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Previous studies have explored the effects of trait regulatory focus on routine performance and proactive behaviour yet failed to reveal the underlying motivational mechanisms and investigate how these effects may operate in uncertain environments. To fill this gap, our study first draws upon regulatory focus theory to examine the motivational mechanisms linking trait regulatory focus with routine performance and challenge‐seeking behaviour (i.e., a type of proactive behaviour). We hypothesize that trait prevention focus improves routine performance but reduces challenge‐seeking behaviour via avoidance motivation, whereas trait promotion focus increases routine performance and challenge‐seeking behaviour through approach motivation. Incorporating trait activation theory, we further theorize that uncertainty that threatens individuals' security needs (i.e., quantitative job insecurity) strengthens trait prevention focus effects, while uncertainty that threatens individuals' growth needs (i.e., qualitative job insecurity) weakens trait promotion focus effects. Analysing two‐wave data from 275 employees and 58 supervisors, we found that (a) trait prevention focus had an unconditional positive indirect effect on employee self‐reported routine performance via increased avoidance motivation and (b) trait promotion focus had positive indirect effects on employee self‐reported and supervisor‐rated routine performance and challenge‐seeking behaviour via enhanced approach motivation, with these effects stronger at lower levels of qualitative job insecurity. [ABSTRACT FROM AUTHOR]

Currently, employees are not being replaced by artificial intelligence (AI), but they are facing increasing pressure to adapt and master new AI-related skills—regardless of their attitude to AI collaboration. Drawing on the job demands–resources model (JD-R) and Probst's (2002) framework, we explain how and when job insecurity related to human–AI collaboration (HAI-C) influences employees' tech-learning anxiety and subsequent work–life-related outcomes. Additionally, we examine whether workplace mindfulness can mitigate the negative effect of HAI-C job insecurity. We conducted an online experiment (study 1: N = 226) and a three-wave lagged survey (study 2: N = 350) with Chinese employees who daily work with AI. Our results show that HAI-C job insecurity positively relates to HAI-C tech-learning anxiety and subsequently affects employees' creative performance, informal field-based learning, well-being, and psychological health. Workplace mindfulness played a crucial role in mitigating the negative effect of HAI-C job insecurity on tech-learning anxiety. Specifically, for employees with higher workplace mindfulness, the indirect effects of HAI-C job insecurity on work–life outcomes through tech-learning anxiety were weaker. Our findings have significant implications for both theory and practice concerning HAI-C systems. [ABSTRACT FROM AUTHOR]

Drawing upon social identification theory and stakeholder theory, the current study examines the contextual effect of job insecurity on the indirect relationship between general corporate social responsibility facilitation‐human resource management (HRM) and employee job engagement through the mediation of organizational pride. Our analysis of a two‐wave dataset with a sample of 255 full‐time employees in the banking sector reveals that job insecurity negatively moderates the impact of general CSR‐facilitation HRM on organizational pride, which in turn is positively related to employee job engagement. This study advances the socially responsible HRM literature by providing insights into the underlying mechanisms and the contextual conditions under which general CSR‐facilitation HRM influences employee workplace outcomes in the presence of conflicting interests among stakeholders. [ABSTRACT FROM AUTHOR]

While the coronavirus disease (COVID)-19 crisis is impacting many areas of society, some professions are more affected by the COVID-19 pandemic than others, especially by the feeling of insecurity about future working conditions. The present research was conducted during the pandemic and assesses the extent to which musicians' desire to develop professionally, their work engagement and their motivation to study further in the context of job insecurity, intolerance to uncertainty, and emotion regulation were affected. A cross-sectional design was used. The participants were 167 Romanian professional musicians. The results show that cognitive reappraisal and achievement-striving moderate the relationship between qualitative job insecurity and work engagement, more specifically: cognitive reappraisal and achievement-striving are moderators and buffer the negative relationship between qualitative job insecurity and work engagement. Given that the current context is marked by uncertainty, future studies could investigate the effect that intervention for managing emotions can have on increasing well-being and work engagement. [ABSTRACT FROM AUTHOR]

ABSTRACT This study analyses the relationship between Industry 4.0, human values and job insecurity in Colombia against significant technological changes and global economic challenges. It aims to understand how human values mediate the relationship between Industry 4.0's technological advances and the perception of job security in the current era of economic and social uncertainty. Utilising a Likert scale, the study gathered 714 survey responses from employees in medium and large Colombian companies. The study used a multistage multivariate analysis approach, starting with unidimensionality analysis, followed by reliability and validity analysis to measure accuracy. Exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) were subsequently employed to test the underlying factor structures of the data. Finally, structural equation modelling integrated the findings, forming a model that sheds light on the relationships among the studied variables. The analysis revealed strong human values such as commitment, collaboration, tolerance, honesty and loyalty in the workplace. Interestingly, participants had a low perception of job insecurity, indicating a more complex relationship between technological advancements and job security perceptions. This study offers valuable insights into how human values shape the workforce's response to the rapid changes of Industry 4.0, particularly in an emerging economy like Colombia. [ABSTRACT FROM AUTHOR]

The pandemic crisis outbreak has impacted the hospitality industry tremendously. This study investigated the effect of job insecurity on service performance and examined the mediating role of cognitive appraisal and the moderating effect of uncertainty tolerance from the perspectives of cognitive appraisal theory of stress. The study collected a questionnaire from 316 hotel employees at three time points, with a one-month interval between the two time points. The SPSS PROCESS macro and MPLUS are used to test the research hypotheses. The results highlighted that the mediating role of challenge-hindrance appraisal, affirming that job insecurity positively impacts service performance via increasing challenge appraisal, and job insecurity negatively impacts service performance via increasing hindrance appraisal. Furthermore, the results show that uncertainty tolerance moderates the relationship between job insecurity and cognitive appraisal and also moderated the indirect effect of job insecurity on service performance through cognitive appraisal. The research results provide implications for human resource management in the hospitality industry. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study is to examine the relationship between employees' career adaptability and work engagement. Specifically, this study investigates the mediating role of person‒organization fit in the relationship between career adaptability and work engagement as well as the moderating role of job insecurity in this mediating effect. Methods: We collected data from 248 full-time employees in China and utilized robust statistical techniques to test a moderated mediation model that includes the constructs of career adaptability, person‒organization fit, job insecurity, and work engagement. Results: Career adaptability is positively related to employees' work engagement, and person‒organization fit mediates the relationship between career adaptability and work engagement. Job insecurity moderates the mediating effects of person‒organization fit in this context. The relationship between person‒organization fit and work engagement is stronger at low (vs. high) levels of job insecurity. Conclusion: This research contributes to theory by demonstrating that the mediating effect of person‒organization fit and the moderating effect of job insecurity represent additional explanations of the impact of career adaptability on work engagement. [ABSTRACT FROM AUTHOR]

This study explored the mediation role of follower organization‐based self‐esteem (OBSE) and the moderation role of workplace friendship in the relationship between transformational leadership and follower qualitative job insecurity. We adopted a three‐wave longitudinal design and collected survey data from 142 Chilean employees. Cross‐lagged mediation panel analysis indicated that transformational leadership had a lagged effect on follower OBSE, which, in turn, had a lagged effect on follower qualitative job insecurity. Further, follower workplace friendship moderated the effect of transformational leadership on follower OBSE such that transformational leadership only promoted follower OBSE when followers had high workplace friendship but did not significantly moderate the indirect effect of transformational leadership on follower qualitative job insecurity via OBSE. Integrating the leadership literature with the job insecurity literature, our study takes the first attempt to explore how, why, and when transformational leadership may influence follower qualitative job insecurity. [ABSTRACT FROM AUTHOR]

We are grateful for the two commentaries on our lead article on job insecurity, its psychological repercussions and broader social context, which provide important additions, as well as impetus to refine and clarify our arguments. In this rejoinder, we respond to the most important points raised by the commentators: we refine our conceptualization of job insecurity, challenge the idea of job insecurity as a motivator and discuss the role of employees' immediate social context at the meso‐level, as well as theoretical explanations for the fundamental mechanisms of job insecurity. We conclude by emphasizing once more the political significance of job insecurity, as well as the need for evidence‐based interventions to address its root causes. [ABSTRACT FROM AUTHOR]

In their lead article, Klug et al. conceptualize job insecurity as a multilevel construct whereby individuals are situated in mesolevel and macrolevel contexts. In our article, we advocate deepening the current conceptual model with two partially intertwined perspectives. First, we suggest adding a systemic perspective at the mesolevel that considers individuals' nestedness in family and relationship systems, thus looking into how individuals' job insecurity affects close others (i.e., [romantic] partners and family members) and how close others affect individuals' experience of and reactions to job insecurity. To illustrate our propositions, we draw on the crossover model and the systemic‐transactional model of stress processes within romantic couples. Second, we suggest adding a lifespan perspective that considers biographic time as a facet of the individual level in addition to historical time on the macrolevel. In doing so, we draw on the notion of path dependence and processes related to social learning. We advocate for future research taking into account the various, intertwined levels on which job insecurity operates to fully understand job insecurity as well as its consequences and remedies. [ABSTRACT FROM AUTHOR]

Job insecurity, that is, the perceived threat of job loss or of valued job features, is a well‐documented stressor with negative consequences for employees. This lead article proposes to advance the field by going both deeper and broader in linking individual job insecurity experiences to their social context on the microlevel (individual characteristics), the mesolevel (the individual's immediate social context such as organizations) and the macrolevel (the wider context such as countries). Going deeper, we discuss theoretical and methodological approaches to investigate how job insecurity affects employees' experience of work but also their identity and life outside work—essentially, how people view themselves and their place in society. Going broader, we review evidence of macrolevel influences as predictors and moderators of job insecurity, as well as the effects of job insecurity on political attitudes and behaviour. Taken together, we discuss these two streams of research as top‐down and bottom‐up mechanisms in the interplay between individual job insecurity experiences and their socio‐political context. We conclude with suggestions for future research and theory development to move the field forward. We hope to provide a fruitful point of departure to delve into the mechanisms between experiences of job insecurity and the broader social context. [ABSTRACT FROM AUTHOR]

The prevalence of job insecurity is increasing due to technological, geopolitical, and environmental changes worldwide, leading to negative stress‐related reactions and health outcomes for employees and productivity loss for organizations. Despite these consequences, few recommendations exist for how people can effectively cope with perceived job insecurity to mitigate stress‐related reactions. Drawing from resource‐based stress theories, we highlight job embeddedness, which captures contextual resources derived from on‐the‐job and off‐the‐job domains, as a key factor shaping employee's stress‐related reactions to job insecurity. Data collected at three time points over 12 months from 483 employees in various organizations in Japan reveals that on‐the‐job embeddedness exacerbates the positive relationships of job insecurity with both emotional exhaustion and chronic insomnia, whereas off‐the‐job embeddedness mitigates these associations. This study contributes to the literature by identifying off‐the‐job embeddedness as a bundle of contextual resources that helps employees cope with perceived job insecurity and demonstrating the contrasting effects of the two dimensions of embeddedness in shaping health‐related consequences of job insecurity. [ABSTRACT FROM AUTHOR]

This study investigates the complex interplay between organizationally prescribed perfectionism (OPP), job insecurity, counterproductive work behavior (CWB), and self-efficacy in learning artificial intelligence (AI) in the context of modern organizations. Based on several theories, the current research suggests and tests a moderated mediation model. Using a three-wave time-lagged design with data collected from 412 workers across various South Korean corporations, we examine how OPP influences CWB both directly and indirectly through job insecurity, and how self-efficacy in AI learning moderates the OPP–job insecurity link. Our results show that OPP is positively linked to CWB, and this association is partially mediated by job insecurity. Moreover, AI learning self-efficacy functions as a moderator in the OPP–job insecurity link, such that the positive link is weaker for members with higher levels of AI learning self-efficacy. These findings extend our understanding of perfectionism in organizational settings and highlight the role of technological self-efficacy in mitigating the negative impacts of perfectionist cultures. This research may contribute to the literature on perfectionism, CWB, and technological adaptation at work, and has important implications for managing high-performance cultures in the period of rapid technological advancement. [ABSTRACT FROM AUTHOR]

Grounded in the psychology of working theory, the link between economic constraints and decent work is well established. However, previous studies did not incorporate a developmental framework when examining this relationship. Drawing on a life history perspective, this study explored how childhood socioeconomic status (SES) is associated with well-being through decent work. We adopted a dual-contextual approach, examining the interaction between childhood SES and current job insecurity as a predictor of decent work and well-being. Using data collected from 417 workers in South Korea, we tested a moderated mediation model. The results revealed significant indirect relationships between childhood SES and job and life satisfaction through decent work, particularly among individuals with higher job insecurity. Notably, these findings remained significant even after controlling for participants' current SES. Overall, our findings suggest that in contexts where job insecurity is prevalent, an individual's childhood SES is distinctly associated with decent work and well-being, independent of their current SES. Public Significance Statement: This study suggests that lower childhood socioeconomic status is linked to difficulties in accessing decent work and decreased job and life satisfaction, especially when job insecurity is high. This highlights the importance of implementing interventions to reduce job insecurity and alleviate the adverse effects of childhood economic constraints. [ABSTRACT FROM AUTHOR]

Research has been conducted on job insecurity and participation in the workplace. However, to date, empirical research on the relationship between job insecurity and citizen participation is extremely scarce. To fill the void, the aim of this study is to examine the nexus between job insecurity and citizen participation in Chile and South Korea where embraced the New Public Management principle. Grievance and resource theory of participation offer contrasting predictions for the influence of job insecurity on citizen participation. Analyzing the wave 7 of the World Values Survey, this paper verifies the two lines of enquiry in examining the influence of job insecurity on citizen participation. The results of an ordered logit regression model demonstrate that the impact of job insecurity on citizen participation varied depending on the types of job insecurity and citizen participation. [ABSTRACT FROM AUTHOR]

Turnover intention is becoming an increasingly important issue in the world of work in Indonesia. The aim of this research is to analyze the influence of transformational leadership, work engagement, and job insecurity as mediating roles on turnover intention. The data used is primary data sourced from a questionnaire in Google Form which was distributed to Millennial and Z generation employees who work in East Jakarta construction companies. This research was designed using a purposeful sampling method involving 303 respondents with permanent employee status. The data were analyzed using the Structural Equation Modeling (SEM) method. The results in this research prove that transformational leadership and work engagement have a negative influence on turnover intention. Job insecurity can partially mediate between transformational leadership and work engagement on turnover intention. The implications of these findings are the development of motivating leadership, increasing work engagement, and effective management of job insecurity to reduce the intention of Millennial and Generation Z employees to leave the company. [ABSTRACT FROM AUTHOR]

Based on Conservation of resources (COR) theory and job preservation motivation, this paper examines the mediating role of impression management between job insecurity and employees' innovative behavior, and the moderating role of job embeddedness in the process. Using two-wave data from 315 samples obtained through the Credamo platform in China, the indirect effects of quantitative and qualitative job insecurity on employees' innovative behavior were found to be different and to be mediated by defensiveness and assertiveness in impression management. Moreover, job embeddedness moderated the relationship not only between job insecurity and impression management, but also between job insecurity and innovative behavior via impression management in moderated mediation analyses. This study provides new insights into the mechanism between job insecurity and innovative conduct from the impression management perspective. [ABSTRACT FROM AUTHOR]

Purpose: This research aims to investigate the showrooming phenomenon in the context of the evolving omnichannel shopping landscape, which seamlessly integrates both physical and online retail channels. Showrooming, wherein customers browse products in physical stores but ultimately purchase from online competitors, poses a potential threat to the job security and job satisfaction of sales staff in brick-and-mortar (B&M) stores. To address this issue, this study explores the relationship between showrooming, self-efficacy, sales performance, job insecurity and job satisfaction of sales staff, using the job demands-resources (JDR-R) model as a theoretical framework. Design/methodology/approach: This research employs quantitative research methods and gathers data from 219 sales staff working in Indian retail stores. Structural equation modeling is used to test the proposed hypotheses. Findings: The results indicate that showrooming is associated with a decrease in the self-efficacy, sales performance and job satisfaction of sales staff. Furthermore, the result indicates that showrooming is positively associated with increased job insecurity among the sales staff. Originality/value: This study offers valuable contributions to existing literature and offers insights for both retailers and salespeople regarding the potential repercussions of showrooming. It also suggests coping strategies to address the challenges posed by showrooming and the behavior of showroomers. [ABSTRACT FROM AUTHOR]

We examine how in men's college basketball coaching, race-related managerial job insecurity trickles down to negatively affect the careers of the subordinates who work for them. Using panel data from a randomly selected group of assistant basketball coaches working under the most prestigious and endowed governing body of collegiate sports in the United States—the National Collegiate Athletic Association (NCAA) Division I (DI)—we find that, in men's college basketball coaching, subordinate White coaches are less likely to be involuntarily dismissed than their non-White, predominantly Black, counterparts because non-White subordinates disproportionately work for racially minoritized, predominantly Black, head coaches who themselves face greater job insecurity. We also find involuntary dismissal correlates with whether assistant coaches leave the ranks of NCAA DI men's college basketball coaching and explains the significant interaction between race and a teams' performance relative to their respective conferences. These findings illustrate how race-related managerial job insecurity trickles down to negatively affect the job opportunities of their subordinates and, because of homophily, perpetuates racial disadvantage. [ABSTRACT FROM AUTHOR]

Purpose – Job insecurity is one of the most hazardous work stressors in the twenty-first century, placing employees between employment and unemployment may threaten employees’ health in the workplaces. Using a systematic review, the first aim of this study is to list the mediators and moderators of the link between job insecurity and health-related outcomes, and second, to explain and discuss the mechanisms that could explain the mediating and moderating effects. Design/methodology/approach – We searched four databases (Science Direct, PubMed, Springer Link and Google Scholar) from 2008 to 2018 to detect these mediators and moderators. Also, as the study was conducted during COVID-19 pandemic, we particularly searched and reported the same associations over this period (2019–2022). Findings – The results of the review suggest that job insecurity negatively influences a wide range of both health- and safety-related outcomes in the workplace. The results also showed that the most studied mediator and moderator of the job insecurity-health link over the past 10 years has been workload and employability. During COVID-19, the number of studies on mediators were more than moderators and coping strategies appeared to gain more research attention. Additionally, this review suggests that, to explain the mediation and moderation effects, a combination of cognitive appraisal theory and the conservation of resources theory can be used. Originality/value – Although this review suggests that job insecurity detrimentally influences employee health, the severity of this impact on health-related outcomes may vary by the effects of various moderators.

Abstract Purpose The purpose of this study is to examine the relationship between employees’ career adaptability and work engagement. Specifically, this study investigates the mediating role of person‒organization fit in the relationship between career adaptability and work engagement as well as the moderating role of job insecurity in this mediating effect. Methods We collected data from 248 full-time employees in China and utilized robust statistical techniques to test a moderated mediation model that includes the constructs of career adaptability, person‒organization fit, job insecurity, and work engagement. Results Career adaptability is positively related to employees’ work engagement, and person‒organization fit mediates the relationship between career adaptability and work engagement. Job insecurity moderates the mediating effects of person‒organization fit in this context. The relationship between person‒organization fit and work engagement is stronger at low (vs. high) levels of job insecurity. Conclusion This research contributes to theory by demonstrating that the mediating effect of person‒organization fit and the moderating effect of job insecurity represent additional explanations of the impact of career adaptability on work engagement.

Abstract The pandemic crisis outbreak has impacted the hospitality industry tremendously. This study investigated the effect of job insecurity on service performance and examined the mediating role of cognitive appraisal and the moderating effect of uncertainty tolerance from the perspectives of cognitive appraisal theory of stress. The study collected a questionnaire from 316 hotel employees at three time points, with a one-month interval between the two time points. The SPSS PROCESS macro and MPLUS are used to test the research hypotheses. The results highlighted that the mediating role of challenge-hindrance appraisal, affirming that job insecurity positively impacts service performance via increasing challenge appraisal, and job insecurity negatively impacts service performance via increasing hindrance appraisal. Furthermore, the results show that uncertainty tolerance moderates the relationship between job insecurity and cognitive appraisal and also moderated the indirect effect of job insecurity on service performance through cognitive appraisal. The research results provide implications for human resource management in the hospitality industry.

Employee performance is one of the main drivers for company development. However, there is an emergence of quiet quitting behavior, which many Generation Z workers experience. This behavior is detrimental to the company because it affects employee performance. The objective of this study is to analyze the influence of perceptions of career development opportunities, job insecurity, and awareness of intelligent technology on quiet quitting and its correlation with work performance, especially in Generation Z in Jakarta, Indonesia. This paper adopts an explanatory research design to elucidate the causal relationships between these variables using quantitative methods. Stratified random sampling was used to ensure representative data. Questionnaires were distributed to 289 hotel employees in Jakarta, capturing diverse perspectives across various job roles and departments. The data were analyzed using SmartPLS. The results showed a significant negative relationship between perceived career development opportunities and quiet quitting behavior. A positive and significant relationship exists between job insecurity and quiet quitting behavior. The study identifies a positive correlation between awareness of smart technology and quiet quitting behavior. Additionally, the paper reveals a significant negative relationship between quiet quitting behavior and employee performance. Perceived career development opportunities significantly reduce quiet quitting behavior, while job insecurity and awareness of smart technology increase it. Quiet quitting behavior, in turn, significantly negatively impacts employee performance. Organizations can develop targeted strategies to reduce this behavior by understanding the factors influencing quiet quitting.

The construction industry tends to have a higher level of turnover intention compared to other industries. impact on workforce changes can disrupt productivity, increase training costs, and impact the quality of work. This can lead to project delays and budget overruns. This is primarily related to the influence of job insecurity and job satisfaction on turnover intention. The purpose of this research is to investigate the determinants of employee turnover intention of an Indonesian foreign construction company. The respondents in this study are permanent employees in foreign construction companies. A quantitative approach with 124 respondents is employed, using SEM-PLS and SmartPLS 4.0. Job insecurity and HRM practices influence turnover intention. This occurs because increased job insecurity, which makes employees feel more threatened of losing their jobs, leads to a higher desire to leave the company.

Bo Yang, Chaoyue Zhao, Yao Zhu, Xianchun Li School of Psychology and Cognitive Science, East China Normal University, Shanghai, People’s Republic of ChinaCorrespondence: Bo Yang, School of Psychology and Cognitive Science, East China Normal University, Shanghai, People’s Republic of China, Email 52163200021@stu.ecnu.edu.cnPurpose: Numerous empirical studies consistently support the detrimental impact of job insecurity (JI) on employees. However, a new perspective suggests that individuals perceiving JI may proactively take measures to protect their positions. Drawing from the conservation of resources theory, this study argues that perceived resource loss due to JI motivates employees to engage in ingratiating behaviors for expanding their social capital. Additionally, this study empirically establishes the mediating role of emotional exhaustion and the moderating effect of power distance.Methods: A daily diary design was used to examine the relationship between daily JI and next-day ingratiation. Our analyses of data collected from 134 full‐time employees across 10 consecutive working days using multi-level model.Results: Our results showed that daily JI was found to affect next-day ingratiation (γ = 0.14, p < 0.01), and this relationship was mediated by emotional exhaustion (indirect effect = 0.07, p < 0.05, 95% CI [0.01, 0.13]). Power distance moderated the relationship between emotional exhaustion and ingratiation (γ = 0.25, p < 0.001), and further moderated the indirect effect of JI on ingratiation via emotional exhaustion.Conclusion: Our study has revealed that JI serves as a catalyst for employees to engage in resource creation behavior, thereby contributing to a deeper understanding of the implications of JI as an independent variable for both scholars and businesses.Keywords: job insecurity, emotional exhaustion, power distance, ingratiation

Abstract Background The ongoing global crisis of Higher Education (HE) institutions during the post-COVID-19 pandemic period has increased the likelihood of enduring psychological stressors for staff. This study aimed to identify factors associated with job insecurity, burnout, psychological distress and coping amongst staff working at HE institutions globally. Methods An anonymous cross-sectional study was conducted in 2023 with staff at HE institutions across 16 countries. Job insecurity was measured using the Job Insecurity Scale (JIS), burnout using the Perceived Burnout measure question, psychological distress using the Kessler Psychological Distress Scale (K10), and coping using the Brief Resilient Coping Scale. Multivariable logistic regression with a stepwise variable selection method was used to identify associations. Results A total of 2,353 staff participated; the mean age (± SD) was 43(± 10) years and 61% were females. Most staff (85%) did not feel job insecurity, one-third (29%) perceived burnout in their jobs, more than two-thirds (73%) experienced moderate to very high levels of psychological distress, and more than half (58%) exhibited medium to high resilient coping. Perceived job insecurity was associated with staff working part-time [Adjusted Odds Ratio 1.53 (95% Confidence Intervals 1.15–2.02)], having an academic appointment [2.45 (1.78–3.27)], having multiple co-morbidities [1.86 (1.41–2.48)], perceived burnout [1.99 (1.54–2.56)] and moderate to very high level of psychological distress [1.68 (1.18–2.39)]. Perceived burnout was associated with being female [1.35 (1.12–1.63)], having multiple co-morbidities [1.53 (1.20–1.97)], perceived job insecurity [1.99 (1.55–2.57)], and moderate to very high levels of psychological distress [3.23 (2.42–4.30)]. Staff with multiple co-morbidities [1.46 (1.11–1.92)], mental health issues [2.73 (1.79–4.15)], perceived job insecurity [1.61 (1.13–2.30)], and perceived burnout [3.22 (2.41–4.31)] were associated with moderate to very high levels of psychological distress. Staff who perceived their mental health as good to excellent [3.36 (2.69–4.19)] were more likely to have medium to high resilient coping. Conclusions Factors identified in this study should be considered in reviewing and updating current support strategies for staff at HE institutions across all countries to reduce stress and burnout and improve wellbeing.

This study extends the existing discourse on employability. Drawing on regulatory focus theory, we contend that workaholism (a pull factor) and job insecurity (a push factor) constitute two critical antecedents that predict sustained employability. Moreover, we investigate the mediating roles of job crafting and presenteeism. To explain and test these predictions, we employed a mixed-methods approach and conducted two studies. Study 1 was an exploratory study to explore the hidden motives behind presenteeism that can predict sustained employability. The findings (themes) from this study guide the conceptual framework tested in the second study. In Study 2, we conducted a field survey across two waves on 498 employees from private sector educational institutions. The results reveal that both the pull factor (workaholism) and push factor (job insecurity) predict sustained employability through two distinct paths. Furthermore, promotion-oriented job crafting and approach-motives presenteeism serially mediate the relationship between workaholism and sustained employability, whereas prevention-oriented job crafting and avoidance-motives presenteeism serially mediate the relationship between job insecurity and sustained employability. These findings offer valuable insights for organizations and HR managers, enabling them to create more supportive and adaptive work environments that align with varied employee approaches to sustained employability. [ABSTRACT FROM AUTHOR]

The intelligent transformation of coal mines is one of the current trends in developing China's coal mining industry. To explore the impact of miners' insecurity on their safety behavior under this trend, miners' psychological resilience was introduced as the mediating variable, and team safety climate was used as the moderating variable to conduct a questionnaire survey of frontline miners. The data analysis was carried out using descriptive statistics, correlation analysis, structural equation modeling (SEM), and the fsQCA method to explore the impact of job insecurity on miners' risk behavior through psychological resilience from the dimensions of job loss insecurity, job performance insecurity, and interpersonal insecurity. The results show that the sense of insecurity of the miners has a significant negative correlation with security behavior and a significant negative correlation with psychological toughness; miners' psychological resilience plays an intermediary role in the correlation between job loss insecurity and miners' risk behavior. Meanwhile, team safety climate has a significant moderating effect on the relationship between job insecurity and psychological resilience, as well as the relationship between psychological resilience and safety behavior; that is, a good team safety climate can effectively reduce the negative impact of job insecurity brought about by the transformation and upgrading of coal mines. [ABSTRACT FROM AUTHOR]

This study explores demand-side stories of democratic backsliding among citizens. We argue that individual job insecurity is associated with higher levels of support for strong leaders who are not committed to being subject to legislative checks and balances. Furthermore, we contend that this relationship is mitigated by higher asset levels and household income. In our analysis of Korea, we utilize data from the 2018 World Values Survey and the 2021 Korean General Social Survey. These results provide robust evidence for this hypothesis. Specifically, we find that assets as private alternatives to the welfare state moderate the effect of job insecurity on public support for undemocratic leaders. The findings from the Korean case have implications that can be generalized: enhancing job security and expanding public welfare provisions could bolster citizens' democratic attitudes and behaviours. [ABSTRACT FROM AUTHOR]

Background: Though the COVID-19 pandemic recedes, and our society gradually returns to normal, Chinese people's work and lifestyles are still influenced by the "pandemic aftermath". In the post-pandemic era, employees may feel uncertainty at work due to the changed organizational operations and management and perceive the external environment to be more dynamic. Both these perceptions may increase employees' negative emotions and contribute to conflicts between work and life. Drawing from the ego depletion theory, this study aimed to examine the impact of job insecurity during the post-pandemic era on employees' work-life conflicts, and the mediating effect of workplace anxiety in this relationship. Besides, this study also considered the uncertainty of the external macro environment as a boundary condition on the direct and indirect relationship between job insecurity and work-life conflicts. Methods: A two-wave questionnaire survey was conducted from October to December 2023 to collect data. MBA students and graduates from business school with full-time jobs are invited to report their perception of job insecurity, work anxiety, perceived environment uncertainty, and work-life conflict. This resulted in 253 valid responses. Data analysis was performed using the SPSS, Amos, and PROCESS. Results: The results showed that: (1) Employees' job insecurity would directly intensify the work-life conflict (B = 0.275, p < 0.001, 95% CI [0.182, 0.367]). (2) Employees' workplace anxiety mediates the relationship between job insecurity and work-life conflict (B = 0.083, p < 0.001, 95% CI [0.047, 0.130]). (3) The mediating effect of workplace anxiety between job insecurity and work-life conflict exists when perceived environmental uncertainty is high (B = 0.049, 95% CI [0.011, 0.114]), while vanishes when perceived environmental uncertainty is low (B = 0.024, 95% CI [−0.005, 0.068]). Conclusion: Job insecurity combined with perceived environmental uncertainty in the post-pandemic era fuels employees' workplace anxiety and work-life conflicts. Post-pandemic trauma lingers, necessitating urgent attention and response. [ABSTRACT FROM AUTHOR]

The empirical literature is divided on whether job tenure has declined or remained stable in Europe in recent decades. We argue that three analytical decisions explain the lack of consensus: whether researchers focus on men or women, whether they control for changes in labour market composition and whether the period under study is marked by a recession or a boom. We show the influence of these three decisions by analysing change in job tenure for France, Germany, Italy, Poland, Spain and the UK using two leading surveys: the European Labour Force Survey 1993–2021 and the European Working Conditions Survey 1995–2021. The results show that the share of workers remaining with the same employer for 10 years or more was stable at around 50%. Similarly, the average job tenure remained constant over time – at about 11 years – between 1993 and 2021. Trends in job tenure differ by gender. While the tenure of men remained stable or declined, the tenure of women increased. The stability in job tenure was due to the ageing of the workforce. For a given age, job tenure was shorter in the early 2020s than in the early 1990s. [ABSTRACT FROM AUTHOR]

In the current hybrid work context, the significance of employee well-being and the enduring concern over job insecurity have become increasingly emphasised. However, our understanding of how the intricate interplay among the technology environment, individual behaviour, and personal characteristics impacts employee well-being and job insecurity remains incomplete. To bridge this knowledge gap, we have proposed a moderated mediation model grounded on the Social Cognitive Theory (SCT). This study delves into the impact of ubiquitous connectivity feature of technological environment (encompassing compatibility and presenteeism) on employee well-being and job insecurity. Additionally, we explore the mediating role of individual behaviour (i.e. Enterprise social media (ESM) enabled embeddedness), and the moderating role of personal characteristics (i.e. ESM self-efficacy) within these associations. By collaborating with a large biotechnology company in China, we conducted a two-wave survey. 189 responses from both study waves are used for final analysis using Partial Least Square (PLS) approach. The results revealed noteworthy mediation effects of ESM-enabled embeddedness and significant moderated mediation effects of ESM self-efficacy. Both theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

This paper explores the mediating role of work-family conflict (WFC) in the relationship between job insecurity and mental health. Based on the Job Demands-Resources (JD-R) model and the Conservation of Resources (COR) Theory, a conceptual model is developed and tested. An online survey was created, including a sociodemographic questionnaire and measures of job insecurity, WFC, and mental health. Participants were 189 community social workers actively working with disadvantaged groups in social intervention projects. The results show that job insecurity increases depression / strain among community workers and significantly impacts on time-based and strain-based work-family conflict. Strain-based and behavior-based work-family conflict negatively influence social functioning and increase depression / strain. The mediation results show that strain-based WFC was the only WFC dimension that significantly mediated the relationship between job insecurity and mental health. The study findings and its contribution to current research in the JD-R model and COR theory are discussed. [ABSTRACT FROM AUTHOR]

The research questions addressed in this study are: “Who supports basic income (BI) in Korea?” and “What type of BI do supporters endorse?” To understand the support for BI in detail two key factors were considered: job insecurity and the receipt of no‐strings cash benefits during the COVID‐19 pandemic. The types of BI were categorized based on regularity, individuality, and adequacy. A series of logistic regression analyses was conducted using nationally representative survey data from 2020. The results revealed that job insecurity and the receipt of no‐strings cash benefits during the pandemic were significantly associated with the support for BI. Additionally, the study explored significant correlates of the support for each feature of BI. Job insecurity and the receipt of no‐strings cash benefits were significantly associated with the regularity of BI but not with its individuality and adequacy. Interestingly, among the participants who supported universal BI, only 9% believed that BI should be regular, individual, and sufficient to cover the minimum cost of living. [ABSTRACT FROM AUTHOR]

Background While unemployment is known to increase the risk of suicide, its cumulative effect remains underexplored. This study investigates how unemployment affects suicide mortality and whether the effect varies based on the number of unemployment spells using two years of nationwide data. Methods Using the data from the National Statistical Office and Employment Insurance Database for 2018 and 2019, we identified an average of 2365 cases of suicide over two years among 7.76 million workers aged 25–64 years who had been employed within one year before their suicide. The number of unemployment spells was counted using the employment history of the past five years. We calculated crude suicide mortality rates per 100 000 population, age- and sex- standardized mortality rates (SMRs), and proportionate mortality rates (PMRs) for suicide. Results Over the two years, the crude suicide rate was 30.0 per 100 000 among the general population and 30.5 among workers. Workers with no unemployment spells in the past five years had a significantly lower SMR (0.44; 0.42–0.46), while those with four or more unemployment spells had a significantly higher SMR (3.13; 2.92–3.35) than the general population. These findings were consistent across all sex and age groups. Additionally, workers with four or more unemployment spells had a significantly higher PMR than the general population. Conclusion The impact of unemployment on suicide mortality intensifies as the number of unemployment spells increases. These results underscore the necessity for additional social and psychological support along with economic assistance for individuals facing recurrent unemployment. [ABSTRACT FROM AUTHOR]

Self‐care is proactive action that involves a repertoire of practices aimed at developing, maintaining and improving physical health and mental well‐being. Although there is a growing number of studies on mindfulness in a variety of academic fields, there is a dearth of studies that look at academics' mindful self‐care in relation to job insecurity and work passion in the higher education institutions. This study aims to examine how job insecurity is related to academic staff's work passion in Ethiopia. It also looks at the role of mindful self‐care in lessening the impact of job insecurity. A cross‐sectional study was carried out, and snowball sampling was used to collect data from a total of 251 academics, ranging in age from 23 to 66 years, who voluntarily consented to participate in the self‐report survey. Job insecurity was inversely related to passion for work and mindful self‐care. Mindful self‐care was a mediator in the link between job insecurity and passion for work. The study encourages workplace mental health professionals to consider the role of mindful self‐care in their psychological intervention programs aimed at minimizing job insecurity and increasing passion for work. Practitioner points: Passion for work predicts job insecurity in academic staff.Mindful self‐care can be a protective factor against perceived job insecurity.Mental health professionals may plan and offer mindful self‐care oriented interventions to boost work passion and reduce job insecurity in academic staff. [ABSTRACT FROM AUTHOR]

Many countries rely on short-time work to prevent mass layoffs in economic crises. Despite serving to protect jobs, short-time work may trigger job insecurity perceptions, which may impair employee well-being. Moreover, past experiences of unemployment may increase susceptibility to job insecurity in response to short-time work. Drawing on Conservation of Resources (COR) Theory, Appraisal Theory and temporal stressor-strain models, this study investigates effects of short-time work on the development of job satisfaction, life satisfaction and affective well-being via perceived job insecurity across 6 years, considering previous unemployment as a moderator. We used propensity score matching to account for selectivity into short-time work and calculated latent growth curve models with N = 1211 employees in Germany (619 affected by short-time work, 592 controls). Short-time work predicted higher levels and an immediate increase in job insecurity, followed by a decrease over time. Both levels and changes in job insecurity were associated with levels and changes in well-being. Indirect effects of short-time work on well-being via job insecurity persisted 2 years after short-time work. We found no difference between previously unemployed respondents and others in their reactions to short-time work. The findings support COR theory and a prolonged stress-reaction model, showing lingering effects on well-being via job insecurity even after short-time work ends. The study supports short-time work as an antecedent of job insecurity and reveals temporal dynamics between job insecurity, its antecedents and outcomes over time. When implementing short-time work, employers should aim to mitigate concerns about job security to protect employee well-being. [ABSTRACT FROM AUTHOR]

The aggravated COVID-19 pandemic has induced stress and impacted employees’ job insecurity and service behaviors across the airline industry. This study examines whether COVID-19-induced stress influences flight attendants’ pro-social service behavior through job insecurity and job stress. Initially, a COVID-19-induced stress measurement was developed. This was followed by a quantitative survey of 322 flight attendants, selected through purposive and snowball sampling. Subsequently, in-depth interviews were conducted with 11 flight attendants to explore the identified factors further. This study utilized partial least squares (PLS) path modeling with the SmartPLS software to test the hypotheses in the proposed theoretical model. The study findings suggest that stress induced by COVID-19 amplifies feelings of job insecurity and job-related stress among flight attendants. Consequently, this heightened stress adversely affects pro-social service behaviors, leading to a decrease in their manifestation. The direct and indirect effects of COVID-induced stress differ according to job position. Unexpectedly, job insecurity has no impact on the pro-social service behaviors, highlighting the complexity of employee responses to stress and the potential for adaptation in crisis contexts. [ABSTRACT FROM AUTHOR]

The phenomenon of employee turnover is triggered by high turnover intention in employees caused by internal or external factors. This study aims to determine how job insecurity and work environment can contribute to the phenomenon of turnover intention in Indonesia State-Owned Companies (SOE's) in the field of electronics for industry and infrastructure. By using descriptive causality analysis and quantitative approach. Data from 250 samples were collected through questionnaires and tested with multiple linear regression analysis with the help of SPSS version 29 software to determine the magnitude of variable contributions. The results showed that job insecurity partially influenced turnover intention positively but insignificantly, while workers' surrounding conditions significantly influenced turnover intention negatively. The influence of job insecurity and work environment together affect 8.1% of employee turnover intention in the state-owned company. [ABSTRACT FROM AUTHOR]

Job insecurity is a pervasive and impactful global concern, eliciting stress and affecting the health and well-being of employees worldwide. The present study (N = 679) examined the relationship between job insecurity and health and well-being and the moderating role of economic dependence and job satisfaction. When workers depended on their job as a source of income or when they were highly satisfied with their work, the relationship between job insecurity and health and well-being was exacerbated. The findings shed light on the complexities of individual variability in the relationship between job insecurity and health and well-being. [ABSTRACT FROM AUTHOR]

Purpose: The aim of the article is to identify the feelings related to the development of automation, robotization and artificial intelligence, taking into account potential gender differences in the examined area. Design/methodology/approach: The goal was achieved by using theoretical analysis of the problem and empirical research. Empirical research was conducted in 2023 using an own survey in the Greater Poland Voivodeship among employees of various industries (n = 189). Findings: There are no significant differences between genders in feelings towards the development of artificial intelligence in the work environment. The results of the analysis of our own research did not confirm the fears and anxieties reported in the literature on the subject. Research limitations/implications: Due to the pilot study being conducted, certain limitations may be the small sample and the specificity of the industry and positions held (the study was conducted primarily on a group of so-called knowledge workers and administrative employees). Practical implications: Women feel a greater need for legal regulations regarding artificial intelligence than men, and they also show a more positive attitude towards the development of technology and artificial intelligence. It is worth using these conclusions when planning the implementation of new technologies in the company. Social implications: AI technology is developing at an unprecedented pace, opening up unlimited possibilities for people and significantly impacting their personal and professional lives. The lack of significant gender differences in the approach to modern technologies allows us to refute some gender stereotypes. Originality/value: While the issue of psychosocial occupational risks has been the subject of many studies and analyzes for years, the problem of gender differences in the discussed area constitutes a significant research gap. [ABSTRACT FROM AUTHOR]

Background: The ongoing global crisis of Higher Education (HE) institutions during the post-COVID-19 pandemic period has increased the likelihood of enduring psychological stressors for staff. This study aimed to identify factors associated with job insecurity, burnout, psychological distress and coping amongst staff working at HE institutions globally. Methods: An anonymous cross-sectional study was conducted in 2023 with staff at HE institutions across 16 countries. Job insecurity was measured using the Job Insecurity Scale (JIS), burnout using the Perceived Burnout measure question, psychological distress using the Kessler Psychological Distress Scale (K10), and coping using the Brief Resilient Coping Scale. Multivariable logistic regression with a stepwise variable selection method was used to identify associations. Results: A total of 2,353 staff participated; the mean age (± SD) was 43(± 10) years and 61% were females. Most staff (85%) did not feel job insecurity, one-third (29%) perceived burnout in their jobs, more than two-thirds (73%) experienced moderate to very high levels of psychological distress, and more than half (58%) exhibited medium to high resilient coping. Perceived job insecurity was associated with staff working part-time [Adjusted Odds Ratio 1.53 (95% Confidence Intervals 1.15–2.02)], having an academic appointment [2.45 (1.78–3.27)], having multiple co-morbidities [1.86 (1.41–2.48)], perceived burnout [1.99 (1.54–2.56)] and moderate to very high level of psychological distress [1.68 (1.18–2.39)]. Perceived burnout was associated with being female [1.35 (1.12–1.63)], having multiple co-morbidities [1.53 (1.20–1.97)], perceived job insecurity [1.99 (1.55–2.57)], and moderate to very high levels of psychological distress [3.23 (2.42–4.30)]. Staff with multiple co-morbidities [1.46 (1.11–1.92)], mental health issues [2.73 (1.79–4.15)], perceived job insecurity [1.61 (1.13–2.30)], and perceived burnout [3.22 (2.41–4.31)] were associated with moderate to very high levels of psychological distress. Staff who perceived their mental health as good to excellent [3.36 (2.69–4.19)] were more likely to have medium to high resilient coping. Conclusions: Factors identified in this study should be considered in reviewing and updating current support strategies for staff at HE institutions across all countries to reduce stress and burnout and improve wellbeing. [ABSTRACT FROM AUTHOR]

Objective: The aim of the study is to test the relationship between different con- ceptualizations ofjob insecurity and health over time by applying a longitudinal design. Methods: 543 workers were reinterviewed after 1 year to check if being exposed to job insecurity a ffected their general and mental health. Robust Poisson regressions were fitted to calculate the incidence rate ratio between job insectirities and two health outcomes. Results: Cognitive job loss insecurity increases the risk ofpoor mental and general health. Other expressions ofjob insecurity such as la- bor market insecurity and working conditions insecurity, as well as affective job insecurity, are not significantly related to health across time. Conclusions: Cau- Mon is needed when interpreting cross-sectional results. Protection against the threat of losing a job would prevent mental health issues and poor genetal health. [ABSTRACT FROM AUTHOR]

Objectives: The literature is nonexistent on the assessment of overall fractions of diseases attributable to multiple dependent psychosocial work factors. The objectives of the study were to calculate the overall fractions of coronary heart diseases (CHD) and depression attributable to multiple dependent psychosocial work factors in 35 European countries. Methods: We used already published fractions of CHD and depression attributable to each of the following psychosocial work factors: job strain, effort-reward imbalance, job insecurity, long working hours, and workplace bullying. We took all exposures and their correlations into account to calculate overall attributable fractions. Wald tests were performed to test differences in these overall attributable fractions between genders and between countries. Results: The overall fractions of CHD and depression attributable to all studied psychosocial work factors together were found to be 8.1% [95% CI: 2.0-13.9] and 26.3% [95% CI: 16.2–35.5] respectively in the 35 European countries. There was no difference between genders and between countries. Conclusion: Our study showed that the overall fractions attributable to all studied psychosocial work factors were substantial especially for depression. These overall attributable fractions may be particularly useful to evaluate the burden and costs attributable to psychosocial work factors, and also to inform policies makers at European level. [ABSTRACT FROM AUTHOR]

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