The world that is becoming more advanced and complex, induces acute competitiveness and immense challenges for organisations and employees. This, along with the increased demands from current operating economic conditions around the globe oblige organizations to embark on adaptive strategies such as downsizing, restructuring and temporary employment as a mechanism to sustain their continued existence in a hastened transformation era. Although these impetuses affect the content and structure of work directly, they also have indirect inherent effects as they create pressures of uncertainty and feelings ofjob insecurity. It is apparent that job insecurity may negatively affect employees' job satisfaction and affective organisational commitment. It is deemed important to identify the negative impacts of these changes on individual employees and devise change management and coping interventions to empower employees in lowering the stress that they may experience due to transformations within their organisations. Thus, the objectives of this research was to investigate the relationship between job insecurity, job satisfaction, affective organisational commitment and work locus of control and how demographic groups might differ in their experience of job insecurity among employees (N = 286) in a co-operation industry. A cross-sectional survey design was used. The constructs were measured by means of the Job Insecurity Scale (JIS), Minnesota Satisfaction Questionnaire (MSQ), Organisational Commitment Questionnaire (OCQAffective- subscale), Work Locus of Control Scale (WLCS) and a demographic questionnaire. The research method consists of a brief literature review and an empirical study. Confirmatory factor analysis was used to assess the construct validity of the MSQ, OCQAffective, and WLCS. Alpha coefficients were also computed to assess the internal consistency of the scales. Descriptive statistics, Pearson-product moment correlation coefficients, MANOVA, and ANOVA were used to analyse the data. Multiple regression analyses were used to further examine the potential mediating effect of work locus of control in the job insecurity-outcomes relationships. Simple principal component analyses confirmed appropriate factor structures for the JIS. MSQ and OCQ. Although Spector proposed that the WLCS is a unidimensional scale, various previous studies have obtained evidence supporting a two-factor structure. In a similar vein, simple principle component analysis delivered a two-factor structure. All scales used demonstrated an adequate level of internal consistency. Job insecurity indicated a practically significant positive correlation with intrinsic job satisfaction, although the relationship between job insecurity and extrinsic job satisfaction was not statistically significant. A statically significant positive correlation was found between job insecurity and affective organisational commitment. Work locus of control demonstrated a practically significant correlation with job insecurity. Work locus of control demonstrated a practically significant positive correlation with affective organizational commitment, as well as both job satisfaction dimensions. Regression analyses indicated that work locus of control mediates the relationship between job insecurity and intrinsic job satisfaction. Work locus of control was also found to be a mediator of the relationship between job insecurity and affective organisational commitment. It was established that employees with tertiary qualifications such as degrees and postgraduate degrees experienced lower job insecurity as compared to employees with lower qualifications such as Grade 10 to Grade 12. No further significant differences were established in terms of gender, culture, age and tenure in the experience of job insecurity. Conclusions are made, limitations of the current research are discussed and recommendations for the organisation and future research are outlined. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2007.

Due to constant changes and demands from external forces markets, today's employees are subjected to continuous change in the workplace in order for organisations to stay competitive. Changes include restructuring, downsizing, technological changes and so forth, which result in employees feeling less secure in their jobs compared to employees a few decades ago. This insecurity is a reality in the lives of employees and leads to a whole range of emotions and reactions toward these changes. The primary objectives of this research is to determine the nature of the relationship between job insecurity and affective organisational commitment, and also the nature of the relationship between job insecurity and the general health of employees in a specific petro-chemical organisation (N = 229). The final objective is to determine if work locus of control plays a mediating role in the above mentioned relationships. A cross-sectional survey design was employed. Constructs were measured using the following: the Job Insecurity Questionnaire (JIQ), the Organisational Commitment Questionnaire (OCQ) [where only the affective subscale was interpreted], the General Health Questionnaire (GHQ), the Work Locus of Control Scale (WLCS) as well as a biographical questionnaire. Results indicated that a practically significant relationship of medium effect exists between job insecurity (both dimensions) and work locus of control, and also a practically significant negative relationship between job insecurity (cognitive subscale) and affective organizational commitment and between affective organisational commitment with work locus of control. No other practically significant relationships were found, although the relationship between the variables did prove to be statistically significant. Regression analysis confirmed that work locus of control fully mediate the relationship between affective job insecurity and affective organisational commitment and also between affective job insecurity with general health, whilst partial mediation by work locus of control was found between cognitive job insecurity and affective organisational commitment and cognitive job insecurity and general health. Conclusions and recommendations were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2007.

Tremendous pressure is placed on organisations to improve their performance and to become increasingly competitive. In order to survive in a highly competitive economy, organisations are undergoing major restructuring and can no longer guarantee employees with life time employment, leading to job insecurity. The primary objectives of this research were to investigate the relationship between job insecurity and job satisfaction of employees (N = 298) in a government organisation, as well as to determine whether work locus of control mediates the relationship between job insecurity and job satisfaction. A cross-sectional survey design was used. Constructs were measured by means of the Job Insecurity Survey (JIS), the Minnesota Satisfaction Questionnaire (MSQ), the Work Locus of Control Scale (WLCS) and a biographical questionnaire. Results indicated that a practically significant relationship exists between job insecurity and job satisfaction. It was further found that external locus of control is associated with high levels of job insecurity and lower levels of job satisfaction. Regression analyses confirmed the partially mediating of work locus of control on the relationship between cognitive job insecurity and job satisfaction. Conclusions and recommendations were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

The world that is becoming more advanced and complex, induces acute competitiveness and immense challenges for organisations and employees. This, along with the increased demands from current operating economic conditions around the globe oblige organizations to embark on adaptive strategies such as downsizing, restructuring and temporary employment as a mechanism to sustain their continued existence in a hastened transformation era. Although these impetuses affect the content and structure of work directly, they also have indirect inherent effects as they create pressures of uncertainty and feelings ofjob insecurity. It is apparent that job insecurity may negatively affect employees' job satisfaction and affective organisational commitment. It is deemed important to identify the negative impacts of these changes on individual employees and devise change management and coping interventions to empower employees in lowering the stress that they may experience due to transformations within their organisations. Thus, the objectives of this research was to investigate the relationship between job insecurity, job satisfaction, affective organisational commitment and work locus of control and how demographic groups might differ in their experience of job insecurity among employees (N = 286) in a co-operation industry. A cross-sectional survey design was used. The constructs were measured by means of the Job Insecurity Scale (JIS), Minnesota Satisfaction Questionnaire (MSQ), Organisational Commitment Questionnaire (OCQAffective- subscale), Work Locus of Control Scale (WLCS) and a demographic questionnaire. The research method consists of a brief literature review and an empirical study. Confirmatory factor analysis was used to assess the construct validity of the MSQ, OCQAffective, and WLCS. Alpha coefficients were also computed to assess the internal consistency of the scales. Descriptive statistics, Pearson-product moment correlation coefficients, MANOVA, and ANOVA were used to analyse the data. Multiple regression analyses were used to further examine the potential mediating effect of work locus of control in the job insecurity-outcomes relationships. Simple principal component analyses confirmed appropriate factor structures for the JIS. MSQ and OCQ. Although Spector proposed that the WLCS is a unidimensional scale, various previous studies have obtained evidence supporting a two-factor structure. In a similar vein, simple principle component analysis delivered a two-factor structure. All scales used demonstrated an adequate level of internal consistency. Job insecurity indicated a practically significant positive correlation with intrinsic job satisfaction, although the relationship between job insecurity and extrinsic job satisfaction was not statistically significant. A statically significant positive correlation was found between job insecurity and affective organisational commitment. Work locus of control demonstrated a practically significant correlation with job insecurity. Work locus of control demonstrated a practically significant positive correlation with affective organizational commitment, as well as both job satisfaction dimensions. Regression analyses indicated that work locus of control mediates the relationship between job insecurity and intrinsic job satisfaction. Work locus of control was also found to be a mediator of the relationship between job insecurity and affective organisational commitment. It was established that employees with tertiary qualifications such as degrees and postgraduate degrees experienced lower job insecurity as compared to employees with lower qualifications such as Grade 10 to Grade 12. No further significant differences were established in terms of gender, culture, age and tenure in the experience of job insecurity. Conclusions are made, limitations of the current research are discussed and recommendations for the organisation and future research are outlined. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2007.

Due to constant changes and demands from external forces markets, today's employees are subjected to continuous change in the workplace in order for organisations to stay competitive. Changes include restructuring, downsizing, technological changes and so forth, which result in employees feeling less secure in their jobs compared to employees a few decades ago. This insecurity is a reality in the lives of employees and leads to a whole range of emotions and reactions toward these changes. The primary objectives of this research is to determine the nature of the relationship between job insecurity and affective organisational commitment, and also the nature of the relationship between job insecurity and the general health of employees in a specific petro-chemical organisation (N = 229). The final objective is to determine if work locus of control plays a mediating role in the above mentioned relationships. A cross-sectional survey design was employed. Constructs were measured using the following: the Job Insecurity Questionnaire (JIQ), the Organisational Commitment Questionnaire (OCQ) [where only the affective subscale was interpreted], the General Health Questionnaire (GHQ), the Work Locus of Control Scale (WLCS) as well as a biographical questionnaire. Results indicated that a practically significant relationship of medium effect exists between job insecurity (both dimensions) and work locus of control, and also a practically significant negative relationship between job insecurity (cognitive subscale) and affective organizational commitment and between affective organisational commitment with work locus of control. No other practically significant relationships were found, although the relationship between the variables did prove to be statistically significant. Regression analysis confirmed that work locus of control fully mediate the relationship between affective job insecurity and affective organisational commitment and also between affective job insecurity with general health, whilst partial mediation by work locus of control was found between cognitive job insecurity and affective organisational commitment and cognitive job insecurity and general health. Conclusions and recommendations were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2007.

Thesis (D. Min.)--Perkins School of Theology, Southern Methodist University, 1977. / Abstract. Includes bibliographical references (leaves 64-66).

Dissertation (Ph. D.)--University of Akron, Dept. of Counseling Education-Counselor Education & Supervision, 2007. / "August, 2007." Title from electronic dissertation title page (viewed 04/29/2008) Advisor, Linda M. Perosa; Committee members, Sandra L. Perosa, Cynthia A. Reynolds, Fred H. Ziegler, Suzanne C. MacDonald; Department Chair, Sajit Zachariah; Interim Dean of the College, Cynthia F. Capers; Dean of the Graduate School, George R. Newkome. Includes bibliographical references.

Thesis (Ph. D.)--University of Missouri-Columbia, 1999. / Typescript. Vita. Includes bibliographical references (leaves 72-79). Also available on the Internet.

Thesis (M.A.)--Kent State University, 2009. / Title from PDF t.p. (viewed Mar. 8, 2010). Advisor: Richard Serpe. Keywords: Self; mind; self-reflexivity; depression; social anxiety; dualism; duality; androgyny; mastery; powerful others; internal and external locus of control; flexibility; resilience; attribution theory; mental health. Includes bibliographical references (p. 64-70).

Thesis (Ph. D.)--University of Missouri-Columbia, 1999. / Typescript. Vita. Includes bibliographical references (leaves 72-79). Also available on the Internet.