Search

Research has shown that closedowns seem to result in increased productivity even though all productivity targets have been abandoned. The closedown case analysed in this article is different from previous research since management came to employ high goals for productivity and efficiency throughout the entire closedown process (29 months). The article argues that individuals gradually accept the demise and detach themselves from the dying organization by adopting new career goals which they can start pursuing after the actual closure, thus the closure becomes a subgoal. This study examines change in the dependent variables’ mean values, and the relationships between goal setting, job performance, goal commitment, organizational citizenship behaviour, job satisfaction and job-induced tension. A longitudinal design (N = 151) based on two data points (T1: February 2006, T2: February 2007) were tapped into the annual goal setting process. The results support that goal setting was effective in this specific closedown scenario. [ABSTRACT FROM AUTHOR]

The article offers the author's perspectives regarding the use of the term "job insecurity," which is discussed in several European journals. It scrutinizes the content of several journals including "European Journal of Work and Organizational Psychology," "Job Insecurity: Coping with Jobs at Risk," and "International Studies of Management and Organization" that pertains to job insecurities. It notes that in 2010, the journal "International Studies of Management and Organization" published a special issue that criticizes how job insecurities has evolved, the aspects that must be given attention and the new knowledge generated from several research conducted on job insecurity.

In the context of rapidly changing environmental conditions, innumerable organizations engage in restructuring activities. As a consequence, many employees feel insecure about the future existence of their jobs. While research suggests that such job insecurity has negative consequences for employee attitudes and well-being, less is known about if and how these negative effects can be alleviated by social support from the union. This present study tests for a potential moderator effect of perceived union support in the insecurity mental health complaints relation using survey data collected among unionized workers in Italy, the Netherlands and Sweden. The results indicate that job insecurity is associated with mental health complaints in all participating countries and that union support relates negatively to mental health complaints in one of the participating countries. However, no interaction effect was obtained, thus indicating that union support does not reduce the effects of job insecurity on mental health complaints. [ABSTRACT FROM AUTHOR]

The increased flexibility on the labour market has given rise to feelings of job insecurity in many individuals. The stress literature suggests that the fear of losing one's job could be as detrimental as losing the job itself, and numerous studies indicate that job insecurity may indeed have important consequences for both the individual and the organization. However, the effects of job insecurity are typically greater with regard to short-term rather than long-term consequences. Therefore, the aim of this article is to investigate if short-term consequences (job satisfaction and organizational commitment) mediate the impact of job insecurity on long-term outcomes (mental health complaints and turnover intention). Survey data from four European countries show that the effect of job insecurity on turnover intention is mediated by organizational commitment and job satisfaction. In contrast, it appears that work attitudes partially mediate the effect of job insecurity on mental health complaints. [ABSTRACT FROM AUTHOR]

Examines the relative importance of downsizing-related variables and factors associated with fair treatment for job satisfaction, union satisfaction and well-being. Identification of the downsizing characteristics; Nature of fair treatment; Moderation of the negative effects of downsizing.