The Job Insecurity Scale: A psychometric evaluation across five European countries

Multiple instruments have been developed and used to measure quantitative job insecurity (i.e., insecurity to lose the job as such), often without systematic evaluation of their psychometric characteristics across countries and language barriers. This may hamper consistent and reliable cross-study and cross-country comparisons. This study's aim was to introduce and validate the four-item Job Insecurity Scale (JIS) developed by De Witte across five European countries (i.e., Belgium, The Netherlands, Spain, Sweden, and the UK). Overall, the results demonstrated the construct validity (i.e., configural invariance and invariance of the measurement model parameters), the reliability (internal consistency of the items), and the criterion validity (with respect to affective organizational commitment, perceived general health, and self-reported performance) of the JIS. The different translations of the JIS can thus be considered as valid and reliable instruments to measure job insecurity and can be used to make meaningful comparisons across countries. Furthermore, the JIS translations may be utilized to assess how job insecurity is related to outcomes.     

The Role of Occupational Self-Efficacy in Mediating the Effect of Job Insecurity on Work Engagement,Satisfaction and General Health

This study explores the associations among job insecurity, occupational self-efficacy, work engagement, job satisfaction and health and the mediation role of occupational self-efficacy. Two hundred and forty-one workers, were asked to fill in the Occupational Self-Efficacy Scale, the Utrecht Work Engagement Scale, the Satisfaction Scale of Occupational Stress Inventory and the General Health Questionnaire. Mediation analysis was performed using the boot-strapping method. Job insecurity was negatively related to work engagement, job satisfaction and general health. Occupational self-efficacy mediated the relationship between job insecurity, work engagement, job satisfaction and health on employees in the private and public sectors. The originality of this work is that it shows the effect of job insecurity on engagement, satisfaction and health, and the mediational role of occupational self-efficacy. In a time of economic crisis, when it is not possible to guarantee permanent contracts, Human Resource managers might consider occupational self-efficacy as a resource when planning interventions.     

Cultural Values as Moderators of Employee Reactions to Job Insecurity: The Role of Individualism and Collectivism

Cette recherche part de l’hypothèse que les valeurs culturelles sont l’un des déterminants des réactions des salariés face à l’insécurité professionnelle. Dans la première investigation, les valeurs culturelles ont été appréhendées au niveau de l’individu à partir des réponses de 141 salariés de diverses origines ethniques appartenant à une grande entreprise agro‐alimentaire américaine qui réduisait ses effectifs. Les répondants ont rempli des questionnaires évaluant leurs valeurs culturelles, leur perception de la sécurité au travail, leurs attitudes professionnelles, leurs réactions affectives vis‐à‐vis de la réduction des effectifs et leur niveau de stress lié au travail. Les résultats ont montré que le sentiment d’insécurité professionnelle avait un impact généralement négatif sur les employés. Toutefois, les salariés présentant des valeurs culturelles communautaires ressentaient plus négativement que leurs homologues individualistes le sentiment d’insécurité professionnelle. Dans le second volet de la recherche, la culture a été définie au niveau national. On a proposé aux salariés de sept organisations, quatre chinoises et trois américaines, de remplir des questionnaires appréciant leurs réactions à leur perception de l’insécurité professionnelle. Il apparut que les Chinois (mentalité communautaire) réagissaient plus négativement que les Américains individualistes face à la menace constituée par l’insécurité professionnelle. Les résultats sont analysés à la lumière du développement de pratiques organisationnelles qui comprennent la réduction des effectifs et autres procédures qui impliquent une moindre stabilité des emplois. This research explored the hypothesis that cultural values moderate employee reactions to job insecurity. In the first study, cultural values were measured at an individual level of analysis based on responses from one hundred and forty‐one ethnically diverse employees of a large US‐based food‐processing company undergoing a downsizing. Participants completed surveys assessing their cultural values, perceptions of job security, job attitudes, affective reactions to the downsizing, and job‐related stress levels. Results indicated that the perception of job insecurity had a generally negative impact on employees. However, employees with collectivist cultural values were more negatively affected by the perception of job insecurity than their individualist counterparts. In the second study, culture was operationalised at the national level of analysis. Employees from seven organisations (four based in China; three based in the US) completed surveys assessing their reactions to perceived job insecurity. Results suggest that Chinese (i.e. collectivist) employees reacted more negatively to the threat of job insecurity than their US counterparts (i.e. individualist employees). These results are discussed in light of growing organisational trends that include the use of downsizing and other techniques that herald a decrease in job stability.     

Effects of abusive supervision on employees’ innovative behavior: The role of job insecurity and locus of control

Drawing on the Conservation of Resources Theory by Hobfoll, we examined the relationships between abusive supervision, job insecurity, locus of control, and employees’ innovative behavior. Using self‐reported data collected from employees among four enterprises in China (N = 641), we found that abusive supervision was positively correlated with job insecurity. In contrast, both job insecurity and abusive supervision were negatively correlated with employees’ innovative behavior, with the impact of abusive supervision on innovative behavior being mediated by its effect on job insecurity. Having an external locus of control that served as a buffering factor for employees, mitigating the relationship between abusive supervision and job insecurity. These findings complement the existing research on the impacts of abusive leadership, providing practical information for enterprises on how to enhance levels of innovation and vitality among employees.     

Productivity,counterproductivity and creativity: The ups and downs of job insecurity

Organizations frequently downsize in the hopes of creating a ‘lean and mean’ company able to be flexible and quick to adapt to changing environmental needs. The purpose of the current research was to assess the effects of job insecurity on productivity, counterproductivity, and creativity in a simulated organizational environment and a field setting. In the first study, 104 non‐traditional undergraduate students (M = 30.48 years) participated in a laboratory experiment that manipulated the threat of lay‐offs (job insecurity) and measured creativity and productivity over two time periods. Compared to control group participants, results indicate that participant productivity increased in the condition of higher levels of job insecurity, whereas creative problem solving decreased. In the second study, 144 employees in five organizations completed a survey measuring their job insecurity perceptions, enactment of counterproductive work behaviours, and creative problem‐solving ability. Regression analyses indicate that job insecurity predicted lower creativity scores, yet was also related to lower numbers of counterproductive work behaviours. Taken together, these studies suggest that job insecurity may have adverse effects on creativity, yet moderately beneficial effects on productivity. Results are interpreted in light of the increasing prevalence of job insecurity and organizational downsizing in today's workplace.     

工作不安全感与幸福感、绩效的关系：自我效能感的作用

旨在探讨工作不安全感对员工工作幸福感和工作绩效(上级评定)的影响,以及一般自我效能感在其中的作用机制。研究采用问卷调查的方法,共收集到513个有效样本。数据分析采用层级回归分析的方法。研究结果发现：⑴工作不安全感对员工工作幸福感和工作绩效都有显著的消极影响;⑵一般自我效能感对工作不安全感与身体健康、心理健康之间关系具有显著的调节作用,但对工作满意度的调节作用不显著;⑶一般自我效能感对不安全感—工作绩效之间关系具有显著的调节作用。这就表明,在当今处于转型期的中国社会里,工作不安全感是影响员工工作幸福感和工作绩效的一个重要压力源,而一般自我效能感可以发挥有效的调节作用     

Levels of Reality

Philosophers and non‐philosophers have been attracted to the idea that the world incorporates levels of being: higher‐level items – ordinary objects, artifacts, human beings – depend on, but are not in any sense reducible to, items at lower levels. I argue that the motivation for levels stems from an implicit acceptance of a Picture Theory of language according to which we can ‘read off’ features of the world from ways we describe the world. Abandonment of the Picture Theory opens the way to a ‘no levels’ conception of reality, a conception that honors anti‐reductionist sentiments and preserves the status of the special sciences without the ontological baggage.     

Do core self-evaluations and coping style influence the perception of job insecurity?

Over the last few decades, increased flexibility and lack of stability in employment has made job insecurity a work stressor that affects more and more employees. Since worrying about potential job loss (quantitative job insecurity) or possible loss of valued job features (qualitative job insecurity) constitutes a subjective perception, it has been claimed that personality factors may be decisive for job insecurity perceptions. Furthermore, the perception of a stressor, in this case job insecurity, could be argued to be dependent on appraisals of available coping resources. This study investigates whether core self-evaluations predict job insecurity perceptions, and whether coping mediates this relationship, in a two-wave data set from a Swedish sample of white-collar workers (N = 425). The results show that core self-evaluations had a negative total effect on both qualitative and quantitative job insecurity. Core self-evaluations were positively related to problem-focused coping but not to emotion-focused coping. However, there was no mediating effect of coping style on the association between core self-evaluations and job insecurity.     

Being Tough Versus Tender: The Impact of Country-Level and Individual Masculinity Orientations as Moderators of the Relationship Between Job Insecurity and Job Attitudes

Having a job constitutes one of the most potent means of attaining ‘masculine’ goals such as status, success, and material rewards. In the present research, we examine whether masculinity, both as a country-level value and an individual orientation, moderates the relationship between job insecurity and job attitudes. In Study 1, we draw on cross-cultural data of 20,988 employees from 17 countries. We find that job insecure individuals from countries with higher masculinity values show stronger decrements in job satisfaction (but not commitment). Shedding light on the underlying mechanism, we show that the moderating effect of masculinity is transmitted through two social job characteristics, perceived supervisor interpersonal justice and coworker support. We then constructively replicate the moderating effect of masculinity in Study 2. In a one-country sample of 319 employees, individual masculinity orientations likewise strengthen the negative relationship between job insecurity and job satisfaction. Our research highlights that country-level and individual masculinity orientations yield comparable effects in the job insecurity appraisal process, and provides insight into how cultural values can be enacted at the individual level.     

Employability and Employees’ Well‐Being: Mediation by Job Insecurity1

The current study's aims are twofold: first, we investigate the relationship between employability and both work‐related (engagement) and general (life satisfaction) well‐being. Second, we study how employability may be relevant in times of high job insecurity. Specifically, we hypothesise (1) a positive relationship between employability and employees’ well‐being, (2) a negative relationship between employability and job insecurity, and (3) a negative relationship between job insecurity and employees’ well‐being, so that (4) job insecurity mediates the relationship between employability and employees’ well‐being. Results based on a sample of 559 respondents from divisions of seven Belgian organisations support our hypotheses. We conclude that employability may be a means to secure one's labour market position, rather than a means to cope with job insecurity. Les objectifs de cette étude sont doubles: nous étudions d’abord la relation entre l’employabilité et à la fois le bien‐être relatif au travail (implication) et le bien‐être global (la satisfaction provenant de l’existence). Ensuite, nous nous interrogeons sur la pertinence de l’employabilité en période de grande insécurité professionnelle. Plus précisément, nous posons les hypothèses 1) d’une relation positive entre l’employabilité et le bien‐être des employés, 2) d’une relation négative entre l’employabilité et l’insécurité professionnelle et 3) d’une relation négative entre l’insécurité professionnelle et le bien‐être des salariés, si bien que 4) l’insécurité professionnelle régule la relation entre l’employabilité et le bien‐être des salariés. Les résultats issus d’un échantillon de 559 répondants provenant de départements de sept organisations belges confortent nos hypothèses. On conclut que l’employabilité peut être une façon de sécuriser sa situation sur le marché du travail plutôt qu’un moyen pour affronter l’insécurité professionnelle.     

企业员工工作不安全感的实证分析

该研究采用自编的工作不安全感问卷,通过对武汉、广州、成都、太原等地12家企业的787名员工进行问卷调查,对企业员工工作不安全感的维度进行了探讨。探索性因素分析表明,企业员工的工作不安全感包括工作丧失、工作执行、薪酬晋升、过度竞争和人际关系不安全感等五个维度。五因素模型在验证性因素分析中得到了较好地验证。文章最后对工作不安全感的维度构成以及测量等相关问题进行了讨论。     

Mental Health Inventory for Infants: Scale Development and Japanese Infants’ Characteristics

Early detection and treatment promote positive outcomes in mental health problems among infants. This study developed a simple and reliable screening inventory for infants’ mental health. Participants were 579 primary caregivers who had Japanese infants aged 2–6 years. Participants evaluated their children using the Mental Health Inventory for Infants (MHII; developed in this study), which contains 24 items. Exploratory factorial analysis identified the MHII factor structure; confirmatory factorial analysis examined its factorial validity. Internal consistency and criterion-related validity were also examined. Irritability (8 items), somatic symptoms (6 items), and signs of insecurity (4 items) were identified as factors in the MHII; each of these factors measures a critical aspect of infants’ mental health. The MHII’s internal consistency and scale homogeneity were acceptable; its criterion-related validity was supported. In this study, male infants exhibited greater irritability and less insecurity than females. The present results support the MHII’s reliability and validity; additionally, they indicate that caregivers may use the MHII to quickly screen for three critical aspects of infants’ mental health. We expect that the MHII will be used for early detection of mental health difficulties in infants to facilitate treatment.     

居危思变?工作不安全感对创新行为的差异化影响?

企业往往在员工管理和组织创新上处于“两难困境”——难以提供稳定工作但又不得不依赖员工实现组织创新, 这就使得研究员工工作不安全感对创新行为的影响至关重要。企业员工遭遇不同环境威胁带来的工作不安全感时, 创新行为存在差异。本文在威胁焦点下深化工作不安全感概念, 并基于“以变量为中心”和“以人为中心”的研究思路, 探讨其对创新行为的差异化影响过程。首先, 结合环境威胁来源与主观感知, 把工作不安全感分为岗位焦点工作不安全感和人员焦点工作不安全感两个维度, 并将编制测量量表。其次, 期望运用纵向研究设计, 通过分析多时点的员工-主管配对数据, 基于情境调节焦点和工作激情的链式中介作用, 来揭示岗位焦点工作不安全感对创新行为的负向影响, 以及人员焦点工作不安全感对创新行为的倒U型影响。最后, 将采取“以人为中心”的研究思路, 运用潜在剖面分析方法探讨工作不安全感潜在类型及其对创新行为的影响。研究结果将有助于推进工作不安全感的概念和效用研究, 也为企业如何有效促进创新提供对策建议。     

Quantitative Empirical Studies on Women’s Issues in Islamic Cultures: Introduction to Special Issue

The special issue aimed to focus on quantitative research articles covering gender and women’s issues in Islamic cultures which have not received sufficient attention. The present issue of gender and women’s issues in these cultures adds important information about topics such as the roles of honor, religiosity, and sexism as they interact with gender. In the special issue there are six quantitative research articles focusing on various topics relevant to honor, sexism, economic, and health issues. A study from Turkey examines the associations among benevolent sexism, hostile sexism, religiosity, and the endorsement of honor beliefs in Turkey. Another explores the effects of religious affiliation, patriarchy, and gender on the perception of honor-related crimes in Morocco, Cameroon, and Italy. Views about family issues are explored in a paper from North Cyprus that explores the associations among hostile sexism, benevolent sexism, religiosity, and attitudes toward childlessness. In another paper, researchers from Turkey investigate job-relevant gender issues such as work engagement, job insecurity, and turnover intentions. Finally, women’s health in Muslim cultures is the focus of papers on health screening behaviors in Turkey and on factors relevant to menopausal symptoms of women in Pakistan. In the introduction, the main purposes of the special issue articles are introduced. Then, the importance of studying honor, sexism, religiosity, the economic situation of women, and women’s health issues in Islamic cultures are covered. Some suggestions for future studies and implication and applications of the research findings also are discussed. Finally, limitations of the special issue are presented.     

Effects of working memory capacity on mental set due to domain knowledge

The present set of studies examines how working memory capacity (WMC) relates to performance on a Remote Associates Task (RAT), originally designed by Mednick as a quantifiable creative problem solving assessment. The source of fixation was manipulated across two sets of RAT items. One set was neutral with no specific fixation embedded in them, while the second set was baseball-misleading, designed so that prior knowledge of baseball would lead to an incorrect solution attempt. WMC scores were positively related to performance on RAT items in all conditions, except one. High baseball knowledge participants' WMC scores did not relate to performance on the baseball-misleading RAT. While in general WMC may lead to better RAT performance, these results suggest that when there is a candidate solution strongly activated by prior knowledge, WMC may actually lead to too much focus on the incorrect solution and exacerbate mental sets.     

Being and feeling liked by others: How social inclusion impacts health

This study examined the effects of perceived and actual social inclusion on health across and within individuals from a network perspective. During the first semester, 75 freshmen students provided bi-weekly ratings on their perceived social inclusion and health. To capture actual social inclusion, each student nominated liked and disliked fellow students. Perceived social inclusion mediated the effect of actual social inclusion on health. Specifically, students with more ‘likes’ perceived more social inclusion and those with higher perceived inclusion reported a better health status (between-person effect). In addition, at time points, when students received more ‘likes’ they also perceived more social inclusion. They reported better health at times when they felt more included (within-person effect). Thus, the perception of social inclusion is rooted in reality and actual social inclusion has an impact on health when passing the filter of perception.     

Job Insecurity Research is Still Alive and Kicking Twenty Years Later: A Commentary

This paper comments on the review of longitudinal job insecurity studies in this special issue. The main conclusion of that review, namely that job insecurity leads to poor health and well‐being, remains undisputed. It is argued, however, that future job insecurity research should focus more on: (a) uncovering the underlying psychological mechanisms of job insecurity; (b) the effects of new forms of labor contracts; (c) differences across nations as a function of different social security systems; and (d) the effects of organisations. It is concluded that job insecurity is a problem of our time and that 20 years after the publication of Dekker and Schaufeli's study on job insecurity among workers in Australian public transport corporation, psychological job insecurity research is still alive and kicking.     

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.     

Who Suffers More from Job Insecurity? A Meta‐Analytic Review

The present meta‐analysis examined the tenure, age, and gender differences in the relationship between job insecurity and its job‐related and health‐related consequences. A total of 133 studies, providing 172 independent samples, were included in the analysis. Our results basically replicated Sverke et al.'s (2002 ) meta‐analytic findings with an updated methodological approach and a larger database. The main differences between our findings and Sverke et al.'s are that the negative association between job insecurity and job performance was significant and that the relationship between insecurity and job involvement was smaller in our study. The moderator analysis also indicated that: (1) the positive association between job insecurity and turnover intention was stronger among employees with shorter tenure than those with longer tenure, and was stronger among younger than older employees; (2) the negative effect of insecurity on its health outcomes was more severe among employees with longer tenure than those with shorter tenure, and was more severe among older than younger employees; (3) the relationship between insecurity and the criterion variables was similar across gender. Results are discussed with reference to Hulin's (1991 ) theory of job adaptation and Greenhalgh and Rosenblatt's (1984 ) job dependence perspective. La présente méta‐analyse étudie les différences de statut (titulaire ou non), d’âge et de genre dans la relation entre l’insécurité de l’emploi et ses conséquences relatives au travail et à la santé. Un total de 133 recherches, comprenant 172 échantillons indépendants, a été inclu dans l’analyse. Nos résultats, obtenus avec une approche méthodologique actualisée et sur une plus grande base de données, sont pour l’essentiel congruents avec ceux de la méta‐analyse de Sverke et al. (2002 ). Les différences principales entre nos résultats et ceux de Sverke et al. sont les suivantes: d’une part, entre l’insécurité de l’emploi et la productivité la relation est significativement négative, d’autre part la relation entre l’insécurité de l’emploi et l’engagement au travail est moindre dans notre étude. L’analyse indique aussi que: (1) la relation positive entre l’insécurité de l’emploi et l’intention de le quitter est plus forte parmi les employés ayant un contrat à courte durée contrairement à ceux ayant un contrat à plus longue durée et est plus forte parmi les employés les plus jeunes; (2) l’effet négatif de l’insécurité sur la santé est plus important parmi les employés ayant un contrat de longue durée que pour ceux ayant un contrat de plus courte durée, ce qui est aussi le cas pour les employés les plus âgés; (3) le genre n’a pas d’effet sur la relation entre l’insécurité et les variables choisies. Les résultats sont discutés en référence à la théorie de l’adaptation au travail de Hulin (1991 ) et la perspective de dépendance au travail de Greenhalgh et Rosenblatt (1984 ).     

Do Co-Worker Conflicts Enhance Daily Worries about Job Insecurity: A Diary Study

The long-term negative consequences of job insecurity on employees’ health and well-being have been demonstrated by several studies, but there is very little evidence on the daily experience of job insecurity and on the factors that may influence it. Therefore, we investigated whether short-term changes occur in the experience of job insecurity and whether these are influenced by daily co-worker conflicts. We carried out a diary study, in which 66 employees answered a questionnaire over the course of five working days. We conducted a multilevel analysis in which we included co-worker conflicts as a predictor, and type of contract, emotional stability, and aggregated job insecurity perceptions as control variables. Our results revealed that job insecurity varies on a daily level, and that 23 per cent of the variance could be explained at a within-person level. Co-worker conflicts were a significant positive predictor for perceived job insecurity in subsequent days after controlling for aggregated job insecurity perceptions at person level. Reversed causation was not found. Practical implications for organisations should focus on the promotion of positive social relations in the work environment in order to mitigate or avoid the negative consequences of social stressors in uncertain times.