https://science.sciencemag.org/content/sci/5/110/206.full.pdf

The american psychological association.

Job insecurity: An integrative review and agenda for future research.

Interest in presenteeism, attending work while ill, has flourished in light of its consequences for individual well-being and organizational productivity. Our goal was to identify its most significant causes and correlates by quantitatively summarizing the extant research. Additionally, we built an empirical model of some key correlates and compared the etiology of presenteeism versus absenteeism. We used meta-analysis (in total, K = 109 samples, N = 175,965) to investigate the correlates of presenteeism and meta-analytic structural equation modeling to test the empirical model. Salient correlates of working while ill included general ill health, constraints on absenteeism (e.g., strict absence policies, job insecurity), elevated job demands and felt stress, lack of job and personal resources (e.g., low support and low optimism), negative relational experiences (e.g., perceived discrimination), and positive attitudes (satisfaction, engagement, and commitment). Moreover, our dual process model clarified how job demands and job and personal resources elicit presenteeism via both health impairment and motivational paths, and they explained more variation in presenteeism than absenteeism. The study sheds light on the controversial act of presenteeism, uncovering both positive and negative underlying mechanisms. The greater variance explained in presenteeism as opposed to absenteeism underlines the opportunities for researchers to meaningfully investigate the behavior and for organizations to manage it. (PsycINFO Database Record

/pdf/going-to-work-ill-a-meta-analysis-of-the-correlates-of-7150vzqiec.pdf

Going to work ill: A meta-analysis of the correlates of presenteeism and a dual-path model

Cognitive and Affective Job Insecurity: A Meta-Analysis and a Primary Study:

Drawing on nationally representative data for British employees, the article argues for a more comprehensive concept of job insecurity, including not only job tenure insecurity but also job status insecurity, relating to anxiety about changes to valued features of the job. It shows that job status insecurity is highly prevalent in the workforce and is associated with different individual, employment and labour market characteristics than those that affect insecurity about job loss. It is also related to different organizational contexts. However, the article also shows that the existence of effective mechanisms of employee participation can reduce both types of job insecurity.

https://journals.sagepub.com/doi/pdf/10.1177/0950017015624399

The hidden face of job insecurity

We used psychological contract theory as a framework to meta-analytically review subjective and objective predictors of employees' perceived job insecurity. Seventy-six samples from 68 studies were included in our review. Results revealed that lower levels of job insecurity are associated with having an internal locus of control, lower amounts of role ambiguity and role conflict, greater amounts of organizational communication, less organizational change, younger employees, and white-collar and permanent work. Moderator analyses further revealed that relations between job insecurity and age, gender, education, and formal contracts are moderated by unemployment rates, countries of origin, and type of job insecurity measure. We discuss theoretical and practical implications for psychological contract theory and occupational health, and offer directions for future research.

Why do employees worry about their jobs? A meta-analytic review of predictors of job insecurity.

Despite the prominence of study abroad programs, few are offered in the field of psychology. The current study sought to investigate the impact of study abroad programs in psychology through a comp...

Study Abroad in Psychology: Increasing Cultural Competencies through Experiential Learning.

Having autonomy can produce positive effects on an individual’s well-being as well as overall job-satisfaction. Research has shown that background music influences listener attention and is associated with the listeners fondness of the music (Huang & Shih, 2011). This study investigates the effects that autonomy may also have on performance levels in the workplace. Specifically, the effects of listening to music of preference and the effects it has on attention, concentration, and enjoyment of task. In this study worker autonomy is operationally defined as preferred genre of music. Performance will be measured by participants score on a recall task that mimics a medical scenario where a healthcare worker would have to recall specific patient information. We hypothesize that participants autonomy preferred background music will have a positive effect on worker performance. If the predicted results are found, this research could be beneficial to companies that are considering implementing new policies to encourage autonomy and in turn produce greater success in the workplace. [AUTONOMY AND WORKER PERFORMANCE]. 3 Psychologically healthy workplaces are beneficial to organizational performance and employee well-being (Psychologically, 2019). Autonomy is an important part of psychological health and being in control of one’s life is an important determinant of that psychological health (Warr, 2007). However, not all employers give their employees the autonomy they need in the workplace to be healthy, despite autonomy having a direct impact on individual workers and team performance (Leach, et al., 2011). The current proposed study will experimentally investigate the effects of autonomy in the workplace. Specifically, we aim to examine music choice in the workplace and its effect on work performance through a word recall task. Background music can influence attention based on worker preference, with enjoyment increasing attention (Huang & Shih, 2011). Our study will investigate the effects that music choice has on performance, as opposed to worker attention. We hypothesize that the more autonomy one has, the higher the subsequent performance. In a repeated measures design, participants (i.e., college students) will choose their preferred music genre from a list of three (e.g., pop, R&B, country), do a recall task, and then repeat with the other two music genres/recall parings. In order to generalize the results, the recall task will mimic a medical scenario where a healthcare worker would have to recall specific patient information (e.g., blood pressure, presenting symptoms). A manipulation check will be given to ensure participants did feel a sense of autonomy, and participants’ attention and enjoyment will be assessed. Data analysis (e.g., ANOVA) will compare recall between all conditions. This kind of work performance has important applications for fields such as nursing and clerical work where memory performance for specific words, numbers, or phrases is a core part of the job. If the predicted results are found, businesses may want to implement policies that encourage autonomy in order to produce greater success in the workplace. [AUTONOMY AND WORKER PERFORMANCE]. 4

/pdf/effects-of-autonomy-on-worker-performance-77x0l9bdia.pdf

Effects of Autonomy on Worker Performance

/pdf/a-transactional-model-of-job-insecurity-personality-and-9b9ibgpfm7.pdf

Alaina C. Keim

Papers

Why do employees worry about their jobs? A meta-analytic review of predictors of job insecurity.

Study Abroad in Psychology: Increasing Cultural Competencies through Experiential Learning.

Effects of Autonomy on Worker Performance

A transactional model of job insecurity, personality, and coping