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Abstract Background Healthcare literature suggests that leadership behavior has a profound impact on nurse work-related well-being. Yet, more research is needed to better conceptualize, measure, and analyse the concepts of leadership and well-being, and to understand the psychological mechanisms underlying this association. Combining Self-Determination and Job Demands-Resources theory, this study aims to investigate the association between engaging leadership and burnout and work engagement among nurses by focusing on two explanatory mechanisms: perceived job characteristics (job demands and resources) and intrinsic motivation. Methods A cross-sectional survey of 1117 direct care nurses (response rate = 25%) from 13 general acute care hospitals in Belgium. Validated instruments were used to measure nurses’ perceptions of engaging leadership, burnout, work engagement, intrinsic motivation and job demands and job resources. Structural equation modeling was performed to test the hypothesised model which assumed a serial mediation of job characteristics and intrinsic motivation in the relationship of engaging leadership with nurse work-related well-being. Results Confirmatory factor analysis indicated a good fit of the measurement model. The findings offer support for the hypothesized model, indicating that engaging leadership is linked to enhanced well-being, as reflected in increased work engagement, and reduced burnout. The results further showed that this association is mediated by nurses’ perceptions of job resources and intrinsic motivation. Notably, while job demands mediated the relationship between EL and nurses’ well-being, the relationship became unsignificant when including intrinsic motivation as second mediator. Conclusions Engaging leaders foster a favourable work environment for nursing staff which is not only beneficial for their work motivation but also for their work-related well-being. Engaging leadership and job resources are modifiable aspects of healthcare organisations. Interventions aimed at developing engaging leadership behaviours among nursing leaders and building job resources will help healthcare organisations to create favourable working conditions for their nurses. Trial Registration: The study described herein is funded under the European Union’s Horizon 2020 Research and Innovation programme from 2020 to 2023 (Grant Agreement 848031). The protocol of Magnet4Europe is registered in the ISRCTN registry (ISRCTN10196901).

In this longitudinal study, we explore the dynamic connection between job insecurity and psychological contract breach over time. Building on Attribution Theory and theoretical work on psychological contract breach, we investigate the reciprocal relationship between job insecurity and psychological contract breach with causal attributions potentially moderating this relationship. Specifically, blaming the organization for possible job loss in the future (i.e., causal attribution to the organization) was predicted to amplify this relationship, whereas blaming external factors such as the economic situation (i.e., causal attribution to external factors) was predicted to buffer this relationship. We collected three-wave cross-lagged panel data from a heterogenous sample of 1,994 Belgian workers from different sectors and socio-economic backgrounds. We applied Random Intercept Cross-Lagged Panel Modeling to analyze the data. Within-person level results revealed that psychological contract breach consistently predicted subsequent job insecurity, whereas job insecurity did not forecast future psychological contract breach, preventing us from establishing a reciprocal relationship. However, in one of four moderation tests, causal attributions significantly moderated the job insecurity–psychological contract breach relationship: higher attributions to external factors at Time 1 unexpectedly unveiled a positive lagged relationship, as supported by the interaction plot. For higher attributions to the organization at Time 2, the interaction plot also indicated a positive lagged relationship. These findings are inconsistent over time and far from conclusive but do offer some initial indications that job insecurity is related to more future psychological contract breach under specific circumstances, indicating a reciprocal link. Implications for theory and practice are discussed.

Abstract Background There is a gap between the necessity of effective mental health interventions in the workplace and the availability of evidence-based information on how to evaluate them. The available evidence outlines that mental health interventions should follow integrated approaches combining multiple components related to different levels of change. However, there is a lack of robust studies on how to evaluate multicomponent workplace interventions which target a variety of outcomes at different levels taking into account the influence of different implementation contexts. Method We use the MENTUPP project as a research context to develop a theory-driven approach to facilitate the evaluation of complex mental health interventions in occupational settings and to provide a comprehensive rationale of how these types of interventions are expected to achieve change. We used a participatory approach to develop a ToC involving a large number of the project team representing multiple academic backgrounds exploiting in tandem the knowledge from six systematic reviews and results from a survey among practitioners and academic experts in the field of mental health in SMEs. Results The ToC revealed four long-term outcomes that we assume MENTUPP can achieve in the workplace: 1) improved mental wellbeing and reduced burnout, 2) reduced mental illness, 3) reduced mental illness-related stigma, and 4) reduced productivity losses. They are assumed to be reached through six proximate and four intermediate outcomes according to a specific chronological order. The intervention consists of 23 components that were chosen based on specific rationales to achieve change on four levels (employee, team, leader, and organization). Conclusions The ToC map provides a theory of how MENTUPP is expected to achieve its anticipated long-term outcomes through intermediate and proximate outcomes assessing alongside contextual factors which will facilitate the testing of hypotheses. Moreover, it allows for a structured approach to informing the future selection of outcomes and related evaluation measures in either subsequent iterations of complex interventions or other similarly structured programs. Hence, the resulting ToC can be employed by future research as an example for the development of a theoretical framework to evaluate complex mental health interventions in the workplace.

Objectives To determine the well-being of physicians and nurses in hospital practice in Europe, and to identify interventions that hold promise for reducing adverse clinician outcomes and improving patient safety.Design Baseline cross-sectional survey of 2187 physicians and 6643 nurses practicing in 64 hospitals in six European countries participating in the EU-funded Magnet4Europe intervention to improve clinicians’ well-being.Setting Acute general hospitals with 150 or more beds in six European countries: Belgium, England, Germany, Ireland, Sweden and Norway.Participants Physicians and nurses with direct patient contact working in adult medical and surgical inpatient units, including intensive care and emergency departments.Main outcome measures Burnout, job dissatisfaction, physical and mental health, intent to leave job, quality of care and patient safety and interventions clinicians believe would improve their well-being.Results Poor work/life balance (57% physicians, 40% nurses), intent to leave (29% physicians, 33% nurses) and high burnout (25% physicians, 26% nurses) were prevalent. Rates varied by hospitals within countries and between countries. Better work environments and staffing were associated with lower percentages of clinicians reporting unfavourable health indicators, quality of care and patient safety. The effect of a 1 IQR improvement in work environments was associated with 7.2% fewer physicians and 5.3% fewer nurses reporting high burnout, and 14.2% fewer physicians and 8.6% fewer nurses giving their hospital an unfavourable rating of quality of care. Improving nurse staffing levels (79% nurses) and reducing bureaucracy and red tape (44% physicians) were interventions clinicians reported would be most effective in improving their own well-being, whereas individual mental health interventions were less frequently prioritised.Conclusions Burnout, mental health morbidities, job dissatisfaction and concerns about patient safety and care quality are prevalent among European hospital physicians and nurses. Interventions to improve hospital work environments and staffing are more important to clinicians than mental health interventions to improve personal resilience.

Given that burnout is a major problem in many societies and that employers are legally obliged to act in preventing job stress, there is a need of validated and reliable short self-report instruments. The Burnout Assessment Tool (BAT) is developed to measure burnout as a syndrome with four core components (exhaustion, mental distance, cognitive and emotional impairment). So far, the BAT was tested in over 40 studies with encouraging results. Although a short, 12-item version of the BAT exists, there is need for an ultra-short version with even less items. The overall aim is to develop an ultra-short 4-item version of the BAT (BAT4) and to evaluate its construct validity using Rasch analysis in samples from various countries along with its measurement invariance regarding country, age and gender. The BAT4 was developed using mixed methods, i.e. combining the results from a Rasch analysis, a subject matter analysis and expert judgements. Construct validity was tested on data from national representative samples from eight countries (the Netherlands, Belgium (Flanders), Austria, Czech Republic, Finland, Germany, Ireland, and Japan) and in a pooled sample combing the data from all eight countries. Differential item functioning regarding age, gender and country was investigated. The BAT4 fulfilled all the criteria required by the Rasch measurement model to constitute a valid measure in the pooled and country specific samples, except Austria and Japan. In the pooled sample, measurement invariance between the eight countries as well as between gender and age was found. Analyses within different countries showed occasional gender and age DIF for some items. The results were promising regarding BAT4's construct validity and measurement invariance. Although the BAT4 includes only four items, its content coverage is acceptable. The BAT4 can be used as a short screening instrument for burnout complaints at the group or organisational level.

Background According to the Medical Research Council (MRC) framework, the theorisation of how multilevel, multicomponent interventions work and the understanding of their interaction with their implementation context are necessary to be able to evaluate them beyond their complexity. More research is needed to provide good examples following this approach in order to produce evidence-based information on implementation practices.Objectives This article reports on the results of the process evaluation of a complex mental health intervention in small and medium enterprises (SMEs) tested through a pilot study. The overarching aim is to contribute to the evidence base related to the recruitment, engagement and implementation strategies of applied mental health interventions in the workplace.Method The Mental Health Promotion and Intervention in Occupational Settings (MENTUPP) intervention was pilot tested in 25 SMEs in three work sectors and nine countries. The evaluation strategy of the pilot test relied on a mixed-methods approach combining qualitative and quantitative research methods. The process evaluation was inspired by the RE-AIM framework and the taxonomy of implementation outcomes suggested by Proctor and colleagues and focused on seven dimensions: reach, adoption, implementation, acceptability, appropriateness, feasibility and maintenance.Results Factors facilitating implementation included the variety of the provided materials, the support provided by the research officers (ROs) and the existence of a structured plan for implementation, among others. Main barriers to implementation were the difficulty of talking about mental health, familiarisation with technology, difficulty in fitting the intervention into the daily routine and restrictions caused by COVID-19.Conclusions The results will be used to optimise the MENTUPP intervention and the theoretical framework that we developed to evaluate the causal mechanisms underlying MENTUPP. Conducting this systematic and comprehensive process evaluation contributes to the enhancement of the evidence base related to mental health interventions in the workplace and it can be used as a guide to overcome their contextual complexity.Trial registration number ISRCTN14582090.

OBJECTIVE: Despite decades of burnout research, clinical validated cut-off scores that discriminate between those who suffer from burnout and those who don’t are still lacking. To establish such cut-off scores, the current study uses a newly developed questionnaire, the Burnout Assessment Tool (BAT) that consists of four subscales (exhaustion, mental distancing, and emotional and cognitive impairment). Separate cut-offs were computed for those at risk for burnout and those suffering from severe burnout for the original BAT-23 as well as for the shortened BAT-12.METHODS: Relative operating characteristic (ROC) analyses were carried out using representative samples of healthy employees from The Netherlands (N=1370), Belgium (Flanders; N=1403) and Finland (N=1350). In addition, samples of employees who received a burnout diagnosis were used (N=335, 158 and 50, respectively).RESULTS: The diagnostic accuracy of the BAT (area under the curve) ranges from good to excellent with the exception of mental distancing, which is fair. The country-specific cut-off values as well as their specificity and sensitivity are comparable to those of the pooled sample.CONCLUSIONS: In addition to country-specific cut-offs, general cut-offs can be used tentatively in other similar countries, pending future replication studies. Caution is warranted for using cut-offs for mental distance as the sensitivity and specificity of this subscale is relatively poor. It is concluded that the BAT can be used in organizational surveys for identifying employees at risk for burnout and, in clinical treatment settings, for identifying those with severe burnout, keeping in mind the tentativeness of the present cut-offs.

The Burnout Assessment Tool (BAT) is a new measure of burnout that was developed to address the shortcomings of existing burnout instruments. This study investigates the psychometric properties of the Lithuanian version of the Burnout Assessment Tool (BAT-LT). In total, 408 adult workers were surveyed (the mean age was 35.94 years; 68.6 per cent were female; 43.9 per cent held managerial positions). Participants came from different sectors of economic activity. The results showed that BAT-LT had good factorial validity, indicating that BAT-LT’s four subscales (exhaustion, cognitive impairment, emotional impairment, and mental distance) can be combined into a single burnout score. Moreover, Cronbach’s alpha values indicate good reliability for all six core and secondary burnout symptoms scales. Furthermore, the results confirmed that BAT-LT could be differentiated from job boredom, workaholism, work engagement and depression. Finally, measurement invariance across managerial status and the sector was observed. The results of this study provide solid evidence for BAT-LT’s reliability and factorial and construct validity.

Abstract Background Burnout is an increasing public health concern that afflicts employees globally. The measurement of burnout is not without criticism, specifically in the context of its operational definition as a syndrome, also recently designated as such by the World Health Organisation. The Burnout Assessment Tool (BAT-23) is a new measure for burnout that addresses many of the criticisms surrounding burnout scales. The aim of this study is to determine the validity, reliability, and measurement invariance of the BAT-23 in South Africa. Method A quantitative, cross-sectional survey, approach was taken (n = 1048). Latent variable modelling was implemented to investigate the construct-relevant multidimensionality that is present in the BAT. For measurement invariance, the configural, metric, scalar, and strict models were tested. Results The analyses showed that the hierarchical operationalisation of BAT-assessed burnout was the most appropriate model for the data. Specifically, a bifactor ESEM solution. Composite reliability estimates were all well above the cut-off criteria for both the global burnout factor and the specific factors. The measurement invariance tests showed that gender achieved not only strong invariance, but also strict invariance. However, ethnicity initially only showed strong invariance, but a test of partial strict invariance did show that the mean scores could be fairly compared between the groups when releasing certain constraints. Conclusions The BAT-23 is a valid and reliable measure to investigate burnout within the Southern African context.

Abstract Background Burnout is related to huge costs, for both individuals and organizations and is recognized as an occupational disease or work-related disorder in many European countries. Given that burnout is a major problem it is important to measure the levels of burnout in a valid and reliable way. The Burnout Assessment Tool (BAT) is a newly developed self-report questionnaire to measure burnout. So far, studies concerning the psychometric properties of the original version of the Burnout Assessment Tool (BAT) including 23 items show promising results and suggest that the instrument can be used in many different settings. For various reasons there is a need of a shorter instrument. For example, burnout questionnaires are typically included in employee surveys to evaluate psychosocial risk-factors, which according to the European Occupational Safety and Health Framework Directive, should be carried out in organizations on a regular basis. The aims of this paper are to develop a shorter version of the BAT, including only 12 items (BAT12) and to evaluate its construct validity and differential item functioning regarding age, gender and country. Methods Using data from representative samples of working populations in the Netherlands and Belgium (Flanders) a shorter version of the BAT was developed by combining quantitative (Rasch analysis) and qualitative approaches (item content analysis and expert judgements). Construct validity of the new BAT12 was evaluated by means of Rasch analysis. Results In an iterative procedure, deleting one item from each subscale at each step, a short version of the BAT – BAT12 was developed. The BAT12 fulfils the measurement criteria according to the Rasch model after accounting for local dependency between items within each subscale. The four subscales can be combined into a single burnout score. Conclusion The new BAT12 developed in the present study maintains the breath of item content of the original version of the BAT. The new BAT12 has sound psychometric properties. The scale works invariantly for older and younger, women and men and across two countries. A shorter version of the BAT is timesaving compared to the BAT23 and can be used in e.g. employee surveys.

Introduction The increasing burden of mental distress reported by healthcare professionals is a matter of serious concern and there is a growing recognition of the role of the workplace in creating this problem. Magnet hospitals, a model shown to attract and retain staff in US research, creates positive work environments that aim to support the well-being of healthcare professionals.Methods and analysis Magnet4Europe is a cluster randomised controlled trial, with wait list controls, designed to evaluate the effects of organisational redesign, based on the Magnet model, on nurses’ and physicians’ well-being in general acute care hospitals, using a multicomponent implementation strategy. The study will be conducted in more than 60 general acute care hospitals in Belgium, England, Germany, Ireland, Norway and Sweden. The primary outcome is burnout among nurses and physicians, assessed in longitudinal surveys of nurses and physicians at participating hospitals. Additional data will be collected from them on perceived work environments, patient safety and patient quality of care and will be triangulated with data from medical records, including case mix-adjusted in-hospital mortality. The process of implementation will be evaluated using qualitative data from focus group and key informant interviews.Ethics and dissemination This study was approved by the Ethics Committee Research UZ/KU Leuven, Belgium; additionally, ethics approval is obtained in all other participating countries either through a central or decentral authority. Findings will be disseminated at conferences, through peer-reviewed manuscripts and via social media.Trial registration number ISRCTN10196901.

In general, being unemployed has negative implications for the individual and the mental health of the public as a collective. One way to escape this situation is to search for a job. However, following self-determination theory (SDT), unemployed people's different reasons (i.e., their motivation) for engaging in a job search influence their well-being, attitudes, and behaviors for better or worse. Some research has already supported the associations between different types of motivation and these outcomes, but less is known about how these types of motivation simultaneously associate with these outcomes. The current study addressed this issue by studying how different motivational profiles had different implications for the affective experiences, commitment to employment, and job search behavior of the unemployed. Latent profile analysis, among 865 unemployed individuals from previously disadvantaged communities in South Africa, highlighted four distinct motivational profiles: motivated, ambivalent, amotivated, and unmotivated. The motivated reported some good well-being (i.e., positive experiences) and economic outcomes (i.e., employment commitment and job search), but these came at a cost (i.e., more negative experiences). The same went for the ambivalent, but to a lesser extent. Being unmotivated seemed to have the opposite effect in that it came with psychological benefits, but with economic costs, as these individuals might withdraw from the labor market. This also applied to the amotivated, although they experienced less psychological benefit than their unmotivated counterparts. The findings made several contributions to SDT and unemployment research and could help tailor interventions and policies for particular types of unemployed people.

Esse estudo visa investigar a relação entre Burnout e satisfação de vida em trabalhadores brasileiros pelo modelo teórico Job Demands-Resources (JDR), da Psicologia Positiva. Foram testadas as associações entre Burnout e demandas e recursos de trabalho, satisfação de vida e sintomas depressivos, em 986 participantes das cinco regiões brasileiras, entre 18 e 89 anos (M = 39, DP = 11,1), sendo 87,2% de mulheres. Os resultados demonstram que Burnout prediz sintomas depressivos e é consequente de altas demandas e baixos recursos laborais. O papel de mediação parcial da satisfação de vida se destaca quando associado aos recursos de trabalho, o que diminui a probabilidade de ocorrência do Burnout e sintomas depressivos associados. Conclui-se que recursos de trabalho e satisfação de vida são importantes fatores psicossociais de proteção ao Burnout, que influenciam indireta e negativamente sintomas depressivos. Contribuições desses achados para o trabalho e as organizações são discutidas no texto.

Job insecurity is an indicator of precarious work that refers to the fear of losing one's job. It is a relevant source of stress, with negative consequences on people's mental health. The main objective and contribution of this study is to identify how gender inequality and job insecurity are related, responding to the lack of consensus found in scientific literature in this field of study. To do so, a predictive study of job insecurity, broken down by gender, is developed, considering sociodemographic and labor variables as antecedents. The sample included 1,005 employees (420 men and 585 women) aged between 18 and 65, and a linear regression was conducted for each group. Results show that women perceive greater insecurity under precarious working conditions (temporary work, informal work, salary cuts, tenure), whereas in the case of men variables related to their professional careers (job category, education) and household incomes were relevant predictors. It is concluded that job insecurity affects both gender groups, but the conditions in which this perception grows are significantly impacted by gender inequality. These findings will allow for holistic and effective actions to decrease the effects of precarious work.

Purpose: This exploratory study aimed to provide a description of the experiences and perceptions of survivalist entrepreneurs in under-resourced communities. These survivalist entrepreneurs perceived themselves as ‘temporary’ entrepreneurs. They engaged in entrepreneurial ventures, whilst actively searching for secure formal employment. Design/methodology/approach: Qualitative interviews were conducted with four informal survivalist microenterprise entrepreneurs (ISM-E entrepreneurs). Narratives relating to their experiences and perceptions of their environment, community and government support and their experience of owning a microenterprise in an impoverished community were analysed inductively. Findings/results: Fourteen themes were identified and were grouped under two broad topics, namely the characterisation of the entrepreneur and the surrounding setting of the ISM-E entrepreneur. The discussion of the findings was presented in a positive deviance framework. Practical implications: It was proposed that the ingenuity and strengths of these ISM-E entrepreneurs be acknowledged and that their positive discourses be cultivated and encouraged in order to inspire unemployed people around them. These ISM-E entrepreneurs could, ideally, point social scientists to possible context-appropriate solutions to the huge unemployment challenge experienced in disadvantaged communities. Originality/value: This study addresses a knowledge gap pertaining to the exploration of micro-entrepreneurship in under-resourced communities within a positive deviance framework.

No validated intervention that specifically addresses the psychosocial needs of unemployed people exists in the South African context. This study intends to evaluate an evidence-based job-search program, called the JOBS intervention, that is aimed at the self-efficacy, amotivation, and self-esteem related to participants searching for jobs. A quasi-experimental research design was used. Convenient samples were taken of unemployed individuals from two low-income communities (N = 130; experimental group = 69; control group = 61). The Qhubekela Phambili program, which is based on the JOBS program, was adapted for the South African context and was implemented over six 4-h sessions. Data collection took place pre- and post-intervention. One-way repeated measures multivariate analysis of variance was used to analyze the data. Those who had undergone the intervention showed statistically significantly higher levels of job-search self-efficacy and self-esteem. This study makes a novel contribution to the literature on the JOBS program, particularly regarding developing countries. This study showed that in a context characterized by poverty and a lack of support for the unemployed, the program also delivered promising results. It confirms previous findings that the JOBS program is suitable in a variety of labor market and economic conditions.

Job insecurity is a work stressor with many negative consequences for the individual as well as the organization. However, currently, little is known about why job insecurity is related to these outcomes. In the present study, actual turnover was investigated as a possible consequence of job insecurity. Additionally, rumination about a possible job loss (i.e., the act of intensified thinking about the future of the job) was investigated as an explanatory mechanism. Relationships were tested using longitudinal data from a sample of 699 Belgian employees. Results of structural equation modeling analyses show that job insecurity was related to turnover 1 year later. This relationship was mediated by rumination about job insecurity. Actual turnover was investigated over time as a potential consequence of job insecurity, compared to many studies that used turnover intention as a proxy to predict actual turnover. Moreover, a job insecurity-specific mechanism—namely, rumination about job insecurity—was studied, which increased our understanding of how job insecurity develops into its consequences.

Background: South Africa is challenged with high levels of unemployment, comprising many people with low levels of education and also individuals who have never held a job before. Despite having many vulnerable participants, interventions aimed at the unemployed generally exclude psychosocial training and are methodologically weak. Aim: The JOBS programme, a scientifically sound intervention, has been developed specifically to help people affected by unemployment to cope with the psychological effects. As a means of applying such a programme in South Africa, this study aimed to develop a framework based on the insights gained on the implementation and evaluation of the JOBS programme. Methods: The study comprised a systematic review of literature regarding the JOBS intervention and its derivatives (n = 34). Results: The results revealed that populations similar to the unemployed in South Africa had benefitted significantly regarding re-employment and mental health outcomes. Conclusion: Suggestions derived from the literature included aiming the programme at the most vulnerable unemployed in South Africa: the youth and long-term unemployed. Furthermore, expanding the programme by adding an entrepreneurial component may yield positive results, considering the lack of employment opportunities in South Africa.

Burnout as a concept indicative of a work-related state of mental exhaustion is recognized around the globe. Numerous studies showed that burnout has negative consequences for both individuals and organizations but also for society at large, especially in welfare states where sickness absence and work incapacitation are covered by social funds. This underlines the importance of a valid and reliable tool that can be used to assess employee burnout levels. Although the Maslach Burnout Inventory is by far the most frequently used questionnaire for assessing burnout, it is associated with several shortcomings and has been criticized on theoretical as well as empirical grounds. Thus, there is a need for an alternative questionnaire with a strong conceptual basis and proper psychometric qualities. This challenge has been taken up by introducing the Burnout Assessment Tool (BAT), according to which burnout is conceived as a work-related state of exhaustion among employees, characterized by extreme tiredness, reduced ability to regulate cognitive and emotional processes, and mental distancing. Given that the BAT is a new measure of burnout, its psychometric properties need to be evaluated. This paper focuses on an evaluation of the internal construct validity of the BAT using Rasch analysis in two random samples (n = 800, each) drawn from larger representative samples of the working population of the Netherlands and Flanders (Belgium). The BAT has sound psychometric properties and fulfils the measurement criteria according to the Rasch model. The BAT score reflects the scoring structure indicated by the developers of the scale and the BAT's four subscales can be summarized into a single burnout score. The BAT score also works invariantly for women and men, younger and older respondents, and across both countries. Hence, the BAT can be used in organizations for screening and identifying employees who are at risk of burnout.

Innovation is considered to be of crucial importance for organisational survival and growth, and in this respect employees play a leading role, as they are the ones who develop innovative ideas. At the same time, the struggle for organisational survival and growth gives rise to perceptions of job insecurity. To date, few studies have explored how employees’ innovative work behaviour (IWB) is influenced by the perceived threat of job loss (i.e. job insecurity). As both job insecurity and IWB are increasingly salient in light of organisational change and competition, the present study examines the relationship between job insecurity and IWB, as well as the role of psychological contract breach in explaining this relationship. We hypothesized a negative relation between job insecurity and innovative work behaviour, with psychological contract breach as a mediator in this relationship. Participants were 190 employees from an industrial organisation that had faced restructuring and downsizing for several years. Contrary to our predictions, no direct association was found between job insecurity and the two sub-dimensions of innovative work behaviour (i.e., idea generation and idea implementation). Indirect relationships, however, were found between job insecurity and the two types of IWB through psychological contract breach. Surprisingly, psychological contract breach was positively related to idea generation and idea implementation. These findings shed new light on the relationship between job insecurity and IWB.

Orientation: Given the absence of organised and accessible information on programmes relating to unemployment in South Africa, it may be difficult for beneficiaries to derive value from existing programmes; and for stakeholders to identify possible gaps in order to direct their initiatives accordingly. Research purpose: The purpose of this study was to conduct a review of existing employment initiatives within two low-income communities in South Africa, with the aim of identifying possible gaps in better addressing the needs of the unemployed. Motivation for the study: Unemployment in South Africa does not appear to be the result of a lack of initiatives or a lack of stakeholder involvement, but rather the result of haphazard implementation of interventions. In order to intervene more effectively, addressing the identified gaps, organising and better distribution of information for beneficiaries is suggested. Research approach, design and method: The data were collected via documentary research complemented with structured interviews. Relevant documents (N = 166) and participants (N = 610) were consulted during the data collection phase, using convenience and purposive sampling. Main findings: A total of 496 unemployment programmes were identified. Most of the interventions were implemented by the government. Vocational training followed by enterprise development and business skills training were the most implemented programmes. Less than 6% of programmes contained psychosocial aspects that are necessary to help the unemployed deal with the psychological consequences of unemployment. Finally, in general, benefactors involved in alleviating unemployment seem unaware of employment initiatives in their communities. Practical and managerial implications: The compilation of an inventory of employment programmes may be valuable, as it will assist in identifying the most prominent needs of the South African labour market. Contribution or value-add: This study contributes to scientific knowledge regarding the availability of existing unemployment programmes, projects and interventions, and the need for specific interventions.

Job insecurity, often defined as the subjectively perceived likelihood of involuntary job loss (1), emerges as a key psychosocial risk in the working environment in recent large scale European studies. The 5th European Working Conditions Survey (EWCS) of 2010 showed that about 16% of the EU workers expected to lose their job in the next six months (2). This percentage depended on the sector (higher in industry and construction and lower in public administration, for example) and country (higher in Lithuania and lower in Denmark, for example) and increased slightly during the years of economic crisis. Analysis of the EWCS even shows job insecurity to be among the strongest predictors of a wide array of health- and well-being-related variables, ranging from poor mental health and dissatisfaction with working conditions to sleeping problems and musculoskeletal disorders (2). These negative health and well-being correlates of job insecurity have been well documented in previous overviews and meta-analyses in the field of occupational health psychology (1, 3–7), showing strong negative associations with job satisfaction, mental and physical health, and a large range of organizational attitudes and behaviors, such as trust in management and performance indicators. As a consequence, it is not surprising to see that job insecurity has also been the focus of several studies in the Scandinavian Journal of Work Environment & Health (8–10). The contribution of Barrech et al (11) in this issue is an important and innovative addition to the literature on the consequences of job insecurity for occupational health. Based on the prospective analysis of a population-based dataset in Germany, they conclude that exposure to job insecurity during working life negatively influences subjective well-being after retirement, on average 20 years later. Interestingly, these long-term consequences remained almost identical after controlling for a large set of both health- and work-related risk factors. The authors conclude that their results “underline the significance of job insecurity as an independent risk factor to subjective well-being in later life, over and above other potential confounders”. This intriguing finding aligns well with the “scarring hypothesis” in the field of unemployment (12): unemployment in the past reduces happiness and well-being in the future, even after the individual finds employment. Barrech et al thus add a similar scarring effect to the job insecurity literature: job insecurity has, just like unemployment, the potential to harm health and well-being later in life. It “leaves a scar” on ulterior well-being. Both phenomena are also closely related. Knabe & Rätzel (13) showed that the experience of unemployment in the past makes workers more insecure about their jobs once they find employment, as they become afraid that they might become unemployed again. Increased insecurity in turn reduces health and well-being. The authors conclude that “past unemployment leaves a ‘scar’ because it ‘scares’ the individual about the future”. Barrech et al discuss the strengths of their contribution by emphasizing the large sample size, the extensive set of risk factors for which they controlled, and the remarkable long follow-up period from midlife to retirement. The latter is an important addition to a recently published overview of longitudinal studies, showing that job insecurity causes poorer health and well-being, rather than vice versa (14). One of the possible weaknesses of the Barrech et al study relates to its design: subjective well-being was only measured at T2 after retirement, leading to a prospective study rather than a full-panel design, in which all variables are measured at both time points (15). As a consequence, they were unable to analyze the change in subjective well-being from T1 to T2 caused by job insecurity at T1. This could be a suggestion for future research. An additional suggestion could be to differentiate the future impact of job insecurity by analyzing its intensity. Only 4.8% of the respondents “frequently” felt insecure versus 34.7% who “sometimes” felt insecure. One could hypothesize the future impact of intense insecurity to be more pronounced, and it could be interesting to determine how strong the effect is compared to that of less-intense perceived insecurity. Another interesting aspect of the Barrech et al study is that they explain their findings in the discussion, pointing to physiological and/or mental arousal. They develop a medical-tinted explanation by suggesting that short-term responses (related to arousal) might accumulate and lead to more permanent health problems in the long term. These lasting effects on health could affect subjective well-being in the future. In short, arousal accumulates and affects health, and health affects well-being. This explanation obviously needs to be tested in future longitudinal research. As such, Barrech et al’s study fits well in a stream of descriptive prospective studies, in which the focus lies on a thorough empirical (and sound methodological) examination of the relationship of job insecurity with future outcomes, rather than on the (empirical) test of the explaining mechanism that underpins these relationships. It seems recommendable for future longitudinal research to not just focus on the long-term consequences of job insecurity. What the field also needs are attempts to operationalize and test various theoretical explanations of the job insecurity–outcomes relationships. Additionally, as the job insecurity literature is clearly interdisciplinary, with contributions from, eg, medicine, psychology, sociology and economy, the field would especially benefit from an interdisciplinary approach and integration of theories from different disciplines. During the last few years, especially scholars with a background in occupational health psychology and/or work and organizational psychology have been focusing on operationalizing and testing theoretical explanations of the consequences of job insecurity. Many of these theories are also relevant for the field of occupational and environmental health and safety. It therefore seems worthwhile to introduce some of them in order to encourage cross-fertilization. Jahoda’s theory on the manifest and latent benefits of work is perhaps an obvious place to start (16). Work enables the satisfaction of a variety of important human needs due to, eg, the provision of income, social contacts, status, and collective purpose. The perceived probability of losing the actual job (eg, job insecurity) threatens the satisfaction of these needs and can negatively impact health and well-being. Research indeed shows that threats to the various benefits of work mediate the association between job insecurity and subsequent mental and physical health complaints (17, 18). A related logic stems from Self-Determination Theory (19), which states that the satisfaction of three basic psychological needs is crucial for individuals to flourish, namely, autonomy, belongingness, and relatedness. Research indeed underpins that the frustration of these needs explains the relationship of job insecurity with burnout and reduced work engagement (20). Also social exchange theories can help to clarify the negative consequences of job insecurity. Siegrist’s Effort–Reward Imbalance Theory is a known example in the field of occupational research (21). Job security is regarded as a valued reward in society. Job insecurity presents an imbalance between efforts and rewards and causes negative health and well-being consequences. Psychological Contract Theory (22) and the Organizational Justice Theory (23) also belong to the larger social exchange framework. Workers expect specific entitlements, such as job security, from their employer. Consequently, job insecurity is perceived as a breach of their psychological contract. This perception of breach mediates the association between job insecurity and explains the negative consequences of job insecurity (24, 25). Organizational justice comes in many forms: procedural, distributive, and interactional. Job insecurity is often associated with the perception of injustice regarding these components of justice, which explains part of the association between job insecurity and its outcomes (25). Finally, also a lack of perceived control can play an explanatory role. Vander Elst et al (26) hypothesized and found that job insecurity increases the perception of uncontrollability, which in turns leads to various negative health and well-being consequences. This short overview of some possible explanatory frameworks offers a point of departure for future (longitudinal) studies in the field. It also illustrates that the disciplines of, for example, psychology and medical sciences partly overlap, as they seem to share some frameworks (eg, aspects of social exchange and the notion of perceived control). What is lacking at the moment, however, are attempts to further integrate the various frameworks into an overarching interdisciplinary explanation of the negative consequences of job insecurity and especially its scarring effects. Such integration needs to come from two sides. First, it requires a more thorough theoretical analysis of the similarities and complementarity of the actual explanatory frameworks. Next, it requires the empirical examination of the complementarity of existing theories. Pairwise comparisons and competitive tests of the explanatory power of at least two theoretical frameworks seems a first relevant empirical step forward in this regard (25, 27).

Boredom at work occurs in the context of low demands and resources and can have a host of negative outcomes for employees. However, the existing literature is lacunary concerning the mechanisms underlying the link between boredom and its negative outcomes. Based on the concept of tedium, this study examines the link between boredom at work and burnout, with a particular attention to the possibility of indirect effects. Analyses were conducted on a sample of 452 adults working in Switzerland. Our study's results showed that the link between boredom at work and exhaustion was mediated by cynicism, representing a disengagement from work. These findings are discussed based on the conservation of resources theory and several practical implications for organisations are highlighted.

This study aimed to review qualitative studies on the contextual factors affecting the experience of unemployed individuals. From the analysis of the findings of 13 qualitative studies, the conclusion was reached that the contextual factors, namely the broader society, the surrounding community, and the individual as actor or agent, had a direct impact on the unemployment experience of individuals. It was recommended that unemployed individuals be organised into community subgroups, constructed to participate in projects aimed at empowering the community to improve cohesion, equality among members, and a collaborative attitude. Social scientists ought to make an effort to advocate a marked improvement in society’s tolerance for, and understanding of, the realities faced by the unemployed person. One such reality was that a well-paying job that would take an individual out of financial hardship could be well out of reach of some individuals, which would mean a life of surviving without any regular income.

The purpose of this study was to investigate whether Belgian and South African unemployed differed regarding three psychological dimensions of unemployment: affect (experiences of unemployment), attitudes (employment commitment), and behaviour (job search intensity). Moreover, we expected country of residence to indirectly influence unemployed people's experiences, employment commitment, and job search intensity via financial hardship. A cross-sectional survey design was used to test our hypotheses. Data were sampled from unemployed people in the Brussels area in Belgium ('N' = 305), and the Potchefstroom area in South Africa ('N' = 381). The results indicated that, compared to the Belgian unemployed, the South African unemployed experienced their unemployment as more negative, were more committed towards employment and more intensively searched for work. Moreover, country of residence indirectly influenced unemployed people's experiences, employment commitment, and job search intensity via financial hardship. Some policy recommendations are suggested.

El presente estudio explora si el empowerment psicológico puede actuar como un recurso personal mediando el proceso motivacional desde los recursos laborales (autonomía de tareas, uso de habilidades, apoyo social del supervisor y apoyo social de los colegas) a la implicación en el trabajo. Los análisis de regresión, usando la macros MEDIATE en una muestra de trabajadores públicos chilenos ( N = 1.313), apoyan la hipótesis de mediación. El empowerment psicológico trasmitió el efecto de la autonomía de tareas, el uso de habilidades y el apoyo social del supervisor la implicación en el trabajo. Estos resultados sugieren que los recursos laborales pueden incrementar la percepción de empowerment en el trabajo, lo cual representa un importante factor para mejorar la implicación en el mismo. El empowerment psicológico, por lo tanto, es una vía para promover el bienestar en las organizaciones.

The objective of this study was to investigate the affective experiences, attitudes to work, and job application behaviour of unemployed people. A survey design was used and samples (N = 381) were drawn from unemployed people in the North West Province. The Experiences of Unemployment Questionnaire was administered. Regarding affective experiences, being unemployed was described as very unpleasant and it was associated with boredom, loneliness, uncertainty about the future, concerns about financial matters, emptiness and conflict. When it came to the participants’ attitudes to work, the results showed that almost 96 per cent of them regarded work as important, particularly because it provides meaning. Regarding job application behaviour, the results showed that most of the participants would like to find a job within the month, and they expected to do so. Almost 78 per cent of the participants were asking people for a job at least once a week or more often. Most of them asked friends and acquaintances for employment information, but unemployed people also reported that they looked out for advertisements. People with poor education had the most negative experiences of unemployment and saw work as more important than did those with better education.

The current study examines the relationship between the occurrence of conflicts in the work unit and conflict management styles in the work unit, and workplace bullying. First, we assume a positive relationship between the occurrence of conflicts and bullying; and that the conflict management styles 'fighting', 'avoiding' and 'yielding' associate positively and 'problem solving' associates negatively with bullying. Second, we expect that the work unit's conflict management styles moderate the relationship between the occurrence of conflicts and bullying. Results ('N' = 942) revealed a positive association between the occurrence of conflicts and bullying, as well as between fighting and bullying. Problem solving related negatively with bullying. Unexpectedly, we found no moderation. Our findings suggest that particularly the occurrence of conflicts relate to bullying, which may be owed to a strong negative connotation associated with (many) conflicts at work or to its negative impact on the work unit's social climate. Organisations may also encourage problem solving and discourage fighting to prevent bullying.

Results concerning the relationship between temporary employment and employees' attitudes, well-being and behaviour at work are inconsistent. We summarise Belgian research attempts to account for this inconsistency. These explanations concern (1) the heterogeneity of the temporary workforce; (2) the idea that contract type could moderate the stressor-strain relationship; (3) the possibility of hidden costs of temporary employment for permanent workers; and (4) transitions between temporary and permanent employment. Explanations in terms of heterogeneity added little in explaining temporary workers' responses. The other routes were promising. We discuss these studies in terms of possible implications for theory, methodology and practice.

Temporary employment has become a major concern in the last decades: it is seen as the result of the continuous changes in the working system around the world. The effects of temporary employment for the employees and the organization have not been established yet, because there are many variables that can affect the observed outcomes. This article addresses the literature about temporary employment to date: an overview of the main characteristics associated with temporary employment and the most recent empirical studies concerning the outcomes associated with temporary employment is presented. Furthermore, attention is drawn to temporary work research in Latin America, in order to establish the development of the field and the perspectives for future research.El trabajo temporal se ha convertido en una preocupación mayor durante las pasadas décadas: se ve como el resultado de los continuos cambios en el sistema laboral alrededor del mundo. Los efectos del trabajo temporal para los trabajadores y las organizaciones no han sido establecidos aún, debido a que existen diversas variables que pueden afectar los resultados observados. El enfoque de este artículo es la literatura de trabajo temporal hasta la fecha, presentando una visión general de las principales características asociadas al trabajo temporal y los más recientes trabajos empíricos relativos a sus consecuencias. La atención se dirige a las investigaciones sobre trabajo temporal en América Latina, con el fin de establecer el desarrollo en el área y la perspectiva de investigaciones futuras.

This study investigates how quantitative and qualitative job insecurity relate to idea generation, a dimension of innovative work behaviour. We hypothesise that both types of job insecurity relate negatively to this type of innovative behaviour, and expect a stronger association between quantitative job insecurity and idea generation. Moreover, we argue that psychological contract breach mediates (‘explains’) these negative relationships. The hypotheses were tested in a sample of 1420 supervisors from a large Belgian organisation, using hierarchical regression analyses, bootstrapping analyses, and relative weight analysis. The results showed that both types of job insecurity are negatively associated with idea generation. Contrary to our expectations, the relationship between both forms of job insecurity and idea generation was equally strong. Psychological contract breach was found to mediate these relationships.

The present article explains the core aspects addressedin the job insecurity literature, including definitions,measures, and consequences for the workersand their organizations. It furthermore aims to takethis literature one step further by summarizing jobinsecurity studies from Latin America, and by hintingat routes for future research particularly in thecontext of Latin America.

One of the leading models on antecedents of subjective well-being and stress at work is the job Demand-Control-Support model. Be it to a lesser extent, this model has also been applied to the study of burnout. In this study we tried to extend this model with work-home interference, which can be considered an additional stressor. 2075 Belgian nurses divided over 14 hospitals participated in this study. The results of hierarchical regression analyses showed a strong additional effect of work-home interference on each of the three dimensions of burnout, after controlling for the dimensions of the job Demand-Control-Support model. However, mediational analyses showed that the effect of work-home interference on depersonalization was partly mediated by emotional exhaustion and that the effect on personal accomplishment was partly mediated by emotional exhaustion and depersonalization.

This study challenges the idea that perceived employability boosts job performance: perceived employability may indirectly decrease employees’ performance through reduced affective organizational commitment. We define performance broadly in terms of task, helping, and creative behaviors. Results are based on cross-lagged structural equation modeling involving two-wave data from 791 Flemish (i.e., Dutch-speaking Belgian) employees. Perceived employability had a negative cross-lagged effect on commitment. In turn, commitment had a positive cross-lagged effect on all three components of job performance. The cross-lagged effect of perceived employability on performance was non-significant. Our results suggest that perceived employability could entail a ‘dark side’: it might decrease affective organizational commitment, which, in turn, may compromise job performance. This may defy earlier assumptions on the overall positive effects associated with perceived employability.

Orientation: Job characteristics play a major role in shaping employees’ early retirement decisions. Research purpose: The objective of this study was to examine the mechanisms through which job characteristics associate with early retirement intention, using the Job Demands-Resources (JD-R) model as a theoretical framework. Motivation of the study: Early retirement presents a threat to existing health and pension systems, and to organisational functioning. Therefore, it is important to examine how workrelated factors contribute to early retirement decisions. Research design, approach and method: Two parallel processes were theorised to shape early retirement intention: a health impairment process (i.e. job demands → recovery need → early retirement intention) and a motivational process (i.e. job resources → work enjoyment → early retirement intention). Survey data were collected from a heterogeneous sample of 1812 older workers (age > 45). Structural equation modeling was used to test the hypotheses. Main findings: Job demands and job resources were both associated with work enjoyment, which was associated with early retirement intention. Recovery need did not add to the prediction of early retirement intention. Practical/managerial implications: To retain older workers, companies should promote work conditions and practices that keep older workers motivated. Good health may be a necessary condition for retaining older workers, but it does not appear to be a sufficient one. Contribution/value-add: The results suggest that – for early retirement intention – the motivational process is more prominent than the health impairment process.

Orientation: Workplace bullying is characterised as a counterproductive interpersonal behaviour, yielding severe consequences for both the individual and the organisation. The occurrence of workplace bullying is often attributed to a stressful work environment. Research purpose: The purpose of the study was to test the work environment hypothesis by applying the Job Demands-Resources model to workplace bullying. We expected job demands and job resources to relate to both perpetrators’ and actors’ reports of workplace bullying. Motivation for the study: We aimed to extend the outcomes examined in the Job Demands- Resources model to a specific form of counterproductive interpersonal behaviour, namely workplace bullying. From the point of view of the literature on bullying, we aimed to substantiate the well-known work environment hypothesis with empirical data. Research design, approach and method: We applied structural equation modelling on questionnaire data of a large heterogeneous sample of Flemish employees (N = 749). Main findings: Job demands and job resources interacted in the prediction of perpetrators’ reports of bullying: job demands associated positively to perpetrators’ reports of bullying particularly under the condition of high job resources. Job demands related positively to targets’ reports of bullying, while job resources related negatively. These associations were (partially) mediated by emotional exhaustion. Practical/managerial implications: These results suggest that workplace bullying may indeed be reduced by good job design, that is, by limiting the job demands and increasing job resources. Particular prevention plans may be developed for exhausted employees, as they are vulnerable to workplace bullying, in terms of both becoming perpetrators and victims. Contribution/value-add: This study attests to the predictive validity of the JD-R model for perpetrators’ and targets’ reports of workplace bullying. The findings also underline the complex and multi-causal nature of workplace bullying.

El presente artículo explica los aspectos centrales abordados en la literatura sobre inseguridad laboral, incluyendo definiciones, medición y consecuencias para los trabajadores y las organizaciones. Más aun, se orienta a llevar la literatura un poco más lejos al resumir los estudios sobre inseguridad laboral en América Latina y al indicar algunas rutas de investigación, particularmente en el contexto latinoamericano.

In this article, two contrasting theories on the attitudes of unskilled blue collar workers are confronted: the ‘embourgeoisement’ thesis and the hypothesis of the ‘authoritarianism of the working class’. The ‘embourgeoisement’ thesis states that blue collar workers adopted the attitudes (and life style) of white collar workers, from whom they can no longer be distinguished. Lipset’s hypothesis of the ‘authoritarianism of the working class’, on the other hand, states that blue collar workers more strongly endorse a conservative attitude on socio-cultural matters and a progressive stand concerning socio-economic issues. Both hypotheses are tested using data from a small scale survey (N = 135) among unskilled blue collar workers and lower- and mid-level white collar workers from different large companies in the region of Leuven, Belgium. The results indicate that the interviewed unskilled blue collar workers still hold a set of attitudes that distinguishes them from the interviewed white collar workers. So, the ‘embourgeoisement’ thesis was refuted. Instead, the unskilled blue collar workers were more conservative on a socio-cultural level, and more progressive concerning socio-economic issues. These results are in line with Lipset’s ‘authoritarianism of the working class’ hypothesis.

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.

Research suggests that job insecurity is an important work stressor, negatively affecting well-being and organisational attitudes and behaviours. This article concentrates on two often ignored issues in this field. First, the consequences of long-term job insecurity regarding job satisfaction, the evaluation of management and organisational attitudes are analysed. Secondly, Warr’s assumption of curvilinear associations between job insecurity and well-being is tested, and extended to the evaluation of management and organisational attitudes. The hypotheses are tested with data of 769 employees from various branches of a large European multinational company. In total, 15 reliable scales were used to test the hypotheses. The results show that 48,2% of the interviewees had worries about their long-term job security. Separate analyses of variance showed that long-term job insecurity was associated with two thirds of the scales. Long-term job insecurity was associated with lower job satisfaction, lower organisational attitudes and a lower evaluation of supervisors and management. Warr’s assumption of curvilinear associations with job insecurity was not corroborated, however. Suggestions for practice and for future research are discussed. Opsomming Navorsing stel voor dat werksonsekerheid ’n belangrike werk stressor is en dat dit welstand, organisasie gesindhede en gedrag negetief affekteer. Die artikel konsentreer op twee onderwerpe in hierdie veld wat gereeld geignoreer word. Eerstens word die gevolge van langtermyn werksonsekerheid met betrekking tot werkstevredenheid, die evaluering van bestuur en organisasiegesindhede geanaliseer. Tweedens, is Warr se aanames van kromlynige verhoudings tussen werksonsekerheid en welstand getoets, en uitgebrei tot die evaluasie van bestuur en organisasiegesindhede. Die hipotese is getoets met data van 769 werknemers van verskeie takke van ’n groot Europese multinasionale maatskappy. Daar is in totaal 15 betroubare skale gebruik om die hipotese te toets. Die resultate dui aan dat 48,2% van die persone angstig was oor hulle lang-termyn werksekuriteit. Afsonderlike analise van variansies toon dat langtermyn werkonsekerheid geassosiëer was met twee derdes van die skale. Lang-termyn werkonsekerheid was geassosiëer met laer van werkstevredenheid, laer organisasie gesindhede en ’n laer evaluasie van toesighouers en bestuur. Warr se aannames van kromlynige verhoudings met werksonsekerheid was nie bevestig nie. Voorstelle vir toekomstige navorsing word ook bespreek.

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.

This article reviews the literature on job insecurity. After defining the concept and its components, the prevalence of job insecurity among workers is discussed. Next, various antecedents are charted, and the consequences of job insecurity for the health and well-being of individuals and for their attitudes and behaviours towards organizations are discussed. Finally, some practical suggestions are made in order to reduce the harmful effects of insecurity, and some suggestions for future research are formulated. The focus of this review article is on studies from Europe and the U.S. As such, it aims to introduce the field of job insecurity to South African researchers. Opsomming Die artikel gee ’n oorsig van die literatuur oor werksonsekerheid. Na die defineering van die konsep en die komponente, word die voorkoms van werksonsekerheid onder werknemers bespreek. Volgende word verskeie antesedente bespreek, en die gevolge van werksonsekerheid op die gesondheid en welstand van individue, hul gesindhede en hul gedrag teenoor die organisasie bespreek. Laastens word daar ’n paar praktiese voorstelle gemaak om die skadelike gevolge van onsekerheid te verminder, asook voorstelle vir toekomstige navorsing. Die fokus van hierdie oorsig artikel is op studies in Europa and die VSA gemaak, en as sulks beoog dit om die veld van werksonsekerheid aan Suid-Afrikaanse navorsers voor te stel.