Individuals employed within the South African workforce are finding themselves operating in an increasingly uneven playing field. The global marketplace is continually amplifying the already stiff competition, forcing employers to reduce the security they are able to offer their workers, in an effort to off-set their profit margins. Examining and consequently addressing these private sector employees' functioning in those spheres that may influence their health and consequent work performance, which in turn affects the performance of the industry - and therefore the economy – is thus essential. The objective of this study was to investigate the relationship between job insecurity, resilience and general health of personnel (N= 207) employed within the motor-trade industry and to examine differences among the job insecurity, resilience and general health levels of different demographic groups. A cross-sectional survey design was implemented. The constructs were measured by means of the Job Insecurity Scale (JIS), the Resilience Scale (RS) and the General Health Questionnaire (GHQ). The research method for the article consists of a concise literature review, followed by an empirical study. Cronbach alpha coefficients inter-item correlation coefficients and confirmatory factor analyses were used to determine the validity and reliability if the measuring instruments. Descriptive statistics were used to analyse the data and Pearson product moment correlation coefficients, as well as regression analyses were used to examine the relationships between the constructs employed in this research. No significant differences were found to exist based on biographical characteristics regarding job insecurity, resilience and general health. Job insecurity and the somatic symptoms, social dysfunction and severe depression subscales of the general health measure were found to be statistically significantly negatively correlated. Statistically significant correlations were displayed between resilience and general health, as well as all of its subscales. Resilience was shown to play a moderating role in the relationship between job insecurity and social dysfunction (and not in any of the other general health dimensions), as results indicated that the social functioning of individuals measuring high on resilience was less affected by job insecurity than those individuals measuring low on resilience. Conclusions are made, limitations of the current research are discussed and recommendations for future research are put forward. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2007.

During the past few years, organisations throughout the public sphere have undergone dramatic changes due to extensive restructuring and mergers. These changes are caused international by an accelerating pace of business, increasing economic activity, science and technology, public partnerships involving government and population, changing demographics, and education and training. Changes such as these usually result in job insecurity which in turn may lead to job dissatisfaction. The objective of this study was to examine the possible relationship between job insecurity, job satisfaction and situational sense of coherence among civil servants in the Johannesburg-West District Education Department and, more particularly, to determine whether situational sense of coherence mediates the relationship between job insecurity and job satisfaction. A survey design was used to realise the research objectives. The study population consisted of 120 civil servants in the Johannesburg-West District of Education Department. The Job Insecurity Questionnaire (JIQ), the Minnesota Satisfaction Questionnaire (MSQ) and Orientation to Life Questionnaire - Form S (OLQ - S) were used as measuring instruments. The findings showed that a negative correlation of medium effect was found between cognitive job insecurity and situational sense of coherence. Total job satisfaction displayed negative statistically significant correlations with all the job insecurity dimensions, although these correlations fell below the practically significant cutoff point. Analyses indicated that situational sense of coherence does not hold a statistically significant amount of predictive value with regard to job satisfaction, nor does job insecurity hold a statistically significant amount of variance with regard to job satisfaction, implying that situational sense of coherence does not mediate the relationship between job insecurity and job satisfaction. Job insecurity was however found to hold some predictive value with regard to situational sense of coherence. Limitations were identified and recommendations with regard to future research as well as for the organisation were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2007.

Tremendous pressure is being placed on organisations to improve their work performance and to become increasingly competitive. In order to survive in a highly competitive economy, organisations in both the public and the private sector are undergoing major re-structuring and can no longer guarantee employees with life time employment, thus leading to job insecurity. A relatively large amount of research can be found in the literature regarding the relationship between job insecurity and various outcomes, for example, reduced job satisfaction and organisational commitment, and reduced well-being. Limited research has, however, been conducted on possible mediators of the job insecurity - outcomes relationship. Such research may be useful for the development of programmes to reduce the negative impacts of job insecurity. The primary objectives of this research were to investigate the relationship between job insecurity and general health of employees (N = 337) in both the public and the private sector, as well as to determine whether situational sense of coherence mediates the relationship between job insecurity and general health. A further objective was to compare the job insecurity levels of public and private sector employees. A cross-sectional survey design was used. Constructs were measured by means of the Job Insecurity Questionnaire (JIQ), the Orientation to Life Questionnaire (Form S), the General Health Questionnaire (GHQ) and a biographical questionnaire. Results indicated that a practically-significant relationship exists between job insecurity and general health, implying that high levels of job insecurity are associated with ill health (as displayed in somatic symptoms, anxiety and insomnia, and social dysfunction). Regression analyses confirmed the partially mediating effect of situational sense of coherence on the relationship between job insecurity and general health. It was also found that public sector employees displayed higher levels of affective job insecurity than their private sector counterparts. Conclusions and recommendations were made / Thesis (Ph.D.)--North-West University, Vaal Triangle Campus, 2006.

Individuals employed within the South African workforce are finding themselves operating in an increasingly uneven playing field. The global marketplace is continually amplifying the already stiff competition, forcing employers to reduce the security they are able to offer their workers, in an effort to off-set their profit margins. Examining and consequently addressing these private sector employees' functioning in those spheres that may influence their health and consequent work performance, which in turn affects the performance of the industry - and therefore the economy – is thus essential. The objective of this study was to investigate the relationship between job insecurity, resilience and general health of personnel (N= 207) employed within the motor-trade industry and to examine differences among the job insecurity, resilience and general health levels of different demographic groups. A cross-sectional survey design was implemented. The constructs were measured by means of the Job Insecurity Scale (JIS), the Resilience Scale (RS) and the General Health Questionnaire (GHQ). The research method for the article consists of a concise literature review, followed by an empirical study. Cronbach alpha coefficients inter-item correlation coefficients and confirmatory factor analyses were used to determine the validity and reliability if the measuring instruments. Descriptive statistics were used to analyse the data and Pearson product moment correlation coefficients, as well as regression analyses were used to examine the relationships between the constructs employed in this research. No significant differences were found to exist based on biographical characteristics regarding job insecurity, resilience and general health. Job insecurity and the somatic symptoms, social dysfunction and severe depression subscales of the general health measure were found to be statistically significantly negatively correlated. Statistically significant correlations were displayed between resilience and general health, as well as all of its subscales. Resilience was shown to play a moderating role in the relationship between job insecurity and social dysfunction (and not in any of the other general health dimensions), as results indicated that the social functioning of individuals measuring high on resilience was less affected by job insecurity than those individuals measuring low on resilience. Conclusions are made, limitations of the current research are discussed and recommendations for future research are put forward. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2007.

During the past few years, organisations throughout the public sphere have undergone dramatic changes due to extensive restructuring and mergers. These changes are caused international by an accelerating pace of business, increasing economic activity, science and technology, public partnerships involving government and population, changing demographics, and education and training. Changes such as these usually result in job insecurity which in turn may lead to job dissatisfaction. The objective of this study was to examine the possible relationship between job insecurity, job satisfaction and situational sense of coherence among civil servants in the Johannesburg-West District Education Department and, more particularly, to determine whether situational sense of coherence mediates the relationship between job insecurity and job satisfaction. A survey design was used to realise the research objectives. The study population consisted of 120 civil servants in the Johannesburg-West District of Education Department. The Job Insecurity Questionnaire (JIQ), the Minnesota Satisfaction Questionnaire (MSQ) and Orientation to Life Questionnaire - Form S (OLQ - S) were used as measuring instruments. The findings showed that a negative correlation of medium effect was found between cognitive job insecurity and situational sense of coherence. Total job satisfaction displayed negative statistically significant correlations with all the job insecurity dimensions, although these correlations fell below the practically significant cutoff point. Analyses indicated that situational sense of coherence does not hold a statistically significant amount of predictive value with regard to job satisfaction, nor does job insecurity hold a statistically significant amount of variance with regard to job satisfaction, implying that situational sense of coherence does not mediate the relationship between job insecurity and job satisfaction. Job insecurity was however found to hold some predictive value with regard to situational sense of coherence. Limitations were identified and recommendations with regard to future research as well as for the organisation were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2007.

Across the world, job insecurity plays a critical role in organisations. This insecurity affects not only the individual, but also the organisation. In South Africa, the Employment Equity Act (No. 55 of 1998), and the Broad-Based Socio-Economic Empowerment Charter for the South African Mining Industry (Mining Charter), brought changes to the mining industry policies and decision-making process in terms of selection and recruitment, which could in turn lead to feelings of job insecurity. Other factors such as the availability of gold left to be mined, restructuring and strikes increase work-related stress. The objectives of this study were to investigate the role of job insecurity in predicting health related behaviours, and to determine whether coping moderates the effect of job insecurity on health behaviours for a group of managers in a South African gold mining company. A cross-sectional design was used. The study population (n = 206) consisted of managers in a gold mining company in South Africa The Job Insecurity Scale, Cybernetic Coping Scale and Health Complaints Questionnaire were used as measuring instruments. Descriptive statistics (e.g. means, standard deviations and kurtosis) were used to analyse the data. Hierarchical multiple regression analysis was used to test for the hypothesized moderating effect of coping on the relation between job insecurity and health-related behaviours. The results of the regression analyses showed that qualitative job insecurity was a significant predictor of health complaints. Qualitative job insecurity was also a significant predictor of health complaints in employees who smoked cigarettes and drank alcohol, and exercised at least once a week. Quantitative job insecurity did not play a role in predicting health-related behaviour. Coping did not moderate the effects of job insecurity for employees with health complaints. Rather, it is suggested that using negative coping behaviours may actually contribute to health complaints. Recommendations for future research are made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

Across the world, job insecurity plays a critical role in organisations. This insecurity affects not only the individual, but also the organisation. In South Africa, the Employment Equity Act (No. 55 of 1998), and the Broad-Based Socio-Economic Empowerment Charter for the South African Mining Industry (Mining Charter), brought changes to the mining industry policies and decision-making process in terms of selection and recruitment, which could in turn lead to feelings of job insecurity. Other factors such as the availability of gold left to be mined, restructuring and strikes increase work-related stress. The objectives of this study were to investigate the role of job insecurity in predicting health related behaviours, and to determine whether coping moderates the effect of job insecurity on health behaviours for a group of managers in a South African gold mining company. A cross-sectional design was used. The study population (n = 206) consisted of managers in a gold mining company in South Africa The Job Insecurity Scale, Cybernetic Coping Scale and Health Complaints Questionnaire were used as measuring instruments. Descriptive statistics (e.g. means, standard deviations and kurtosis) were used to analyse the data. Hierarchical multiple regression analysis was used to test for the hypothesized moderating effect of coping on the relation between job insecurity and health-related behaviours. The results of the regression analyses showed that qualitative job insecurity was a significant predictor of health complaints. Qualitative job insecurity was also a significant predictor of health complaints in employees who smoked cigarettes and drank alcohol, and exercised at least once a week. Quantitative job insecurity did not play a role in predicting health-related behaviour. Coping did not moderate the effects of job insecurity for employees with health complaints. Rather, it is suggested that using negative coping behaviours may actually contribute to health complaints. Recommendations for future research are made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

This thesis focuses on the relations between job insecurity and its consequences by addressing several specific research aims. The first research aim focused on expanding the range of job insecurity consequences by studying the relation between job insecurity and work–family conflict over time. In Study 3 it was found that job insecurity affected work–family conflict one year later among men. The second research aim addressed mechanisms involved in the job insecurity–outcome relations, focusing on factors that might make employees more vulnerable to, or buffer against the negative effects of job insecurity. Coping styles were investigated as potential moderating factors in Study 1, where it was found that problem-focused coping did not function as a buffer, nor did devaluation or avoidance coping. Avoidance coping was actually a vulnerability factor for men, and related to more negative reactions to job insecurity in terms of well-being. Two forms of job dependence as potential moderating factors of the relations between job insecurity and its outcomes were investigated in Study 2. It was found that the relative contribution to the household income functioned as a vulnerability factor for men. Higher levels of work centrality combined with either quantitative or qualitative job insecurity were related to higher levels of job satisfaction among women. Finally, in Study 3, workload was investigated as a mediating variable of the relation between job insecurity and its outcomes, where workload linked job insecurity to work–family conflict one year later among men. The third research aim of this thesis addressed gender, where differences between men and women were found in all three studies. Overall men seemed to suffer more from job insecurity. The results of the thesis confirm the negative impact of job insecurity, but also provide information regarding important areas for future research to study, such as the investigation of mechanisms and the role of gender. / At the time of the doctoral defense, the following papers were unpublished and had a status as follows: Paper 1: Submitted. Paper 2: Submitted.

The study aimed to investigate if personality characteristics were associated with quantitative job insecurity among Swedish employees. This study implemented a cross-sectional design and a total of 157 employees participated in the study. Participants filled in an electronic survey consisting of 27 questions and the collected data was analyzed through one unadjusted and one adjusted regression analysis. The unadjusted regression analysis showed that personality characteristics were negatively associated with quantitative job inecurity, and the explained variance for personality characteristics on quantitative job insecurity was 14%. The results from the adjusted regression model showed that employment contract was positively, and personality characteristics were negatively associated with quantitative job insecurity, while seniority and qualitative job insecurity were not associated with quantitative job insecurity. Meaning that people with high values on personality characteristics and permanent employees were least affected by quantitative job insecurity. In total, employment contract, seniority, personality characteristics and qualitative job insecurity could explain 25% of the variance of quantitative job insecurity. Job insecurity is detrimental to both the individual and the organization and a strategy to counteract the experience of job insecurity might be to develop personality characteristics among employees.

Employees across the world experience change in the workplace due to a fast-fluctuating environment in which organisations operate. According to Maumo and Kinnunen (1999) a transformation has taken place in the industrialised world of work over the last few decades. Downsizing, right-sizing or restructuring have become familiar terms in difficult economic conditions and implies that rationalising of jobs are inevitable. Organisations attempt to reduce costs, which in turn places pressure on employees to modify their jobs, seek alternative employment (intention to quit) and relocate, all of which are likely to fuel job insecurity (Hartley, Jacobson, Klandermans & Van Vuuren, 1991; Iyo & Brotheridge, 2004). The unemployment rate in South Africa is one of the highest in the world with 36% of its citizens being unemployed in 1999 (Kingdon & Knight, 2001). What's more is that, according to the Quarterly Labour Force Survey, 4.1 million people in South Africa were classified as unemployed in 2009. Frequent reorganisation and statements regarding flexibi lity are signals that one's job security is not secure. Even vague signals of downsizing or change may encourage employees to have intention to quit (Iyo & Brotheridge, 2004). When organisations start to downsize, some people may expect to become unemployed. Sverke, Hellgren and Naswall (2002) state that organisational change is an antecedent to job security. Mauna and Kunnunen (1999) agrees that objective circumstances of an insecure job situation can be defined as the experience of job insecurity, while according to De Witte (1999) the growing emphasis on more flexible employment contracts also intensify feelings of job insecurity. Job insecurity has been found to predict stronger intention to quit within the organisation (Ashford, Lee & Bobko, 1989). This means that a flexible, multiskilled, knowledgeable, interchangeable and adaptable workforce are exposed to new management techniques as well as altered labour relations/human resource policies and activities, which in turn influence employers' obligations, employees' obligations, the state of the psychological contract, job insecurity and employees' intention to quit (Ekkerd, 2005). The primary objective of this research is to investigate the relationship between the psychological contract, individual characteristics, job insecurity and the intention to quit of security employees (N=217) in the Vaal Triangle. A cross-sectional survey design was used. Constructs were measured by means of the psychological contract (employer obligations, employee obligations and the state of the psychological contract), an "individual characteristics" questionnaire, a job insecurity questionnaire and an intention to quit questionnaire. The research method for each of the two articles consists of a brief literature review and an empirical study. Factor analyses, as well as Cronbach alpha coefficients were computed to assess the reliability. Validity of the different product moment correlation coefficients, and regression analysis was used to examine the relationship between the constructs employed in this research. Significant differences are found between various individual characteristics and the scores of the psychological contract (employer obligations scale, employee obligations scale and the state of the psychological contract scale), the individual characteristics questionnaire, job insecurity scale and the employee's intention to quit scale. A practically significant correlation was found with a small effect between the state of the psychological contract, employer obligations and employee obligations. Results demonstrate a significant relationship between the psychological contract, type of contract, gender and tenure. No significant relationship was found between the psychological contract and age and qualification of the employees. Multiple regression analysis indicates that employee obligations predicted negative intention to quit. Job insecurity predicted positive intention to quit. Conclusions are made, limitations of the current research are discussed and recommendations for future research are put forward. / MCom. Industrial Psychology, North-West University, Vaal Triangle Campus, 2011