The primary objectives of this study were to investigate the relationship between job insecurity, job satisfaction, work wellness, and organisational commitment of employees (N = 66) at a petroleum / oil company. A cross-sectional survey design was used. Constructs were measured by means of the Job Insecurity Survey Inventory (JISI), the Minnesota Job Satisfaction Questionnaire (MSQ), the Oldenburg Burnout Inventory (OLBI), the Utrecht Work Engagement Scale (UWES), the General Health Questionnaire (GHQ), and the Organisational Commitment Questionnaire (OCQ). For many employees, the changes in working life we have witnessed over the past two decades have caused feelings of insecurity concerning the nature and future existence of their jobs (Hartley, Jacobson, Klandermans, & van Vuuren, 1991). Job insecurity is not only problematic for the individual employees, but also for the company in which they work. Greenhalgh and Rosenblatt (1984) found that the impact of job insecurity on individual employees could erode the effectiveness of the organisation. A downward spiral is created, where productivity decreases, and in such a manner that the competitive strength of the company is undermined. The risk of further redundancies is increased, which in turn increases feelings of job insecurity. The impact of job insecurity as noted above, inter alia, lowered job satisfaction, lowered trust in management, lowered organisational commitment, produced a greater tendency to leave the organisation, caused an increase in psychosomatic complaints and depression, and ultimately spreads into negative consequences for the organisation. It is for these reasons that the researchers felt the need to conduct research on job insecurity. All scales used in this research demonstrated adequate internal consistencies. Job insecurity and job satisfaction were not found to be correlated as there was no negative correlation found between job insecurity and intrinsic job satisfaction. Affective job insecurity demonstrated a practically significant positive correlation of medium effect with intrinsic job satisfaction. This therefore suggested that the higher the levels of affective job insecurity, the higher the levels of intrinsic job satisfaction. These findings are contrary to literature, which suggests that job insecurity has been associated with lowered job satisfaction (Probst & Baker, 2001). Both job insecurity subscales, cognitive and affective job insecurity, demonstrated a practically significant positive correlation of medium effect with both of the OLBI subscales, implying that increased levels of both job insecurity subscales are associated with increased levels of burnout as measured by the OLBI. Job insecurity (particularly affective job insecurity) was found to be positively associated with the anxiety and insomnia subscale as measured by the GHQ, which suggested that the higher the levels of job insecurity, the higher the levels of anxiety and insomnia experienced by the participants. Participants with increased levels of tenure (more than 5 years) presented with higher levels of social dysfunction than participants who had been working in the organisation for less than five years. Employees with tertiary qualifications, as well as employees younger than 35 years, displayed lower levels of continuance commitment compared to employees without tertiary qualifications and were older than 35 years. White employees presented with higher levels of anxiety and insomnia, as well as higher levels of social dysfunction compared to participants falling within the Blacklother categories. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

The new world of work has an enormous impact on the work-life of employees. Retrenchment, early retirement, unemployment and the demand for better performance are the result of massive restructurings, outsourcing, mergers and acquisitions. The old Psychological contract, as well as lifelong employment, is becoming obsolete in a changing world of work. This leads to increased job insecurity in the workplace. There is substantial evidence in the literature that job insecurity is damaging to psychological health. Job insecurity in not only damaging the individual but impacts negatively on the organisation. Job insecurity leads to mistrust, lack of commitment and general dissatisfaction. In the end it will have a definite impact on organisational performance. The empirical objective of this research was to investigate the relationship between job insecurity, psychological well-being and the relationship with future literacy. A cross-sectional design with an availability sample (n =. 459) was used. The sample was subjected to a specific programme of future literacy training (Map Your Life). Questionnaires were completed prior to the training programme. The reliability and construct validity of the measuring instruments acceptable. (Cronbach alpha coefficients adhere to the cut-off point of > 0,70) with the exception of the Dispositional Optimism Questionnaire (Cronbach alpha coefficient of 0,64). Future literacy is an unknown concept and it was necessary to conceptualise the concept. No instrument to measure future literacy existed and it was necessary to compile such an instrument. A questionnaire consisting of 18 items was compiled to measure future literacy. Factor analysis revealed two factors that measured future literacy. Factor One was named Positive Mindset Towards Future Possibilities and Factor Two, Anticipating, Planning and Preparing for Future Changes. The Cronbach alpha for Factor One was 0,76 and 0,8 1 for the second factor. Results indicated statistical signiticant correlations (of a medium effect) between job insecurity, self-efficacy, dispositional optimism and work locus of control. Self-efficacy and dispositional optimism correlated negatively with job insecurity, indicating that job insecurity decreases as self-efficacy and dispositional optimism increases. The results also indicated a significant negative correlation (medium effect) between job insecurity and future literacy. This implies that as job insecurity decreases future literacy increases. The negative correlation between future literacy and job insecurity indicates that candidates who are future literate experience less job insecurity. When candidates with high and low scores on future literacy were compared with one another, candidates who scored low on all the scales of future literacy experienced high levels job insecurity. Candidates who demonstrated high levels of future literacy experienced significantly lower job insecurity. Black employees experienced significantly higher levels of future literacy when compared to White employees. Multiple regression analysis indicated that self-efficacy, dispositional optimism, work locus of control and future literacy predicted job insecurity when controlling for biographical variables. Limitations and recommendations regarding future research, as well as recommendations for the organisation were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2006.

South Africa, like the rest of the world, is undergoing major changes in the social, political, economic, technological and organisational environments. The ability of any organisation to compete internationally will depend to a large extent on the quality of its people. The biggest challenge that organisations are facing is to find, develop and retain talent. More than ever the ability of organisations to grow and develop will he determined by the level of competence and energy of their people. Challenging and meaningful work, development opportunities, leadership and empowerment are some of the most important reasons why talented people will stay on in a company. To increase speed, efficiency and to reduce costs, organisations have flattened their structures. From this it can be concluded that if companies want to be successful and retain talented people they have to create an environment where people feel empowered. The leader or manager plays an import role in the empowerment of people. The consequences of empowerment can include higher levels of job satisfaction, organisational commitment and work engagement. The objectives of the study were to determine the reliability and validity of the instruments, as well as the relationship between psychological empowerment, leader empowering behaviour, job insecurity, job satisfaction, organisational commitment and work engagement. Employees from selected organisation were targeted. The study population included employees from managerial and non-managerial categories. A cross-sectional survey design was used to obtain the research objectives. Six standardised questionnaires were used in the empirical study, namely Leader Empowering Behaviour Questionnaire, Job Insecurity Inventory, Measuring Empowerment Questionnaire, Job satisfaction, Organisational commitment and Work engagement. Descriptive statistics, factor analyses, Cronbach alpha coefficien@ correlations, MANOVAS and regression analyses were used to analyse the data. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2007.

Thesis (M Nursing (Advanced Practice))--University of South Australia, 1996

Title page, contents and abstract only. The complete thesis in print form is available from the University of Adelaide Library. / "This thesis seeks to make a contribution to the understanding of the relationship between housing and labour markets by examining the impact of decreasing job security, that is the increase in casual and contract employment, on the purchase behaviour of first home buyers in Australia." -- Abstract / http://proxy.library.adelaide.edu.au/login?url= http://library.adelaide.edu.au/cgi-bin/Pwebrecon.cgi?BBID=1284060 / Thesis (Ph.D.) -- University of Adelaide, School of Social Sciences, 2007

Title page, contents and abstract only. The complete thesis in print form is available from the University of Adelaide Library. / "This thesis seeks to make a contribution to the understanding of the relationship between housing and labour markets by examining the impact of decreasing job security, that is the increase in casual and contract employment, on the purchase behaviour of first home buyers in Australia." -- Abstract / http://proxy.library.adelaide.edu.au/login?url= http://library.adelaide.edu.au/cgi-bin/Pwebrecon.cgi?BBID=1284060 / Thesis (Ph.D.) -- University of Adelaide, School of Social Sciences, 2007

Thesis (Ph. D.)--Stanford University, 2002. / Includes bibliographical references (leaves 109-115).

Thesis (doctoral)--Universiẗat Kiel, 2006. / Includes bibliographical references (p. 199-208).

The present study evaluated the technical knowledge level of the Job Security Engineering professionals about the noise and its influences in the workers, through a investigation of the normative, the lato sensu specialization courses curricular structure in the Job Security Engineering in the South region of Brazil (in the states of Rio Grande do Sul, Santa Catarina and Parana), and the technical knowledge of these professionals. For both, it was proceeded an exploratory and explanatory with a quantitative approach, that allowed the technical knowledge about the Job Security Engineering course, measuring its comprisement and professional performance. The work also allowed the evaluation of the index of technical knowledge of these professionals about the noise and its influences in the workers population. The mainly results of this research showed that nowadays the specialization courses lato sensu in the Job Security Engineering approach the subjects about the noise and its influences in the people in a discipline module that varies from 15 to 50h according to the School. This workload variation can be one of the explanations of the Job Security Engineers low technological Knowledge level, showed in the research. Still in analysis, the technical knowledge of these professionals it was possible to find the opposite of what is expected from these professionals acquire much more technical knowledge arouse the subject in the professional career than in the classroom, what allows to conclude that nowadays in case of the subjects about the noise and its influence about the people, the courses in the South of Brazil have a much more informative than formative role. In the role of changing this scene, this work suggested a minimum workload of 80 hours and a clear division of the subjects. / O presente estudo avaliou o nível de conhecimento técnico de profissionais de Engenharia de Segurança do Trabalho acerca do ruído e de sua influência nos trabalhadores, através de uma investigação das normativas, da estrutura curricular dos cursos de especialização lato sensu em Engenharia de Segurança do Trabalho da região Sul do Brasil (estados do Rio Grande do Sul, Santa Catarina e Paraná), e do conhecimento técnico destes profissionais. Para tanto, procedeu-se uma pesquisa exploratória e explicativa com abordagem quantitativa, que possibilitou o conhecimento sobre o curso de Engenharia de Segurança do Trabalho, mensurando sua abrangência e atuação profissional. O trabalho também permitiu a avaliação do índice de conhecimento técnico destes profissionais sobre o ruído e sua influência na população de trabalhadores. Os principais resultados desta pesquisa mostram que atualmente os cursos de especialização lato sensu em Engenharia de Segurança do Trabalho abordam os conteúdos sobre o ruído e sua influência nas pessoas em um módulo de uma disciplina que varia de 15 a 50h conforme a instituição de ensino. Esta variação de carga-horária pode ser uma das explicações do baixo índice de conhecimento técnico dos Engenheiros de Segurança do Trabalho, apresentados na pesquisa. Ainda em análise do nível de conhecimento técnico destes profissionais foi possível constatar que ao contrario do que se espera estes profissionais adquirem muito mais conhecimento técnico acerca do assunto na carreira profissional do que em sala de aula, o que permite concluir que atualmente em se tratando de conteúdos sobre o ruído e sua influência sobre as pessoas, os cursos do sul do Brasil possuem um caráter muito mais informativo do que formativo. No intuito de mudar este panorama o trabalho sugeriu uma carga horária mínima de 80 horas e uma clara divisão de conteúdos.

Submitted in fulfillment of the requirements for the Degree of Masters in Management Sciences: Human Resources Management, Durban University of Technology, Durban, South Africa, 2017. / The overall aim of the study was to investigate the impact of job insecurity on job satisfaction and organisational commitment at Femina Garments in Zimbabwe. Job insecurity has increased considerably over the recent decade in the clothing industry of Zimbabwe. Negative economic growth, retrenchments and company closures have led to job insecurity increase in Zimbabwe. Against this background, the literature suggests that job insecurity has a negative impact on different job attitudes. The study was conducted at Femina Garments, a clothing manufacturing company in Zimbabwe. The study adopted the quantitative research design and a survey method was employed for all 109 employees at Femina Garments. A structured closed-ended questionnaire was used to collect data. A significant response rate of 93.58% was obtained using the personal method of data collection. The responses to the questionnaire were captured and analysed using the Statistical Package for Social Sciences (SPSS) version 24.0 for Windows. Several hypotheses were formulated and tested using the Pearson`s chi-square and Spearman`s rank order correlation co-efficient. The main findings revealed that job insecurity did have an impact on organisational commitment. The findings also revealed that job insecurity had no relationship with job satisfaction at Femina Garments. The recommendations suggest that management at Femina Garments should provide clear communication, provide social support and maintain a balanced psychological contract. The recommendations also suggest that management at Femina Garments should provide salaries and benefits that are market related. The study concludes by providing directions for future research. / M