scholarly journals Three-Way Interaction Effect of Job Insecurity, Job Embeddedness and Career Stage on Life Satisfaction in A Digital Era

2019 ◽  
Vol 16 (9) ◽  
pp. 1580 ◽  
Author(s):  
Muhammad Rafiq ◽  
Tachia Chin
Keyword(s):  
Life Satisfaction ◽  
Interaction Effect ◽  
Job Insecurity ◽  
Job Embeddedness ◽  
Career Stage ◽  
Chinese Media ◽  
Time Dynamics ◽  
Digital Era ◽  
Psychological Resource ◽  
The Impact

Along with the severe global employment challenges caused by the rapid rise of digital technologies, the job insecurity (JI)–life satisfaction (LS) association has attracted increasing attention. However, there is still a dearth of studies investigating the crucial boundary conditions of JI–LS relationships in non-Western contexts. To fill this gap, we choose China, the world’s largest emerging economy, which is undergoing a radical digital transformation, as our research setting. Building on the conservation of resource (COR) theory, we focus on exploring two critical buffers of the JI–LS mechanism, of which job embeddedness (JE) characterizes a significant psychological resource and career stage embodies the time dynamics of this model. Data were collected from a sample of 317 Chinese media organization employees and were analyzed by the moderated hierarchical multiple regression approach. Our results show that JI is negatively related to LS and this relationship becomes stronger when employees have low JE (vs. high). Further, this two-way interaction is moderated by career stage; the impact of JI on LS is (1) stronger only for mid–late career stage employees who experienced low JE, and (2) weaker also only for mid–late career stage employees who experienced high JE. This study enriches the existing body of knowledge on the JI–LS model by highlighting the three-way interaction effect of JI, a critical psychological resource (i.e., JE), and time effect (i.e., career stage) on LS; it implies that older people with a certain amount of career experience and resource accumulation may perceive the effect of JI on LS differently than younger people.

scholarly journals Is job insecurity always bad? The moderating role of job embeddedness in the relationship between job insecurity and job performance

2019 ◽  
pp. 1-17 ◽  
Author(s):  
Shanshan Qian ◽  
Qinghong Yuan ◽  
Wanjie Niu ◽  
Zhaoyan Liu
Keyword(s):  
Job Performance ◽  
Social Exchange ◽  
Interaction Effect ◽  
Affective Commitment ◽  
Job Insecurity ◽  
Job Embeddedness ◽  
Conservation Of Resources ◽  
Manufacturing Companies ◽  
The Relationship

Abstract Considering the mixed results of the relationship between job insecurity and job performance, this study investigated the interaction effect of job insecurity and job embeddedness on job performance and examined the mediating role of affective commitment from the perspectives of conservation of resources theory and social exchange theory. A survey of 725 contract employees from two Chinese private manufacturing companies revealed that when employees had high levels of job embeddedness, job insecurity was significantly and positively related to job performance. In contrast, job insecurity was significantly and negatively related to job performance when there were low levels of job embeddedness. Furthermore, the results indicated that affective commitment mediated the interaction effect. The above conclusions not only illustrate the important role of job embeddedness in the relationship between job insecurity and job performance but also provide beneficial ideas and information to organisations and employees for managing job insecurity.

Job Insecurity and Employees Taking Charge: The Role of Global Job Embeddedness

2019 ◽  
Vol 47 (4) ◽  
pp. 1-12
Author(s):  
Qing Yang ◽  
Guohua Jin ◽  
Jingtao Fu ◽  
Mingze Li
Keyword(s):  
Comparative Analysis ◽  
Negative Correlation ◽  
Job Insecurity ◽  
Negative Relationship ◽  
Job Embeddedness ◽  
Taking Charge ◽  
Different Dimensions ◽  
Matched Data ◽  
The Impact

Although a few researchers have turned their attention to the positive impacts of job insecurity, they have discussed riskless pro-organizational behaviors, omitting some that are both risky and challenging, and neglecting different dimensions of job insecurity and the importance of comparative analysis of these. We examined the impact of dimensions of job insecurity on employees' taking charge. Specifically, from the job preservation perspective, we explored the influence of job insecurity on employees' response to taking charge. We acquired and analyzed leader–member matched data from 418 employees in 106 teams. We found a U-shaped relationship between employees' quantitative job insecurity and taking charge, whereas there was a negative correlation between qualitative job insecurity and taking charge. Additionally, employees' global job embeddedness moderated the negative relationship between qualitative job insecurity and taking charge, such that high job embeddedness alleviated the negative relationship and low job embeddedness enhanced the negative relationship between the two. These findings contribute to the directing of employees' taking-charge behavior in organizations.

scholarly journals Amid the COVID-19 Pandemic, Unethical Behavior in the Name of the Company: The Role of Job Insecurity, Job Embeddedness, and Turnover Intention

2021 ◽  
Vol 19 (1) ◽  
pp. 247
Author(s):  
Ibrahim A. Elshaer ◽  
Alaa M. S. Azazz
Keyword(s):  
Organizational Behavior ◽  
Turnover Intention ◽  
Unethical Behavior ◽  
Structural Equation ◽  
Job Insecurity ◽  
Job Embeddedness ◽  
Study Data ◽  
Equation Modeling ◽  
The Impact

The worldwide economic crisis initiated by the COVID-19 pandemic certainly altered the perception of regular job insecurity dimensions and brought these to the ultimate level. When employees feel insecure, they may decide to participate in unethical behavior in the name of the company to avoid layoff and become retained employees. This study investigated the relationship between job insecurity and unethical organizational behavior through the mediating role of job embeddedness and turnover intention. A total of 685 employees working in five- and four-star hotels and category A travel agents participated in this study. Data were analyzed using structural equation modeling. Job embeddedness and turnover intention were found to be partially mediated by the impact of job insecurity on unethical organizational behavior. Theoretical and practical implications were identified and discussed.

Reconsidering the Importance of Social Capital for the Subjective Well-Being of Migrants in the Digital Era

2019 ◽  
Vol 16 (4) ◽  
pp. 543-550
Author(s):  
Diana Mariana Popa
Keyword(s):  
Social Capital ◽  
Life Satisfaction ◽  
Well Being ◽  
Subjective Well Being ◽  
Migration Studies ◽  
East European ◽  
Digital Era ◽  
Study Results ◽  
The Impact

Social capital is an often-used indicator when measuring and explaining the happiness or life satisfaction levels of migrants and it is frequently measured with the item “How often do you socially meet with friends, relatives or colleagues?”. Migration studies should reconsider the weight that social capital (measured according to the frequency of socially meeting relevant others) has in the subjective well-being of migrants seen that the paradigm of the uprooted migrant has been replaced by the paradigm of the connected migrant. The purpose of this article is to show that in the digital era, the subjective well-being of the connected migrant is not influenced by physically meeting friends, relatives and colleagues as much as it was for the uprooted migrant. As supporting case study, results about the impact of social capital on the life satisfaction of East European migrants are presented.

Career obstacles facing Early Career Scientists (ECS) and a first look at solutions 

2021 ◽  
Author(s):  
Jenny Turton ◽  
Nienke Blom ◽  
Meriel Bittner ◽  
Michaela Wenner ◽  
Emily Mason
Keyword(s):  
Mental Health ◽  
Negative Impact ◽  
Job Insecurity ◽  
Early Career ◽  
Career Stage ◽  
Family Status ◽  
Transferable Skills ◽  
Social Media Platforms ◽  
The University ◽  
The Impact

<p>Despite the growing number of PhDs awarded in the geosciences in the last decade, the availability of permanent or more senior positions hasn’t matched this trend. Recent estimates suggest that less than 1% of graduates become professors/senior lecturers and only 30% stay in academic roles after graduation (The Royal Society, 2010). To analyse the impact of these developments on the Early Career Scientist (ECS) community, the ‘Careers and Jobs Working Group’ of the EGU representatives designed a survey. The survey focused on the motivation as well as obstacles faced by ECS in their decision to pursue a career in academia and on suggestions for resources to help them with their career decisions. The survey was distributed to ECS via social media platforms, webinars and newsletters.</p><p>Here, we present the preliminary outcome of the survey, received up until December 2020. The survey highlights that despite high interest in remaining in academia, many scientists are also interested in alternative careers, but face a number of barriers in their quest for both academic and non-academic positions. Some of the most prominent hurdles to a continued career in academia include poor job security and lack of support for families. The interest in non-academic careers varies by career stage and family status (whether single, in a relationship or a parent). The importance of this research is underlined by the recent ‘Graduate student happiness and wellbeing report’ conducted at the University of California, Berkley, which identified job insecurity and low career prospects as having a large negative impact on the mental health of ECS.</p><p>ECS are particularly interested to learn more about work fields that are related to their subject of study, about transferable skills and are keen to participate in events such as webinars and networking events. These findings highlight the role that international organisations (such as EGU, AGU, ERC) can play to help and guide ECS in finding a career path. Through their extensive networks both inside and outside of academia, such organisations are in a powerful position to facilitate interactions between members of different career stages and work fields. We suggest that a stronger focus on career development within such organisations – for example by creating a dedicated point of contact for careers information and regularly organising career-related events- will create a better outlook for ECS whilst also contributing to their mental health and overall wellbeing.</p>

scholarly journals PENGARUH RASA TIDAK AMAN BEKERJA TERHADAP SUBJECTIVE WELL-BEING DAN KUALITAS TIDUR DENGAN JOB EMBEDDEDNESS SEBAGAI MODERATOR

2019 ◽  
Vol 3 (1) ◽  
pp. 84
Author(s):  
Theresia Meirosa Purba ◽  
P. Tommy Y.S. Suyasa
Keyword(s):  
Sleep Quality ◽  
Job Insecurity ◽  
Well Being ◽  
Job Embeddedness ◽  
Linear Regression Method ◽  
Subjective Well Being ◽  
Quality Of Sleep ◽  
Work Insecurity ◽  
The Impact

Perubahan adalah suatu hal yang tidak terelakkan. Perubahan yang terjadi dalam organisasi bahkan disebut dapat menjadi salah satu sumber stress pada karyawan. Adanya gejala stress yang dialami karyawan tampak dari rasa tidak aman mengenai masa depan ataupun kelanjutan pekerjaannya. Bahkan rasa tidak aman bekerja diprediksi dapat berpengaruh terhadap kondisi emosi dan kualitas tidur karyawan. Dengan mengembangkan penelitian terdahulu, penelitian ini bertujuan mengidentifikasi pengaruh dari rasa tidak aman bekerja terhadap subjective well-being dan kualitas tidur pada karyawan Perusahaan X, dengan job embeddedness sebagai variabel moderator. Sebagai suatu gejala stress, rasa tidak aman bekerja (job insecurity) diartikan sebagai ancaman kehilangan pekerjaan yang dirasakan individu serta rasa khawatir yang berkaitan dengan ancaman tersebut. Dampak dari rasa tidak aman tersebut tampak pada subjective well-being yang diartikan sebagai penilaian keseluruhan individu terhadap pengalaman emosional, serta tampak pula pada kualitas tidur, yaitu aspek kuantitatif dan subyektif dari pengalaman tidur individu. Job embeddedness sebagai moderator didefinisikan sebagai faktor-faktor yang mempengaruhi keputusan seseorang untuk bertahan pada pekerjaan dan organisasi atau perusahaan. Penelitian ini berbentuk studi kuantitatif non-eksperimental dengan melibatkan 110 karyawan tetap dari Perusahaan X. Pengambilan data dilakukan melalui metode survey dengan menyebarkan e-form. Kemudian data dianalisis dengan metode regresi linear melalui program SPSS 24.0. dan menunjukkan hasil di mana secara umum job embeddedness tidak menunjukkan peran sebagai moderator pada pengaruh dari rasa tidak aman bekerja terhadap subjective well-being maupun kualitas tidur. Namun demikian, job embeddedness pada level tertentu akan menunjukkan peran sebagai moderator. Change is inevitable Changes that occur in an organization might even be a stressor for employees. One symptom of stress experienced by employees is the insecurity about the future or the continuation of their employment. This feeling of work insecurity is predicted to affect the emotional condition and quality of sleep of employees. By improving on previous research, this study aims to identify the effect of work insecurity on subjective well-being and sleep quality in Company X employees, with job embeddedness as a moderating variable. As a symptom of stress, job insecurity is defined as the threat of job loss felt by individuals as well as the worry associated with said threat. The impact of insecurity on subjective well-being is defined as an overall individual assessment of emotional experience, which is reflected on the quality of sleep, namely the quantitative and subjective aspects of individual sleep experience. Job embeddedness as the moderator is defined as the factors that influence a person's decision to stay with the job and organization or company. This research is a non-experimental quantitative study involving 110 employees from Company X. Data was collected through a survey by distributing e-forms. Then, the data were analyzed using linear regression method on SPSS 24.0. which shows that, in general, job embeddedness does not serve as moderator of the influence of work insecurity on subjective well-being and sleep quality. However, job embeddedness, at a certain level serves as moderator.

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