Förändringar på arbetsmarknaden har medfört att anställda i allt större utsträckning upplever anställningsotrygghet. Syftet med föreliggande studie är att undersöka huruvida autonomi, deltagande i beslutsfattande och arbetsrelaterat socialt stöd kan moderera sambandet mellan anställningsotrygghet och framtida psykisk ohälsa samt bristande arbetstrivsel. En enkät besvarades av 181 anställda på en revisionsfirma vid två tillfällen. Resultatet av hierarkiska regressionsanalyser indikerar att kvantitativ och kvalitativ anställningsotrygghet predicerar bristande arbetstrivsel och att kvalitativ anställningsotrygghet även predicerar psykisk ohälsa. Varken autonomi över arbetsuppgifterna, deltagande i beslutsfattande, socialt stöd från kollegor eller från chefer dämpande dessa samband. Möjligen har tidigare tvärsnittsstudier överskattat den modererande effekten av arbetsrelaterad kontroll och socialt stöd.

In the current South African context, job insecurity has become a phenomenon to be reckoned with. Although research on this phenomenon is still scarce, a growing interest in the perceived experience of job insecurity and its different underlying constructs is obvious from the increase of job insecurity research. A comprehensive summary of previous research studies and relevant outcomes is therefore relevant. Up to now, South African studies on job insecurity have accepted the assumptions and context of international research studies on job insecurity. It is now time to investigate the influence of the South Afncan context on this phenomenon and to include this background in future studies. The main objective of this study was to review, investigate, compare, evaluate and interpret existing research, conducted internationally and nationally, in order to set a research agenda through proposing a theoretical model for job insecurity in South Afncan organisations. The model will primarily serve as an academic tool to new research scholars to identify new research problems, existing sources of information, relevant measuring instruments, and contextual variables that may be of interest. The model will also be applicable as a management tool to understand and deal with job insecurity in South Ahcan organisations. A qualitative, descriptive research design was followed to perform content analysis and an extensive literature review. Results of the qualitative content analysis were enhanced with semi-structured interviews with managers from different organisations (N = 24). Results indicated gaps between international and South African research studies as well as the gaps indicated between theory and practice. This was indicated by a comparison between the South African research results and the results from the semi-structured interviews with selected managers. These results were integrated into a proposed model for job insecurity in order to serve as a guideline for future research. It also serves as a tool for managers to be aware of the presence of job insecurity, and to enable them to improve their management intervention. Conclusions and limitations of the study were discussed and recommendations for organisations and for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Changes such as economic uncertainty, global competition, and an increase in mergers and acquisitions in the past decade have forced organisations to improve organisational effectiveness and streamline operations through downsizing, outsourcing, and restructuring. These actions are associated with large scale workforce reductions. For many employees these changes in working life cause feelings of insecurity of the nature and future existence of their jobs. Interest in the experiences of job loss, job insecurity and stressors associated with organisational restructuring, merging and downsizing has grown considerably during the past few years. The primary objective of this study was to determine the relationship between job insecurity and general health of employees working in a government organisation in the Free State. A cross-sectional survey design was used. A stratified random sample was taken from various occupational levels of a government organisation in the Free State. A total of 130 employees were included of which 83 participants responded. Descriptive and inferential statistics were used to analyse the data. The Job Insecurity Inventory (JII), the General Health Questionnaire (GHQ), as well as a biographical questionnaire were utilised for the purpose of the study. Results confirmed the reliability and validity of the various measuring instruments. Affective job insecurity showed an association with increased levels of social dysfunction, anxiety and sleeplessness and severe depression. Cognitive job insecurity was however not found to correlate with any of the GHQ subscales. Multiple regression analyses indicated that affective job insecurity holds predictive value with regard to severe depression (12%), as well as social dysfunction (10%). Conclusions were made, limitations of the current research were discussed and recommendations for future research were put forward. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

In the current South African context, job insecurity has become a phenomenon to be reckoned with. Although research on this phenomenon is still scarce, a growing interest in the perceived experience of job insecurity and its different underlying constructs is obvious from the increase of job insecurity research. A comprehensive summary of previous research studies and relevant outcomes is therefore relevant. Up to now, South African studies on job insecurity have accepted the assumptions and context of international research studies on job insecurity. It is now time to investigate the influence of the South Afncan context on this phenomenon and to include this background in future studies. The main objective of this study was to review, investigate, compare, evaluate and interpret existing research, conducted internationally and nationally, in order to set a research agenda through proposing a theoretical model for job insecurity in South Afncan organisations. The model will primarily serve as an academic tool to new research scholars to identify new research problems, existing sources of information, relevant measuring instruments, and contextual variables that may be of interest. The model will also be applicable as a management tool to understand and deal with job insecurity in South Ahcan organisations. A qualitative, descriptive research design was followed to perform content analysis and an extensive literature review. Results of the qualitative content analysis were enhanced with semi-structured interviews with managers from different organisations (N = 24). Results indicated gaps between international and South African research studies as well as the gaps indicated between theory and practice. This was indicated by a comparison between the South African research results and the results from the semi-structured interviews with selected managers. These results were integrated into a proposed model for job insecurity in order to serve as a guideline for future research. It also serves as a tool for managers to be aware of the presence of job insecurity, and to enable them to improve their management intervention. Conclusions and limitations of the study were discussed and recommendations for organisations and for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Changes such as economic uncertainty, global competition, and an increase in mergers and acquisitions in the past decade have forced organisations to improve organisational effectiveness and streamline operations through downsizing, outsourcing, and restructuring. These actions are associated with large scale workforce reductions. For many employees these changes in working life cause feelings of insecurity of the nature and future existence of their jobs. Interest in the experiences of job loss, job insecurity and stressors associated with organisational restructuring, merging and downsizing has grown considerably during the past few years. The primary objective of this study was to determine the relationship between job insecurity and general health of employees working in a government organisation in the Free State. A cross-sectional survey design was used. A stratified random sample was taken from various occupational levels of a government organisation in the Free State. A total of 130 employees were included of which 83 participants responded. Descriptive and inferential statistics were used to analyse the data. The Job Insecurity Inventory (JII), the General Health Questionnaire (GHQ), as well as a biographical questionnaire were utilised for the purpose of the study. Results confirmed the reliability and validity of the various measuring instruments. Affective job insecurity showed an association with increased levels of social dysfunction, anxiety and sleeplessness and severe depression. Cognitive job insecurity was however not found to correlate with any of the GHQ subscales. Multiple regression analyses indicated that affective job insecurity holds predictive value with regard to severe depression (12%), as well as social dysfunction (10%). Conclusions were made, limitations of the current research were discussed and recommendations for future research were put forward. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

Restructuring and widespread workplace closures have exposed white-collar workers to unprecedented levels of job insecurity and unemployment. This thesis describes two studies which examined effects on health of job insecurity and job loss in a longitudinal study of 10,308 white-collar British civil servants. Study 1 examined the consequences of short and long-term job insecurity generated by the transfer of work to agencies which were periodically under threat of privatisation. Relative to unaffected controls, self-reported morbidity increased significantly among respondents expecting transfer to an agency. Physiological measurements, such as blood pressure and body mass index, deteriorated significantly among respondents working in an agency. Increases in morbidity were greater in men than women. Study 2 examined the effects of job insecurity and job loss for respondents in one complete Civil Service department sold to the private sector. Data from three time points were analysed: 2 years pre-privatisation (anticipation phase); 3 months pre-privatisation (pretermination phase); and Ilh years post-privatisation. During the anticipation phase, compared with controls, respondents from the department undergoing privatisation experienced an overall increase in self-reported morbidity. By the pre-termination phase adverse changes were also seen in physiological measures. Postprivatisation, respondents were stratified by employment status. Overall, respondents in secure employment enjoyed better self-reported health than those in any other group. Unemployed men and insecurely employed women had the poorest self-reported health. Psychological disorder was significantly associated with insecure employment in both sexes and unemployment in men. Some evidence of health selection out of the workforce was found, but adjustment for preexisting morbidity demonstrated adverse effects on health in excess of those attributable to selection. Changes in work characteristics and health-related behaviours explained little of the effect of employment status on health. Further research on the employment statushealth relationship is required.

ABSTRACT The present research study examines the possible relationship between students’ career decision-making self-efficacy (CDMSE) and their perceptions of their family members’ job satisfaction and job insecurity. The present research uses a quantitative, non-experimental, cross-sectional research design, on a sample of 148 subjects drawn from a sample of first year Psychology students from the University of the Witwatersrand, South Africa. The Career Decision Self-Efficacy scale was used to measure career decision-making self-efficacy (Betz & Taylor, 2001), Warr, Cook and Wall’s (1979) Overall Job Satisfaction scale to measure job satisfaction (Short, 1996) and the Job Insecurity scale developed by Ashford, Lee and Bobko (1989) to measure job insecurity. The statistical procedures used to analyse the data, included correlations to test the first hypothesis, which proposed a relationship between students’ CDSME and their perceptions of their family members’ job satisfaction and the second hypothesis, assumed a relationship between students’ CDMSE and their family members’ job insecurity. A Stepwise Multiple Regression was performed to examine the above hypotheses. The results reported a significant relationship between students’ CDMSE and their perceptions of their family members’ job satisfaction. However, there was insufficient evidence to support the relationship between students’ CDMSE and their perceptions of their family members’ job insecurity.

<p>Over the last few decades, increased flexibility and lack of stability in employment has made job insecurity a work stressor that keeps affecting more and more  employees. This study investigates to what extent core self-evaluations influence the appraisal of job insecurity in a Swedish sample of white-collar workers (N=425). By applying the Preacher & Hayes’ macro for multiple mediation the study also tests if there is a mediating effect of coping style on the relation between core self-evaluations and job insecurity. The results show that core self-evaluations have predictive validity in relation to job insecurity. Core self-evaluations are also associated with task-based coping style. However, no mediating effect of coping style was found on the relation between core self-evaluations and job insecurity.</p> / Stockholm Stress Center / Job insecurity from a gender perspective

Thesis (Ph.D.)--North-West University, Vaal Triangle Campus, 2006.