scholarly journals The role of union support in coping with job insecurity: A study among union members from three European countries

2005 ◽  
Vol 31 (4) ◽  
Author(s):  
Sjoerd Goslinga ◽  
Johnny Hellgren ◽  
Antonio Chirumbolo ◽  
Hans De Witte ◽  
Katharina Näswall ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Job Insecurity ◽  
Well Being ◽  
European Countries ◽  
Organisational Commitment ◽  
Work Related ◽  
Union Support ◽  
The Relationship ◽  
Moderating Role

The present study examines the potential moderating role of union support in the relationship between job insecurity and work-related attitudes and well-being of unionised employees. Survey data collected among union members from three European countries (The Netherlands, Italy and Sweden) indicate that job insecurity is associated with reduced levels of job satisfaction, well-being and organisational commitment. Contrary to expectations, union support moderated neither the effect of job insecurity on job satisfaction nor its effect on wellbeing. However, in two countries a moderating effect of union support on relation between the job insecurity and organisational commitment was found. Opsomming Die huidige studie ondersoek die potensiële modererende rol van vakbond ondersteuning in die verhouding tussen werksonsekerheid en werksverwante houdings en welstand van werknemers wat aan ’n, vakbond behoort. Opname data wat ingesamel is tussen vakbond lede van drie Europese lande (Nederland, Italië en Swede) toon dat werksonsekerheid geassosieer word met verlaagde vlakke van werkstevredenheid, welstand en organisasieverbondenheid. Teen verwagting, het vakbond ondersteuning nie die effek van werksonsekerheid op wekstevredenheid of welstand gemodereer nie. Daar is egter in twee lande ’n, moderende effek van vakbond ondersteuning op die verwantskap tussen werksonsekerheid en organisasie gebondenheid gevind.

Heeft coping een invloed op (de relatie tussen) baanonzekerheid, welzijn en arbeidstevredenheid?

2006 ◽  
Vol 19 (2) ◽  
Author(s):  
Katrien Bohets ◽  
Hans De Witte
Keyword(s):  
Job Satisfaction ◽  
Job Insecurity ◽  
Well Being ◽  
Job Characteristics ◽  
The Relationship ◽  
Moderating Role ◽  
Coping Behaviours

Does coping affect (the relationship between) job insecurity, well-being and job satisfaction? Does coping affect (the relationship between) job insecurity, well-being and job satisfaction? Katrien Bohets & Hans De Witte, Gedrag & Organisatie, Volume 19, Juni 2006, nr. 2, pp. 113. The consequences of both quantitative and qualitative job insecurity on well-being and job satisfaction are analysed. Quantitative job insecurity refers to the continuity of the actual job, whereas qualitative job insecurity refers to the continuity of valued job characteristics. The association of both kinds of insecurity with emotion-focused coping (avoidance) is studied, as well as the moderating role of problem-focused coping in the relation between job insecurity, satisfaction and well-being. Data of 568 employees from 23 companies are used to test the hypotheses. The results show that both forms of job insecurity are associated with a decrease in well-being and job satisfaction, as expected. Job insecurity is also associated with an increase in avoidance behaviours (emotion-focused coping) and with a decrease in problem-focused coping behaviours. Problem-focused coping (and avoidance) do not moderate the relationship between job insecurity, satisfaction and well-being.

How Cutbacks and Job Satisfaction Are Related: The Role of Top-Level Public Managers’ Autonomy

2015 ◽  
Vol 38 (1) ◽  
pp. 5-23 ◽  
Author(s):  
Joris van der Voet ◽  
Steven Van de Walle
Keyword(s):  
Job Satisfaction ◽  
Explanatory Variable ◽  
Well Being ◽  
Negative Consequences ◽  
The Public ◽  
Work Related ◽  
Public Managers ◽  
Cutback Management ◽  
The Relationship

Many studies on cutback management have suggested that cutbacks may have negative consequences for employee well-being in the public sector. However, the relationship between cutbacks and the work-related attitudes of top-level managers has received little attention. In this study, we assess the relationships between five commonly used cutback measures and the job satisfaction of top-level public managers in 12 European countries. We propose and test a model in which autonomy serves as an explanatory variable for the relationship between cutbacks and job satisfaction. The results indicate that cutback measures have little direct effect on the job satisfaction of managers. However, as cutback measures are related negatively to the perceived managerial autonomy of public managers and positively to the degree in which politicians interfere in the affairs of managers, autonomy may function as a mechanism to explain decreased job satisfaction as a result of cutback implementation.

scholarly journals Job insecurity: Mediator or moderator of the relationship between type of contract and various outcomes?

2005 ◽  
Vol 31 (4) ◽  
Author(s):  
Nele De Cuyper ◽  
Hans De Witte
Keyword(s):  
Turnover Intention ◽  
Job Insecurity ◽  
Future Research ◽  
Temporary Workers ◽  
Organisational Commitment ◽  
Wide Range ◽  
The Relationship ◽  
Moderating Role ◽  
Positive Work

Research on the consequences of job insecurity among temporary workers has been largely exploratory. This study investigates whether job insecurity either mediates or moderates the relationship between type of contract (temporary versus permanent) and its outcomes. It extends previous research by including a wide range of outcomes (job satisfaction, engagement, organisational commitment, trust, general health, irritation, turnover intention, performance, and positive work life interference), most of which have not yet been considered in this context. Results (N = 656) point to the moderating role of job insecurity, however only for outcomes reflecting immediate reactions. Implications for future research are discussed.

scholarly journals The mediating role of frustration of psychological needs in the relationship between job insecurity and work-related well-being

Work & Stress ◽  
2012 ◽  
Vol 26 (3) ◽  
pp. 252-271 ◽  
Author(s):  
Tinne Vander Elst ◽  
Anja Van den Broeck ◽  
Hans De Witte ◽  
Nele De Cuyper
Keyword(s):  
Job Insecurity ◽  
Well Being ◽  
Psychological Needs ◽  
Work Related ◽  
Mediating Role ◽  
The Relationship

scholarly journals THE MODERATING ROLE OF PSYCHOLOGICAL EMPOWERMENT ON THE RELATIONSHIP BETWEEN BENEVOLENT LEADERSHIP AND WELL-BEING IN THE CONTEXT OF EMPLOYEES WITH DISABILITIES

2021 ◽  
Vol 3 (2) ◽  
Author(s):  
Gugup Kismono ◽  
Dwita Safira Pranabella
Keyword(s):  
Job Satisfaction ◽  
Psychological Empowerment ◽  
Negative Impact ◽  
Perceived Discrimination ◽  
Well Being ◽  
Benevolent Leadership ◽  
Employees With Disabilities ◽  
The Relationship ◽  
Moderating Role

Main Objectives: This study aims to evaluate the moderating role of psychological empowerment on the relationship between benevolent leadership and employees’ well-being.Novelty: Since research involving disabled employees is rare, this study adds to the current body of knowledge by confirming the links between benevolent leadership, job satisfaction, and perceived discrimination. It also aims to find out how psychological empowerment influences the relationship between benevolent leadership and job satisfaction, as well as the association between benevolent leadership and perceived discrimination. Research methods: This research involves 85 respondents. They are employees with various disabilities working in different organizations. Moderated regression analysis is employed to analyze the data. Finding/Results: This study found that benevolent leadership significantly affect employees’ well-being: job satisfaction, and perceived discrimination. In addition, as expected, psychological empowerment strengthens the positive impact of benevolent leadership on job satisfaction. On the contrary, psychological empowerment weakens the negative impact of benevolent leadership on perceived discrimination. Conclusion: Based on the conservation of resources theory, resources provided by the organization, in this case is benevolent leadership, perceived by employees with disabilities as a recovery of the loss of resources (disabilities). Recruiting benevolent leaders or developing existing leaders to be more benevolence is important to improve disabilities employees’ well-being.

Well-being in times of ill-being: how AMO HRM practices improve organizational citizenship behaviour through work-related well-being and service leadership

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Andres Salas-Vallina ◽  
Susana Pasamar ◽  
Mario J. Donate
Keyword(s):  
Organizational Citizenship ◽  
Well Being ◽  
Public Healthcare ◽  
Content Type ◽  
Work Related ◽  
Service Leadership ◽  
Time Lagged ◽  
The Relationship ◽  
Moderating Role

PurposeThe purpose of this research is to examine the effect of ability, motivation and opportunity (AMO) practices on organizational citizenship behaviour (OCB), in medical staff working in specialized units. In addition, we check the mediating role of work-related well-being, understood as engagement, trust and exhaustion, in the relationship between AMO practices and OCB. Furthermore, the moderating role of service leadership is analysed in the relationship between AMO practices and work-related well-being.Design/methodology/approachUsing the AMO framework under the job demands-resources (JD-R) model, and based on a sample of 214 employees from public healthcare, a time-lagged moderation-mediation model was performed.FindingsResults provide evidence that AMO practices have a positive effect on OCB. Further, work-related well-being mediated the effect of AMO practices on OCB. In addition, service leadership exerted a moderating role between AMO practices and work-related well-being.Originality/valueBuilding on recent research which has emphasized the knowledge gap regarding how human resource practices might positively affect both employees and organizations, this is the first study that indicates that said practices positively affect both employee well-being and OCBs in the public healthcare context.

scholarly journals Two sides of workplace interactions: How appreciation and social stressors shape the relationship between job insecurity and well-being

2020 ◽  
Vol 16 (3) ◽  
pp. 458-478
Author(s):  
Mauricio E. Garrido Vásquez ◽  
Patricia Garrido-Vásquez ◽  
Kathleen Otto
Keyword(s):  
Job Satisfaction ◽  
Job Insecurity ◽  
Well Being ◽  
Conservation Of Resources ◽  
Social Stressors ◽  
Workplace Interactions ◽  
Online Study ◽  
The Relationship ◽  
Two Sides

Job insecurity has frequently been shown to have a dysfunctional impact on well-being. Based on the conservation of resources (COR) theory, the aim of this study was to investigate how the experience of appreciation at the workplace and the occurrence of social stressors shape the relationship between job insecurity and three indicators of well-being: (a) job satisfaction, (b) (emotional) irritation, and (c) engagement (dedication to the job). In an online study with 117 psychologists, we found that appreciation buffered the relationship between job insecurity and irritation. Social stressors further qualified the moderating effect of appreciation on job satisfaction and dedication, but not fully in the proposed direction. Theoretical implications about the role of more or less social contacts at work (reflected in the experience of appreciation as well as social stressors) when dealing with job insecurity will be discussed.

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