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Inmaculada Silla
Researcher at University of Valencia
Publications - 23
Citations - 895
Inmaculada Silla is an academic researcher from University of Valencia. The author has contributed to research in topics: Job attitude & Job performance. The author has an hindex of 13, co-authored 23 publications receiving 784 citations. Previous affiliations of Inmaculada Silla include VTT Technical Research Centre of Finland & Autonomous University of Barcelona.
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Job Insecurity and Well-Being: Moderation by Employability
TL;DR: In this paper, the authors investigated the relationship between job insecurity and well-being (psychological distress and life satisfaction), and the potential role of employability in this relationship, and found that employability may mitigate likely unfavourable consequences of job insecurity for employees' well being.
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Job Insecurity and Health-Related Outcomes among Different Types of Temporary Workers
TL;DR: In the past few decades, the number of flexible workers has increased, a situation that has captured researchers' attention as mentioned in this paper and has been portrayed as being disadvantageous to temporary workers.
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Motives for accepting temporary employment : A typology
TL;DR: In this paper, a typology of temporary workers, based on their motives for accepting their work arrangement, which includes voluntary, involuntary and stepping-stone motives, and relate this typology to various individual and work-related variables.
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Moderating influence of organizational justice on the relationship between job insecurity and its outcomes: A multilevel analysis:
TL;DR: In this paper, the authors analyzed the role of organizational justice and organizational justice climate in the relationship between job insecurity and its outcomes, with a sample of 942 employees from 47 Spanish organizations and a subsample composed of 597 employees from 29 of these organizations.
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Job insecurity and employees' attitudes: the moderating role of fairness
TL;DR: In this paper, the authors examined the relationship between both job insecurity and fairness and employees' attitudes (job satisfaction, organisational commitment and turnover intention), and found that job insecurity is detrimental to employees' attitude, whereas fairness is beneficial.