Job insecurity, perceived employability and targets' and perpetrators' experiences of workplace bullying

Purpose Although workplace bullying has often been considered a significant source of health-related problems, only a handful of studies have deeply examined this relationship. This paper aims to fill this gap by inspecting the direct as well as indirect relationships between bullying and emotional exhaustion. This study also explores the buffering role of religion between job insecurity and emotional exhaustion. Design/methodology/approach This correlational paper used the quantitative method of data collection (N = 102) from employees in Malaysia and used SmartPLS to analyze the data. To operationalize workplace bullying as the second-order factor, partial least squares was used to estimate the two-stage model through the repeated use of a manifest variable. Findings The result of the current study showed that workplace bullying has a positive impact on job insecurity as well as emotional exhaustion while also having a positive indirect effect on emotional exhaustion through job insecurity. Moreover, the result of this study reveals that religion has a moderating (buffering) influence on the relationship between job insecurity and emotional exhaustion. Research limitations/implications The study merely applied self-report measures, thus potentially involving the common method variance problems. Practical implications Human resource professionals must be aware that employees who are exposed to bullying actions may consider emotional exhaustion and job security needs to be restored among targets. For instance, they need to ensure that no unwanted and illegitimate relocation or alternation of work task has occurred. Furthermore, it is significant to encourage employees to regularly attend religious services because religious involvement could foster mental health, in part by lowering the risk of exposure to stressful life events such as job insecurity. Originality/value This study could be beneficial for organizations and researchers looking to address emotional exhaustion, security and bullying in a context broader than physical health and may further supplement the discussions around workplace bullying, mental health and religion.

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Enhancing Substainability: Psychological Capital, Perceived Employability, and Job Insecurity in Different Work Contract Conditions

Sustainability ◽

10.3390/su10072475 ◽

2018 ◽

Vol 10 (7) ◽

pp. 2475 ◽

Cited By ~ 14

Author(s):

Rita Chiesa ◽

Luca Fazi ◽

Dina Guglielmi ◽

Marco Mariani

Keyword(s):

Psychological Capital ◽

Job Insecurity ◽

Meaningful Work ◽

Personal Resources ◽

Work Experiences ◽

Moderation Effect ◽

Perceived Employability ◽

Permanent Employees ◽

The Relationship ◽

Work Contract

According to the psychology of sustainability and sustainable development, even though there are numerous challenges within the current labor market, it is possible to establish meaningful lives and meaningful work experiences through optimizing the use of personal resources and regenerating them. In line with this assumption, the present study aims to test the moderation effect of the type of worker contracts on the relationship between psychological capital, perceived employability, and job insecurity. Participants were N = 190 Italian young workers (self-employed, permanent employees, or temporary employees). Results showed that perceived employability mediated the relationship between psychological capital and job insecurity, and that this relationship was moderated by the workers’ type of contract. Specifically, a higher level of psychological capital corresponded to a higher perception of employability, and consequently a lower job insecurity for temporary and self-employed workers, but not for permanent ones. These findings are in line with the assumptions of the psychology of sustainability, and encourage preventive interventions aimed to foster personal resources in order to reduce job insecurity, especially in cases of non-standard employment.

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Perceived employability and performance: moderation by felt job insecurity

Personnel Review ◽

10.1108/pr-03-2013-0050 ◽

2014 ◽

Vol 43 (4) ◽

pp. 536-552 ◽

Cited By ~ 36

Author(s):

Nele De Cuyper ◽

Coralia Sulea ◽

Kristien Philippaers ◽

Gabriel Fischmann ◽

Dragos Iliescu ◽

...

Keyword(s):

Job Insecurity ◽

High Achievers ◽

Content Type ◽

Perceived Employability ◽

Job Opportunities ◽

Optimal Functioning ◽

Helping Behaviour ◽

And Performance ◽

Counterproductive Work Behaviour ◽

The Relationship

Purpose – The purpose of this paper is to investigate the relationship perceived employability (the employee's perception about available job opportunities in the external labour market) and performance, accounting for felt job insecurity. Performance is conceptualized broadly in terms of optimal functioning (i.e. in-role performance and helping behaviour) and malfunctioning (i.e. organizational and interpersonal counterproductive work behaviour). Design/methodology/approach – Survey data were collected among 433 Romanian workers. Findings – The authors hypothesize and demonstrate that perceived employability relates positively to optimal functioning, but less so when workers feel insecure: highly employable workers may be high achievers, but withdraw from the organization when they feel insecure. Furthermore, the authors hypothesize that perceived employability relates positively to malfunctioning, the more so when workers feel insecure. Highly employable workers may care less about organizational norms, particularly when they see reasons to violate these norms: felt job insecurity may be such a reason. However, the interaction between perceived employability and felt job insecurity was not significantly related to malfunctioning. Instead, the authors established a main effect of perceived employability on both organizational and interpersonal counterproductive work behaviour. Originality/value – The paper concludes that perceived employability contributes to optimal functioning when workers feel secure, but it may also bring along some costs in the form of malfunctioning.

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Can Hindrance Stressors Change the Nature of Perceived Employability? An Empirical Study in the Hotel Industry

Sustainability ◽

10.3390/su122410574 ◽

2020 ◽

Vol 12 (24) ◽

pp. 10574

Author(s):

Nazanin Naderiadib Alpler ◽

Huseyin Arasli

Keyword(s):

Empirical Study ◽

Work Engagement ◽

Job Insecurity ◽

Well Being ◽

Tourism Industry ◽

Partial Least Square ◽

Least Square ◽

Full Time ◽

Perceived Employability ◽

The Impact

This empirical study aims to design and test a research model that investigates the effect of job insecurity as a moderator of the relationships between perceived employability and employee well-being (work engagement). It also measures the impact of perceived employability on work engagement. Data were gathered from full-time frontline workers employed in five-star hotels in Northern Cyprus to test the study variables; the partial least square structural equation model (PLS-SEM) was applied and supported the research hypotheses. In line with the study predictions and findings from previous literature, perceived employability was found to have a significant positive impact on work engagement. The result revealed that, as a hindrance stressor, job insecurity negatively affects the relationship between perceived employability and work engagement. The findings of this study provide some insights concerning employability’s importance as well as influencing factors on employees’ job selection and their attitudes during job performance in the organizations. The knowledge gathered in this research is a source for stressing the value of employability in developing professional skills and professional involvement, as well as for reducing the perception of job insecurity, especially in the tourism industry, which has a delicate and sensitive structure. The implications of the empirical findings are discussed and future research directions are offered.

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246 Job insecurity and perceived employability: a comparison of public and private sector

10.1136/oemed-2018-icohabstracts.1472 ◽

2018 ◽

Author(s):

H Koren ◽

K Dežmar Krainz ◽

K Bradvica ◽

M Bubaš

Keyword(s):

Private Sector ◽

Job Insecurity ◽

Public And Private ◽

Perceived Employability ◽

Public And Private Sector

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All Insecure, All Good? Job Insecurity Profiles in Relation to Career Correlates

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph16152640 ◽

2019 ◽

Vol 16 (15) ◽

pp. 2640 ◽

Cited By ~ 1

Author(s):

Nele De Cuyper ◽

Anahí Van Hootegem ◽

Kelly Smet ◽

Ellen Houben ◽

Hans De Witte

Keyword(s):

Latent Profile Analysis ◽

Profile Analysis ◽

Job Insecurity ◽

Career Outcomes ◽

Common View ◽

Perceived Employability ◽

Two Samples ◽

Career Growth ◽

Organizational Career Management ◽

The Common

Felt job insecurity is commonly seen as a stressor that is tied to a specific segment of employees and which implies overall negative outcomes. We challenge this view based on the new career rhetoric that assumes that felt job insecurity is widespread, although not necessarily problematic; rather, on the contrary, that felt job insecurity may promote career growth and development. Accordingly, our first aim concerns the distribution of felt quantitative and qualitative job insecurity, and our second aims concerns the connection between profiles and career correlates (i.e., perceived employability, individual and organizational career management). We used two samples of Belgian employees (N1 = 2355; N2 = 3703) in view of constructive replication. We used Latent Profile Analysis to compile profiles of felt quantitative and qualitative job insecurity and linked those profiles to career outcomes. Our results are similar across samples: five profiles were found, from relatively secure to relatively insecure (aim 1). The more secure profiles reported more favorable career outcomes than the less secure profiles (aim 2). This provided overall support for the common view. We connect these findings to what we see as the main risk, namely the potentially growing divide based on felt job insecurity and the relatively large group of employees in insecure profiles.

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