On the Reciprocal Relationship between Quantitative and Qualitative Job Insecurity and Outcomes. Testing a Cross-Lagged Longitudinal Mediation Model

Prior cross-sectional research indicates that the negative effects of quantitative job insecurity (i.e., threat to job loss) on employees’ wellbeing are fully mediated by qualitative job insecurity (i.e., threat to job characteristics). In the current longitudinal study, we replicated and further extended this view to include a direct effect of qualitative job insecurity on quantitative job insecurity. We explored these reciprocal relations in the context of their concurrent effects on work related outcomes by means of dual-mediation modelling. We identified a wide range of the outcomes, classified as: job strains (i.e., exhaustion, emotional and cognitive impairment), psychological coping reactions (i.e., job satisfaction, work engagement, turnover intention), and behavioral coping reactions (i.e., in-role and extra role performance, counterproductive behavior). We employed a three-wave panel design and surveyed 2003 Flemish employees. The results showed that the dual-mediation model had the best fit to the data. However, whereas qualitative job insecurity predicted an increase in quantitative job insecurity and the outcome variables six months later, quantitative job insecurity did not affect qualitative job insecurity or the outcomes over time. The study demonstrates the importance of qualitative job insecurity not only as a severe work stressor but also as an antecedent of quantitative job insecurity. Herewith, we stress the need for further research on the causal relations between both dimensions of job insecurity.

Overwork and overtime on turnover intention in non-luxury hotels: Do incentives matter?

PurposeGiven the intense competition in the hotel industry, this study investigates the effect of overwork (OW) and overtime (OT) on turnover intention (TI) as well as the moderating effect of incentives in the context of non-luxury hotels in an emerging market.Design/methodology/approachUsing a purposive sampling technique, a total of 271 front-line employees who are currently working in non-luxury hotels in Sarawak responded to the study. Partial least squares structural equation modeling (PLS-SEM) was used to perform latent variable and moderation analyses.FindingsThe findings show that both OW and OT have a direct impact on TI. Contrary to the past studies, incentives do not exert any moderating effect on the relationship between OW, OT and TI among the employees working at non-luxury hotels.Originality/valueThis is one of the first studies to explore the effect of incentives between OW and working OT on TI in the context of the non-luxury hotels in an emerging market and show why incentives might not work. It further advances the understanding of the JD-R theory, demonstrating the necessity for organizations to provide matching resources to address job strains.

Dangers of workplace bullying: evidence from the Caribbean

Purpose The purpose of this paper is to examine whether person-related bullying, work-related bullying, and physically intimidating bullying predict three forms of job strain: physical exhaustion, work-related depression, and interpersonal counterproductive work behaviour (CWB-P). Design/methodology/approach The study surveyed a wide cross-section of employees across a number of private sector organisations in a small developing country in the Caribbean region. Findings The prevalence rate of workplace bullying in the current Caribbean sample was 54 per cent. The regression results revealed that person-related bullying and work-related were positively related to work-related depression, whereas physically intimidating bullying and work-related bullying were positively related to CWB-P. None of the three forms of bullying predicted physical exhaustion. When the overall workplace bullying composite was used, all three job strains were significantly predicted. Research limitations/implications The study utilised a cross-sectional self-report survey research design which does not permit causal inferences to be made. Common method variance is a possible limitation due to the use of self-report measure but this was ruled out by a Harman’s single factor test. Longitudinal research using a mixture of subjective and objective measures is needed to further investigate these relationships reported here. Practical implications First, social and interpersonal skills and emotional intelligence training and development opportunities should be provided to both managers and employees as a means of developing individuals who are socially aware, interpersonally competent, and emotionally intelligent in their interactions with each other at work. Second, a zero-tolerance approach should be communicated throughout the organisation evidenced by clear and explicit organisational policies against these acts. Third, it would be of good practical value to establish health and safety committees to identify, assess and tackle various psychosocial and other hazards at work (e.g. workplace bullying). Originality/value The study utilised a three-dimensional model of bullying at work (as well as a composite form of bullying) for predicting three forms of job strains among employees in various Caribbean workplaces.

Job demands, health, and absenteeism: does bullying make things worse?

Purpose – The purpose of this paper is to examine workplace bullying as a potential moderator (or exacerbator) in the relationship between job demands and physical, mental and behavioral strain. Design/methodology/approach – Survey data from a cross-section of 262 employees were collected using a range of measures and hierarchical moderated regressions were performed to examine the interactive effects of job demands and workplace bullying on physical exhaustion, depression, and medically certified and uncertified absenteeism. Findings – The results revealed that workplace bullying significantly exacerbated the effects of job demands on physical exhaustion, depression, and uncertified absenteeism. Research limitations/implications – The study utilized a cross-sectional self-report survey research design which does not permit causal inferences to be made. Longitudinal research is needed to further investigate these relationships reported here. Practical implications – Managers should seek to minimize workplace bullying as well as excessive job demands to help alleviate the risk of employees developing negative health outcomes. Originality/value – The study investigated how different categories of stressors interact with each other to predict various health outcomes or forms of job strains.