The Causal Effect of Profound Organizational Change When Job Insecurity Is Low—A Quasi-experiment Analyzing Municipal Mergers

Abstract BackgroundHealth care workers (HCWs) are at risk for occupational stress. The negative effects of stress HCWs subsequently affect the quality of their job performance. Since 2014, there have been extensive changes in the primary health care system in Iran. Because evidence has shown that organizational change can cause stress in employees, this study was designed and conducted to explore the perceived job demands by HCWs in primary care centers after extensive organizational change.MethodA qualitative study was designed with a content analysis approach. Study data were collected through 11 semi-structured individual interviews and a focus group with HCWs.ResultsParticipants reported high stress at work. They reported various factors as stressful job demands. These factors included: organization's supervisory function (Weakness of the monitoring process, Unfair policies, Apply regulatory pressure), Role features (Role load, Role conflicts, Role ambiguity(,Workload )High workload, Not having time, Great variety of tasks), job insecurity (Lack of job security due to employment status, Concerns about payments, Lack of physical security, Uncertain job future), Working with clients (Different characteristics of clients, Harassment of clients to achieve their expectations, Tensions in client relationships, Lack of knowledge of clients about health care work instructions), Perceived job content (Annoying work with different units of the organization, Monotonous and repetitive tasks, Meaningless tasks, No attractive and no excitement).ConclusionCurrently, HCWs working in health centers are faced with various stressful situations. Most of the factors identified in this study overlap in increasing stress. The impact of workload and organizational oversight on occupational stress seems to be more pronounced. Given the important role of HCWs in promoting health, the design and implementation of effective interventions by policymakers to control stress in HCWs is essential.

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Antecedents and Health Consequences of Job Insecurity among Teachers

Global Journal of Enterprise Information System ◽

10.18311/gjeis/2017/15704 ◽

2017 ◽

Vol 9 (2) ◽

pp. 33

Author(s):

Namita Rajput ◽

Amogh Talan

Keyword(s):

Organizational Change ◽

Physical Health ◽

Role Ambiguity ◽

Job Insecurity ◽

Partial Least Square ◽

Least Square ◽

Equation Modeling ◽

High Demand ◽

Short Period ◽

Mental And Physical Health

Job Insecurity is emerging as a growing threat to the careers of aspiring, meritious and hardworking employees in our country due to various reasons such as high demand of jobs, and government’s inability to meet such a high demand in a short period of time. This results in hiring of employees on temporary/contractual basis. This situation is especially bad among the teachers belonging to various government schools and colleges in Delhi. Our study investigated certain psychological causes for the feeling of Job Insecurity among teachers. Perceived Organizational Change and Role Ambiguity were studied as the potential antecedents of Job Insecurity. Detrimental impact of Job Insecurity on the Mental and Physical Health of such employees were also studied. A sample of 110 temporary/contractual/ad-hoc teachers belonging to MCD schools and several colleges from University of Delhi was used for this study. ‘Partial Least Square’ technique of ‘Structural Equation Modeling’ was applied using ‘SmartPLS 2.0.M3’ to understand the proposed relationships. Results show both Perceived Organizational Change and Role Ambiguity significantly contribute towards Job Insecurity, where the effect of Perceived Organizational Change was particularly high. Job Insecurity was found to negatively affect Mental and Physical Health of the employees. Mental effect in terms of stress and anxiety was found to be especially prominent.

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Protectionism, how stupid is this? The causal effect of free trade for the world’s poorest countries: Evidence from a quasi-experiment in Switzerland

Journal of Policy Modeling ◽

10.1016/j.jpolmod.2017.05.002 ◽

2017 ◽

Vol 39 (6) ◽

pp. 1007-1018 ◽

Cited By ~ 5

Author(s):

Christian Ritzel ◽

Andreas Kohler

Keyword(s):

Free Trade ◽

Causal Effect ◽

Quasi Experiment

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Job insecurity during organizational change: a dynamic perspective on the explanatory mechanisms of job insecurity

10.26481/dis.20150902ds ◽

2015 ◽

Author(s):

D.A.T. Schumacher

Keyword(s):

Organizational Change ◽

Job Insecurity ◽

Dynamic Perspective

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Detrimental effects of cynicism on organizational change

Journal of Organizational Change Management ◽

10.1108/jocm-12-2014-0231 ◽

2016 ◽

Vol 29 (4) ◽

pp. 580-598 ◽

Cited By ~ 19

Author(s):

Usman Aslam ◽

Muhammad Ilyas ◽

Muhammad Kashif Imran ◽

Ubaid- Ur- Rahman

Keyword(s):

Job Satisfaction ◽

Organizational Change ◽

Public Sector ◽

Job Insecurity ◽

Interactive Effects ◽

Content Type ◽

Organizational Cynicism ◽

Withdrawal Behavior ◽

Public Sector Organizations ◽

Change Leaders

Purpose – The purpose of this research is to investigate the detrimental effects of cynicism on organizational change. It presents an interactive and novel theoretical research model based on organizational cynicism. The study aims to determine the causes of cynicism and suggests remedies for it so that change may be implemented with the consensus of all stakeholders. Design/methodology/approach – This is an associational study that aims to test the hypotheses of linear relationships among the variables used in the proposed model. Data have been collected from 417 employees, working for three public sector organizations, by using self-administrated questionnaires. The model proposed in this research has been tested by using regression analysis in Amos 22. The interactive effects have been examined by using Aguinis’s (2004) multiple moderated regression. Findings – The results reveal that dispositional resistance increases the intention of an employee to exhibit withdrawal behavior and that organizational contextual factors have statistically significant relationships with employees’ withdrawal behavior and their job satisfaction. Moreover, the results of interactive effects are partially significant. Practical implications – The Government of Pakistan, the managements of public sector organizations and workplace unions can resolve the issues of cynicism and job insecurity by involving employees in decision making and by building trust in change leaders. Employees’ participation and their trust in change leaders can decrease their intentions to exhibit withdrawal behavior and lessen the occurrences of organizational cynicism. In addition, trust in change leaders can raise job satisfaction, while job insecurity can decrease the job satisfaction levels of employees. Originality/value – This research presents and examines a unique multiple interactive model of organizational cynicism. Until recently, a scant number of studies particular to Asian culture, have investigated the detrimental and interactive effects of cynicism on organizational change.

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