Kwantitatieve en kwalitatieve baanonzekerheid: samenhangen met arbeidstevredenheid en psychisch welzijn

2007 ◽  
Vol 20 (2) ◽  
Author(s):  
Yasmin Handaja ◽  
Hans De Witte
Keyword(s):  
Job Satisfaction ◽  
Working Conditions ◽  
Social Relations ◽  
Job Insecurity ◽  
Well Being ◽  
Negatively Associated ◽  
Bank Employees ◽  
Job Content ◽  
The Impact ◽  
The Relationship

Quantitative and qualitative job insecurity: associations with job satisfaction and well-being Quantitative and qualitative job insecurity: associations with job satisfaction and well-being Y. Handaja & H. De Witte, Gedrag & Organisatie, volume 20, June 2007, nr. 2, pp. 137-159 This study analyses the associations between both quantitative and qualitative job insecurity and job satisfaction and psychological ill-being. We also analyse whether the relationship between job insecurity and psychological ill-being is mediated by job satisfaction. A more subtle and differentiated measurement of qualitative job insecurity is used, in which insecurity is measured regarding four aspects: the job content, working circumstances, working conditions and social relations. Data gathered among Belgian bank employees are used to test the hypotheses. The results show that both quantitative and qualitative job insecurity are negatively associated with job satisfaction and positively associated with psychological ill-being. The relationship between job insecurity and psychological ill-being is only partially mediated by job satisfaction. This signifies that the impact of job insecurity exceeds the boundaries of work, since it exerts an autonomous impact on the psychological well-being of individual workers. Limitations of the research and recommendations for further research are discussed.  

Hangt baanonzekerheid samen met burn-out?

2008 ◽  
Vol 24 (2) ◽  
Author(s):  
Yasmin Handaja ◽  
Hans De Witte
Keyword(s):  
Working Conditions ◽  
Social Relations ◽  
Emotional Exhaustion ◽  
Job Insecurity ◽  
Strong Impact ◽  
Negatively Associated ◽  
Burn Out ◽  
Bank Employees ◽  
Job Content ◽  
Three Components

Are job insecurity and burnout related? An exploration in the bank sector Are job insecurity and burnout related? An exploration in the bank sector This study analyzes the associations between both quantitative and qualitative job insecurity and burnout. A more differentiated measurement of qualitative job insecurity is used, in which insecurity is measured regarding four aspects: the job content, working circumstances, working conditions and social relations. Data gathered among Belgian bank employees are used to test the hypotheses (n = 7146). The results show that both quantitative and qualitative job insecurity are negatively associated with the three components of burnout (emotional exhaustion, distance and reduced feeling of competence). Job insecurity is strongly associated with distance: insecure employees tend to distance themselves from their job. This emphasizes the strong impact of job insecurity, since it is even associated with burnout.

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.

scholarly journals INTERACTIONS OF OPTIMISM WITH SOCIAL RELATIONS FOR WOMEN'S WELL-BEING

2019 ◽  
Vol 3 (Supplement_1) ◽  
pp. S212-S212
Author(s):  
Aurora M Sherman
Keyword(s):  
Native American ◽  
Social Relations ◽  
Negative Impact ◽  
Well Being ◽  
Self Esteem ◽  
Process Models ◽  
Social Strain ◽  
The Impact ◽  
The Relationship ◽  
Variance Explained

Abstract The impact of personality on the relationship between social relations and well-being has been understudied. We assessed optimism, social support, and social strain in association with self-esteem, depressive symptoms and life satisfaction for a sample of 247 women (Mean age = 57.56, range 45-89 years) from three race groups (42% Native American, 34% African American, 24% European American). PROCESS models revealed significant interactions between optimism and support suggesting that high support buffers the risk of low optimism for all three dependent variables, and two interactions of optimism with social strain, showing that low optimism exacerbated the negative impact of high strain for CES-D and self-esteem scores. The full models accounted for 30-50% of the variance explained in each outcome. We discuss important resources for resilience shown by the women in the sample.

scholarly journals Predisposition to Change Is Linked to Job Satisfaction: Assessing the Mediation Roles of Workplace Relation Civility and Insight

2020 ◽  
Vol 17 (6) ◽  
pp. 2141 ◽  
Author(s):  
Alessio Gori ◽  
Eleonora Topino
Keyword(s):  
Job Satisfaction ◽  
Psychological Factors ◽  
Modern Society ◽  
Well Being ◽  
The Other ◽  
Relevant Role ◽  
The Impact ◽  
The Relationship ◽  
Positive Results

The globalization processes typical of liquid modern society require organizations to have high levels of flexibility, dynamism, and rapidity of change, testing the adaptability of workers with possible repercussions on well-being and productivity. Therefore, this study aimed to investigate the role of several psychological factors in favoring job satisfaction in a group of organizational workers (mean age = 46.24; SD = 9.99; 40.9% males and 59.1% females). Firstly, the impact of predisposition to change on job satisfaction through workplace relational civility (others with me) or insight orientation as independent mediating variables was analyzed. After that, this relationship was also studied by testing the effect that the simultaneous interaction of both mediators could have. Results show that workplace relational civility (others with me) significantly mediated the relationship between predisposition to change and job satisfaction, while no significance was found in the effect of insight when considered individually. However, the latter acquires greater relevance if placed in interaction with the other mediator, that is found to be the most proximal factor linking job satisfaction to the other more distal variables. Such findings might have a relevant role in strengthening preventive intervening, favoring positive results for greater well-being of both subjects and organizations.

scholarly journals Balancing flexibility and security in Europe? The impact of unemployment on young peoples’ subjective well-being

2019 ◽  
Vol 26 (3) ◽  
pp. 243-261 ◽  
Author(s):  
Helen Russell ◽  
Janine Leschke ◽  
Mark Smith
Keyword(s):  
Young People ◽  
Job Insecurity ◽  
Well Being ◽  
European Social Survey ◽  
Subjective Well Being ◽  
Social Survey ◽  
Job Instability ◽  
Unemployment Spells ◽  
The Impact ◽  
The Relationship

We examine the relationship between ‘flexicurity’ systems, unemployment and well-being outcomes for young people in Europe. A key tenet of the flexicurity approach is that greater flexibility of labour supply supports transitions into employment, trading longer-term employment stability for short-term job instability. However, there is a risk that young people experience greater job insecurity, both objective and subjective, with less stable contracts and more frequent unemployment spells. Our research draws on data from the European Social Survey and uses multi-level models to explore whether and how flexibility-security arrangements moderate the effect of past and present unemployment on the well-being of young people. We distinguish between flexibility-security institutions that foster improved job prospects and those that provide financial security.

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.

scholarly journals Corporate social responsibility and internal stakeholders’ health and well-being in Europe: a systematic descriptive review

2020 ◽  
Author(s):  
Gloria Macassa ◽  
Cormac McGrath ◽  
Gianpaolo Tomaselli ◽  
Sandra C Buttigieg
Keyword(s):  
Job Satisfaction ◽  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Well Being ◽  
Employee Health ◽  
Bottom Line ◽  
Corporate Social ◽  
The Impact ◽  
The Relationship ◽  
Health And Well Being

Abstract Corporate social responsibility (CSR) can contribute to the triple bottom line of economic, social and environmental performance in organizations. However, the relationship between CSR, employee health and well-being has not been frequently assessed despite an increased awareness that this relationship can contribute to sustainable workplaces. To identify studies addressing the relationship between CSR and employee health and well-being within the EuCIropean context, we conducted a systematic literature search using Web of Science and Medline. Of the 60 articles screened for inclusion, 16 were retained. The results suggest that the majority (n = 14) of the identified studies aimed to understand the impact of CSR strategies on employees’ job satisfaction. None of the studies investigated the relationship between internal CSR and physical health. There was no clarity in the measurement of either internal CSR or the extent to which it affected employee outcomes. There is a need for consensus on measurement of internal CSR and of the health and well-being-related outcomes. Public health and occupational health researchers should be part of the discussion on the potential role of CSR in physical and psychological health outcomes beyond job satisfaction.

scholarly journals Psychological Capital, Workload, and Burnout: What’s New? The Impact of Personal Accomplishment to Promote Sustainable Working Conditions

2020 ◽  
Vol 12 (19) ◽  
pp. 8124
Author(s):  
M. Inmaculada López-Núñez ◽  
Susana Rubio-Valdehita ◽  
Eva M. Diaz-Ramiro ◽  
Marta E. Aparicio-García
Keyword(s):  
Working Conditions ◽  
Structural Equation ◽  
Protective Factor ◽  
Psychological Capital ◽  
Job Demands ◽  
Well Being ◽  
Personal Accomplishment ◽  
Personal Resource ◽  
The Impact ◽  
The Relationship

Research on burnout has traditionally focused on job demands, with less attention paid to protective factors. From the emerging and innovative area of psychology of sustainability and sustainable development, this study aimed to analyze the relationship that job demands (workload), and personal resources (psychological capital) have with burnout. The sample includes 517 workers from various professional sectors. Results of the structural equation analysis show that (1) psychological capital and workload are related to burnout, and (2) personal accomplishment is more a personal resource than burnout dimension. The results confirm the role of psychological capital as a protective factor for burnout. Finally, the importance of examining the relationship between the components of psychological capital, personal accomplishment, and positive emotions is pointed out due to the importance of organizations promoting the development of psychological strengths and resources to promote well-being and sustainable working conditions.

Drivers of intrapreneurship: an affective events theory viewpoint

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yariv Itzkovich ◽  
Sibylle Heilbrunn ◽  
Niva Dolev
Keyword(s):  
Job Satisfaction ◽  
Job Insecurity ◽  
Affective Events Theory ◽  
Content Type ◽  
Study Results ◽  
Affective Events ◽  
Antecedents And Consequences ◽  
The Impact ◽  
First Time ◽  
The Relationship

PurposeIn the current study framework, the authors test the underlying assumptions of affective events theory concerning the impact of job satisfaction and job insecurity driven by incivility on intrapreneurial behaviour.Design/methodology/approachData were collected with a sample of 510 employees from five organisations. All hypotheses were tested via SmartPLS3. Additionally, a distinction between formative and reflective measures was performed.FindingsFindings revealed that incivility decreases intrapreneurial behaviour, mediated by job satisfaction and job insecurity. Additionally, this study’s results show that the relationship between job satisfaction and job insecurity and intrapreneurial behaviour distinguishes unionised employees from employees who are not unionised.Research limitations/implicationsThe cross-sectional nature of the present data precluded definitive statements about causality. Additionally, further studies should increase the sample size and include an international perspective to ensure the overall generalisability of the results.Practical implicationsPractically, this study’s findings point to the need for organisational management to understand better underlying employees' perceptions and their antecedents and consequences.Originality/valueThe study results contribute to the literature by testing the core assumptions of affective events theory and by extending the affective events theory model, incorporating contextual influences on the relationship between attitudes and behaviours. The authors also show for the first time that incivility can be directly (compared to indirectly) linked to emotional-based responses, but not to those responses driven by cognitive appraisals. Thus, the study also contributes to the incivility literature and the understanding of various antecedents and consequences of incivility. Additionally, this study addressed the notion of formative versus reflective measurement models for the first time relating to incivility and intrapreneurial behaviour, allowing for more sensitive and less biased results. Herein lies an additional methodological contribution.

scholarly journals Moderating influence of social support on the relationship of workplace loneliness and well-being of employees with special needs in Pakistan

2021 ◽  
Vol 2 (2) ◽  
pp. 131-149
Author(s):  
Mehwash Ramzan ◽  
Sana Mukarram ◽  
Aleena Mukarram ◽  
Shaheryar Naveed
Keyword(s):  
Social Support ◽  
Special Needs ◽  
Social Relations ◽  
Well Being ◽  
Managerial Role ◽  
Whole Process ◽  
Social Media Platforms ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship

Workplace Loneliness is a process, which begins with the psychological requirement of belongingness, and exposes on the reality of social relations within the organizations. This research finds out the impact of workplace loneliness of employees with special needs on their psychological well-being with moderating impact of perceived social support from co-workers and managers. For this purpose, 120 employees with special needs working on managerial role, belonging from public (37%), private (32%), and non-governmental (32%) sectors participated as respondents of the questionnaire-based survey, which was developed on a website according to international accessibility standards. The data was collected by circulating it through multiple social media platforms. The analysis of collected data was performed in MS Excel and IBM SPSS Statistics. Results are clearly showing that social support is an important factor in reducing workplace loneliness and in increasing the well-being of employees with special needs. Therefore, these special employees must be treated as differently abled bodies instead of disabled ones. Hindrances including Covid-19 and software inaccessibility were also faced during the whole process. On the basis of this study, future researchers can research further about type of social support that should be provided on workplace to employees with special needs.

Sign in / Sign up

Export Citation Format

Share Document