Occupational well-being as a mediator between job insecurity and turnover intention: Findings at the individual and work department levels

This study examined the relationship between job insecurity and turnover intention by applying occupational well-being (exhaustion, vigour) as a mediator. The study was inspired by two theories: the conservation of resources and emotional contagion theories. We investigated the relationships at the individual and work department levels by utilizing Multi-Level Structural Equation Modeling (ML-SEM) with the aim of clarifying whether the mediating mechanism was similar at both levels. In addition, we examined the relationships across the levels (cross-level interactions). Self-report data for the study were obtained from Finnish University staff (N = 2137 individual respondents from 78 work departments). The analyses resulted in three main findings. First, job insecurity, turnover intention, and occupational well-being were found, to some extent (2–6%), to be shared experiences within work departments. Second, we found that low occupational well-being (high exhaustion, low vigour) partly mediated the relationship between job insecurity and turnover intention at both levels of analysis. Third, the results on cross-level interactions revealed that the lower the level of well-being at the work department level, the stronger the negative effect of job insecurity on well-being at the individual level. Thus, if poor well-being characterizes the work department, this may strengthen the negative relationship between job insecurity and well-being at the individual level.     

Job insecurity climate's influence on employees' job attitudes: Evidence from two European countries

An important amount of literature about job insecurity and its consequences has been developed during the past few decades (Sverke, Hellgren, & Näswall, 2002 Sverke, M., Hellgren, J. and Näswall, K. 2002. No security: A meta-analysis and review of job insecurity and its consequences. Journal of Occupational Health Psychology, 7(3): 242–264. [Crossref], [PubMed] , [Google Scholar]). Most of this research has focused on an individual-analysis perspective, without taking into account social context. Although job insecurity climate has not been empirically examined, several authors have implicitly assumed that job insecurity contexts exist in some organizations where layoffs have occurred. Therefore, they examined layoff survivors' reactions. From this perspective, the aim of this study was to validate the job insecurity climate concept and examine its influence on employees' job attitudes. In order to provide additional support, this objective was examined in two samples: 428 employees belonging to 20 Spanish organizations and 550 employees in 18 Belgian organizations. The results showed that job insecurity climate emerged within the organizations in both samples, and that it influenced employees' job satisfaction and organizational commitment above and beyond individual perceptions of job insecurity in the Spanish sample. The implications and limitations of this study are discussed.     

Alternative agents for humanitarian intervention

The use of private security companies by national governments is met with widespread skepticism. Less understood is the role these companies can play in international humanitarian interventions in the service of international organizations. I argue here that despite valid concerns about the use of such private entities, we should nonetheless see them as legitimate participants in efforts to secure human rights protection around the globe. In order to assess their legitimacy, we need to ensure, among other things, that they can adhere to ethical standards when serving in humanitarian missions, that they can be held accountable when they fail to uphold the standard of justice enshrined in international law, and that their for-profit status does not have implications detrimental to humanitarian concerns.     

From world hunger to food sovereignty: food ethics and human development

The role of Amartya Sen's early work on famine notwithstanding, food security is generally seen as but one capability among many for scholars writing in development ethics. The early literature on the ethics of hunger is summarized to show how Sen's Poverty and Famines was written in response to debates of past decades, and a brief discussion of food security as a capability follows. However, Sen's characterization of smallholder food security also supports the development of agency in both a political and an economic sense. Economic agency is discussed and tied to longstanding literatures on the moral significance of farming within political economy. Finally, while the newly emergent literature on food sovereignty includes many themes, it is shown to be re-articulating arguments that stress smallholder's economic agency as a development goal. This pattern of argument thus provides a way to reconcile at least some of the claims being advanced under the banner of food sovereignty with the human development approach, while also restoring food ethics to a more central place in the overall discourse of development ethics.     

Obtaining guilty knowledge in human intelligence interrogations: Comparing accusatorial and information-gathering approaches with a novel experimental paradigm

Substantial research has assessed interrogations seeking to obtain a criminal confession, and consequently much has been learned regarding the potential problems with confession evidence. However, an increasing focus on counter-terrorism, and therefore intelligence interrogations, reveals an obvious gap in the literature. Intelligence interrogations are primarily focused on collecting information from individuals as opposed to a confession linked to an alleged event, and little of the extant psychological literature can speak directly to such a scenario. The current research developed an experimental paradigm to test interrogation approaches in an intelligence-gathering context, providing a method for gathering empirical data on human intelligence collection. In the first implementation of this paradigm, accusatorial and information-gathering interrogation strategies were tested using a procedure high in psychological realism. Results indicate that an information-gathering approach yields more relevant information than an accusatorial approach and leads to more diagnostic impressions by third party observers.     

Do personality factors predict job satisfaction?

Two studies investigated the relationships between personality traits and aspects of job satisfaction. In Study 1, job applicants (n=250) completed the Eysenck Personality Profiler and the Work Values Questionnaire (WVQ), which requires respondents to rate various work-related facets according to the extent to which they contribute to their job satisfaction. These facets were combined into two composites (hygiene and motivator) based on previous research. The three personality superfactors accounted for a small percentage of the variance in importance ratings (about 5%). In Study 2, employees (n=82) completed a measure of the ‘Big Five’ personality traits and the Job Satisfaction Questionnaire (JSQ), which assesses both what respondents consider as important in their work environment as well as their satisfaction with their current job. Importance ratings were again combined into two composites while job satisfaction ratings were factor analyzed and three factors, differentiated along hygiene versus motivator lines, emerged. Personality traits again accounted for a small percentage of the total variance both in importance ratings and in levels of job satisfaction. It is concluded that personality does not have a strong or consistent influence either on what individuals perceive as important in their work environment or on their levels of job satisfaction.     

Effects of Organizational Level and Gender on Stress in the Workplace

Occupational stress adversely affects productivity, absenteeism, and job turnover, and contributes to health-related problems. The effects of organizational level and gender on the specific sources of occupational stress assessed by the Job Stress Survey (JSS) were evaluated for a heterogeneous sample of 1,791 working adults (860 males, 931 females) employed in 2 industrial companies and a large state university. Significant main or interactive effects of organizational level and/or gender were found for the JSS Item Index, Severity and/or Frequency scores of 29 of the 30 JSS items. Organizational level effects were both more numerous and larger in magnitude than gender effects. Employees at higher organizational levels reported that they experienced stress more often while making critical decisions and dealing with crisis situations than did workers at lower levels, for whom inadequate salary and lack of opportunity for advancement were more stressful. For males, work stress was more strongly related to concerns about their role in the power structure of an organization, whereas female employees reported experiencing more severe stress when there was a conflict between job requirements and family relationships.     

Consumer misbehaviour: an exploratory study of shopliftin

Although customer theft is traditionally researched from a criminological or psychological perspective, this paper investigates shoplifting as consumer behaviour, demonstrating that well‐defined models of normal consumer behaviour can be applied to aberrant behaviour such as shop theft. Empirical research is used to show how adults and teenagers form belief systems that amount to rational intentions in the decision to shoplift. The theory of planned behaviour (Ajzen, 1991) was used as the basis for two self‐report surveys which investigated the interaction between consumers' attitudes and beliefs about shoplifting and their perceptions of retail security. The first survey utilised a sample of shoppers from the South East Midlands; the second a sample of school students from the same area (861 respondents in total, 109 respondents admitting to shoplifting in the previous year). Both studies indicate that the decision to shoplift is influenced by pro‐shoplifting attitudes, social factors, opportunities for shoplifting and perceptions of low risks of apprehension. This implies that the deterrent messages we use must be reassessed. Copyright © 2002 Henry Stewart Publications.     

Self-efficacy and successful school-to-work transition: A longitudinal study

A successful school-to-work transition is a precursor of promising career development. In the present longitudinal study we investigated whether academic self-efficacy beliefs and grades in school at the ages of 12-15 would be associated with unemployment and job satisfaction at the age of 21. We found that individuals with high self-efficacy beliefs and better grades were less likely to become unemployed and more likely to be satisfied with their jobs. The relationship between high self-efficacy and unemployment was mediated by higher career-related motivation and by less perceived application stress, measured at the time of vocational training at the age of 18. The relationship between self-efficacy and job satisfaction was primarily mediated by higher vocational congruence and less application stress. We conclude that school-based interventions targeted at increasing academic capabilities and self-efficacy would help prepare adolescents for a successful school-to-work transition.