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Improving one's work-related skills may be particularly valuable for workers coping with jobs at risk. The present study investigates the effect of job insecurity on participation in formal development activities and examines the antagonistic roles of need for development and availability of learning opportunities in this relationship. We used data from the Dutch Longitudinal Internet Studies for the Social Sciences panel (LISS-panel) of 3744 employees who were followed over an eight-year period. This study applied random-intercept cross-lagged panel modeling to examine long-term within-individual changes. Results indicated that increases in job insecurity were related to increases in the need for development and decreases in learning opportunities. No significant relationships were found between changes in the need to improve one's skills and changes in participation in formal development, and between changes in learning opportunities and changes in participation in formal development. Our results suggest a duality: while individuals coping with increases in job insecurity experience increases in their need for learning opportunities, they experience decreases in the likelihood of receiving these opportunities. We also found a direct effect from job insecurity on participation, in which increases in job insecurity were related to decreases in participation in development activities. These findings showcase the long-term consequences of job insecurity on employee development. • 3744 employees were followed over an eight-year period. • Increases in job insecurity were related to increases in the need to improve one's skills. • At the same time, increases in job insecurity were associated with decreases in perceived learning opportunities. • The need for development and perceived learning opportunities were not related to participation in formal development. • Increases in job insecurity were related to decreases in participation in development activities. [ABSTRACT FROM AUTHOR]

Boredom and burnout are suggested to develop from opposite conditions: Whereas boredom is associated with low job stressors, burnout is driven by high job stressors. However, little empirical research exists on the relations between different types of stressors and boredom at work vis-à-vis burnout. Moreover, the direction of these relations has not been previously examined. Drawing from control – value theory and the challenge – hindrance stressor framework we used two-wave panel data from 1730 employees to examine cross-lagged relations between two types of job stressors (i.e., workload and red-tape), boredom and burnout. Results of structural equation modelling revealed that both workload and red-tape positively predicted burnout, while only red-tape positively predicted job boredom over the follow-up period. Furthermore, we found that while burnout positively predicted both perceived workload and red-tape, boredom negatively predicted both types of stressors. We also found a positive reciprocal relation between boredom at work and burnout. These results imply that boredom and burnout may have partly distinct antecedents and outcomes, but they may also fuel each other in a way that requires further research. Implications for practice are discussed. • Boredom at work and burnout were positively and reciprocally related. • Red-tape positively predicted both boredom and burnout at work. • Workload was positively related to burnout but did not negatively predict boredom at work. • Boredom at work negatively predicted workload. • Burnout positively predicted workload and red-tape. [ABSTRACT FROM AUTHOR]