic self-interest in favor of a value-based rationale. Based on Construal Level Theory (Liberman, Trope, & Stephan, 2007), we argue that both values and material self-interest affect social and political attitudes, but in different temporal contexts. Specifically, because material self-interest is more concrete and applicable to everyday concerns, we predict that it should carry more weight with regard to judgments made in the context of the near future. In contrast, values, which are more abstract by nature, should carry greater weight for judgments made in the distant future. In an experimental test of this hypothesis, we presented participants with a fictitious policy that affected their pocketbooks in an otherwise value-laden domain. We found that people's financial self-interest more strongly predicted attitudes toward a proposal to increase tuition in the near condition, whereas antiegalitarian values more strongly predicted attitudes in the far condition. These findings offer new insights into the symbolic politics debate.     

Flexible job search behaviour among unemployed jobseekers: antecedents and outcomes

The interest in flexible job search behaviour (FJSB) among unemployed jobseekers, i.e., the extent to which jobseekers also look for jobs that deviate from their studies and earlier work experience, has grown considerably in recent years. Yet, there is large disagreement on both its consequences and drivers. Career scholars as well as policymakers believe that FJSB is important for unemployed and can improve their employment prospects. However, evidence from human resource (HR) literature raises doubts whether FJSB can enhance re-employment success. Similarly, whereas the career literature links FJSB to positive attitudes, such as career adaptability, the HR literature suggests that people searching flexibly may feel pushed into this behaviour due to more negative reasons, like few labour market perspectives. The aim of this study is examining these opposing expectations. We focus on three FJSB types: flexibility with respect to pay/hierarchical level, skill use and commuting time. Hypotheses are tested using two-wave data with 672 unemployed. Results indicate, among others, that career-adaptable people are not inclined to search more flexibly. In addition, FJSB may in certain cases hamper people’s re-employment likelihood. People searching more flexibly also more often became underemployed and as such experienced a more negative job quality.     

Job insecurity and the benefits of work

The presented study combines conservation of resource theory with latent deprivation theory to explain the negative relationship between job insecurity and mental health. Specifically, we propose that people who face the threat of job insecure would perceive worse access to the benefits of work, which would explain the negative effect of job insecurity on mental health. In a two-wave study, employees rated their perceived job insecurity, their access to the benefits of work, and their mental health. Cross-sectional multiple mediation analysis at Time 1 (n = 295) and Time 2 (n = 236) showed that the negative relationship between job insecurity and mental health was partly due to a perceived lack of the benefits of work. Longitudinal results (n = 173) revealed that job insecurity was related to a decrease in financial benefits, which in turn predicted mental health. However, this effect was only visible if it was not controlled for prior levels of the benefits of work. The results are discussed with regards to conservation of resource theory and latent deprivation theory and the potential of this framework for explaining negative mental health effects of job insecurity.     

A model for the effects of job insecurity on performance,turnover intention,and absenteeism

This study investigates the effects of job insecurity on four organizationally important outcomes: in‐role behaviour, organizational citizenship behaviour, turnover intention, and absenteeism. A model is tested in which job insecurity is simultaneously a hindrance and a challenge stressor. In particular, job insecurity is proposed to have a predominantly harmful effect on performance, turnover intention, and absenteeism, and it is argued that these effects are mediated by (reduced) work attitudes. In addition, job insecurity is also assumed to affect these behaviours in the opposite way (i.e. a suppressor effect) because job insecurity might motivate employees to make themselves more valuable to the organization by working harder and being less absent. The model is tested with a sample of 136 German non‐managerial employees. Data from supervisors (i.e. in‐role behaviour and organizational citizenship behaviour), the company's personnel files (i.e. absenteeism), and self‐reports (i.e. job insecurity, work attitudes, turnover intention, in‐role behaviour, and organizational citizenship behaviour) were used. Structural equation modelling showed that a model that included both negative and positive effects fitted the data best. The negative effect was stronger than the positive effect. The results show that the effects of job insecurity are more complex than previously assumed. In addition, the results also extend previous research into hindrance and challenge stressors because they show that stressors should not be categorized as either hindrance or challenge. Instead, it might be more appropriate to conceptualize hindrance and challenge as two dimensions.     

Job insecurity and well-being: The moderating role of job dependence

Job insecurity has become more relevant during the last decades as more flexibility from the workforce and organizations is demanded in the labour market. It has frequently been suggested that job insecurity is a more severe stressor for those who are more dependent on their job. The present study investigates the association between job insecurity and employee well-being by focusing on how employees’ dependence on the job moderates this relationship. Two types of financial dependence (subjective financial dependence and relative contribution to the household income) were studied, along with an indicator of a more psychological dependence on work in general (work involvement). In addition to this, both quantitative and qualitative job insecurity were included. The proposed relations were tested in a sample of Swedish accountancy firm employees. The results of moderated hierarchical regression analyses showed that subjective financial dependence, household contribution, and work involvement moderated the relation between both job insecurity dimensions and job satisfaction. No moderations were found with mental well-being as an outcome. This implies that the extent to which someone depends on their job is important for how job insecurity relates to job satisfaction.     

Job insecurity in Finland: Antecedents and consequences

Abstract

Trends towards more unpredictable and flexible labour markets are often presumed to fuel feelings of job insecurity among employees, especially the threat of losing one's job. The aim of the study was to examine the prevalence, antecedents, and consequences of job insecurity in a representative sample of Finnish wage and salary earners (N = 3503) gathered in 1990. One out of ten respondents felt the threat of lay-off, dismissal, or unemployment. According to hierarchical regression analysis, perceived job insecurity was best explained by positional factors, especially earlier unemployment experiences and the temporary nature of the employment relationship. The role of demographic factors predicting job insecurity was strikingly minor. Variance and regression analysis confirmed the negative effects of perceived insecurity on work and health behaviour found in previous studies. Social support was found to have a light moderating effect in alleviating the negative effects of job insecurity. Thus, job insecurity was a psychological stressor with adverse effects for a sizeable proportion of the employees.     

From uncertain boundaries to uncertain identity: Effects of entitativity threat on identity–uncertainty and emigration

When people feel uncertain about their national identity, they may want to emigrate from their nation. This uncertainty can arise when people are exposed to an alternative historical narrative about their own national (ingroup) origins promoted by a neighboring nation (outgroup). Drawing on uncertainty–identity theory we propose that the conditions that promote this process would include when: (a) a revised history threatens the entitativity of national identity, (b) people identify strongly with their nation, (c) a neighboring nation is numerically large enough to transform its own view into a new shared reality, and (d) a new interpretation of history is considered credible. We conducted an experiment in the context of historical disputes between China (outgroup) and Korea (ingroup) (N = 160). We measured Korean identification and manipulated a type of identity threat (valence threat vs. entitativity threat), relative group size (not salient vs. salient), and source credibility (low vs. high). Then, we measured identity–uncertainty and emigration as dependent variables. As predicted, hierarchical regression analyses yielded a significant four‐way interaction on identity–uncertainty. Simple slopes analyses revealed that entitativity (vs. valence) threat significantly increased identity–uncertainty among high identifiers when the outgroup's relative size was salient and its view was credible. Further, the elevated identity–uncertainty strengthened intentions to emigrate from the ingroup. Implications for intergroup communications and identity validation are discussed.     

团队沟通、工作不安全氛围对创新行为的影响:创造力自我效能感的调节作用

采用问卷调查法,以国内十三家大型企业集团75个工作团队共334名团队成员为研究对象,运用分层线性模型分析技术,探讨了团队沟通、工作不安全氛围对团队成员创新行为的影响,以及创造力自我效能感对此关系的调节作用.结果表明,团队沟通、工作不安全氛围对团队成员创新行为有倒U形的影响;创造力自我效能感调节团队沟通、工作不安全氛围与团队成员创新行为之间的关系:员工的创造力自我效能感越高,团队沟通、工作不安全氛围对团队成员创新行为的倒U形影响越小.     

Expanding the link between core self-evaluations and affective job attitudes

The present study examined the differentiated relationship between core self-evaluations and affective job attitudes. In previous research, job characteristics were proposed to mediate this relationship. However, the facets of the job characteristics model have not yet been assessed separately. In the present study we tested which job characteristics (i.e., skill variety, task identity, task significance, autonomy, and feedback) mediate the relationship between core self-evaluations and job satisfaction as well as organizational commitment in a sample of 199 employees. Results revealed that core self-evaluations were related to job satisfaction and organizational commitment. Task significance was found to mediate these relationships. These findings are discussed with respect to the level on which people regulate their actions.     

Effects of parental job insecurity and parenting behaviors on youth’s self-efficacy and work attitudes

Drawing on the spillover mechanism, the relationships among parental job insecurity, authoritarian parenting behaviors, youth’s self-efficacy, and work attitudes were examined. Specifically, parental job insecurity was hypothesized to be positively associated with (1) authoritarian parenting behaviors, and (2) youth’s perception of parental job insecurity. In turn, we hypothesized that both authoritarian parenting behaviors and youth’s perceptions of parental job insecurity were negatively associated with youth’s self efficacy. Finally, self-efficacy was predicted to be positively associated with youth’s work attitudes. Data were collected from 178 management undergraduates and their parents. Structural equation modeling results suggested that paternal job insecurity was positively associated with authoritarian parenting behaviors while maternal job insecurity was negatively associated with authoritarian parenting behaviors. Additionally, while the relationship between mothers’ authoritarian parenting behaviors and youth’s self-efficacy was supported, the relationship between fathers’ authoritarian parenting behaviors and youth’s self-efficacy was not. Youth’s self efficacy was positively associated with their work attitudes. Implications of the findings are discussed.     

Intergroup threat,social dominance,and the malleability of ideology: The importance of conceptual replication

Consistent with the theory of malleable ideology, research has shown that, under intergroup threat, antiegalitarian individuals will exploit the malleable character of color blindness and strategically claim to be strong supporters of it. In three studies conducted in France, we found no support for this theory when measuring color blindness but strong support when using measures of laïcité, an ideology of secularism. Indeed, those who score low on social dominance orientation (SDO) were more likely to support laïcité than antiegalitarian individuals. However, a situational threat (Study 1), a symbolic threat experimentally induced (Study 2), and a perceived symbolic threat (Study 3) were all related to increased support for laïcité by people high in SDO, without affecting those low in SDO. Thus, laïcité is a malleable ideology that can be adopted by individuals having contrasting motivations, as color blindness in the United States. Implications for the role of exact and conceptual replications in the development of a psychological science are discussed.     

The Role of Threat in Attitudes Toward Affirmative Action and Its Beneficiaries1

This set of two studies employed the integrated threat theory to examine attitudes toward affirmative action (AA). The first study found that opposition to the policy of AA was predicted by realistic threats, symbolic threats, and personal relevance; while attitudes toward the beneficiaries of AA were predicted by three of the four threat variables (symbolic threats, intergroup anxiety, and negative stereotypes), and in‐group identity. The second study replicated and expanded on the first study and found that the effects of several individual‐difference variables (racism, anti‐Black affect, and political conservatism) on opposition to AA were mediated by three of the threats in the integrated threat theory (realistic threats, symbolic threats, and negative stereotypes). The implications of the results are discussed.     

Job Insecurity and Psychological Well-being: Review of the Literature and Exploration of Some Unresolved Issues

Research on the psychological consequences of job insecurity is reviewed, showing that job insecurity reduces psychological well-being and job satisfaction, and increases psychosomatic complaints and physical strains. Next, three additional research questions are addressed, since these questions did not receive much attention in previous research. First, does the impact of job insecurity on workers differ according to their professional position, gender, and age? Second, how important is job insecurity compared to other stressors on the workfloor? Third, how important is job insecurity compared to the impact of unemployment? To analyse these issues, data were used from a Belgian plant, part of a European multinational company in the metalworking industry (N = 336). The results of this exploratory study showed that job insecurity was associated with lower well-being (score on the GHQ-12), after controlling for background variables, such as gender and age. A significant interaction with gender occurred, indicating that gender moderated the association between job insecurity and well-being. Job insecurity was not related to psychological well-being among women. Among men, a significant increase in distress was noted among those who felt insecure, but not among the secure. Interaction terms for occupational position and age were not statistically significant. Job insecurity turned out to be one of the most distressful aspects of the work situation. The GHQ-scores of the insecure respondents were not different from those of a representative sample of short-term unemployed, suggesting both experiences to be equally harmful. The consequences of these findings for future research are discussed.     

Of two minds: The interactive effect of construal level and identity on political polarization

Construal level theory posits that that when people are thinking abstractly (vs. concretely) they rely more on their core and consistent attitudes and values. However, past research has been mixed on whether abstract thinking causes liberals and conservatives to become more or less polarized. In the current research, we examine how identity salience moderates the effect of construal level on political polarization. Results from two studies suggest that identity salience (political vs. national) plays a key role in predicting how construal level affects attitude polarization. When people's political identity was made salient, liberals and conservatives were more polarized about political issues when thinking abstractly (vs. concretely). Conversely, when national identity was salient, liberals and conservatives were less polarized when in an abstract (vs. concrete) mindset. Broadly, this research highlights the importance identity salience has in understanding the role abstract (vs. concrete) thinking has on people's attitudes and values.