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Job security

About: Job security is a(n) research topic. Over the lifetime, 4393 publication(s) have been published within this topic receiving 108949 citation(s).


Papers
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Journal ArticleDOI
Abstract: Summary Psychological contracts are individual beliefs in reciprocal obligations between employees and employers. In a sample of 224 graduating MBA students who had recently accepted job offers, beliefs regarding employment obligations were investigated. Two types of obligation were demonstrated empirically: transactional obligations of high pay and career advancement in exchange for hard work and relational obligations exchanging job security for loyalty and a minimum length of stay. These types of obligations are connected with two forms of legal contracts: transactional and relational. Relational contract obligations for employers correlated with employee expected length of stay with the firm. Transactional contract obligations were associated with careerist motive on the part of new recruits. The relationship between these and other motives of new hires was also investigated.

1,612 citations

Journal ArticleDOI
TL;DR: Meta-analytic techniques indicate that job insecurity has detrimental consequences for employees' job attitudes, organizational attitudes, health, and, to some extent, their behavioral relationship with the organization.
Abstract: Meta-analytic techniques were used to estimate how job insecurity relates to its postulated outcomes. Consistent with the conceptual framework, the results indicate that job insecurity has detrimental consequences for employees' job attitudes, organizational attitudes, health, and, to some extent, their behavioral relationship with the organization. Moderator analyses suggest that these relationships may be underestimated in studies relying on single-item measures of job insecurity and that the behavioral consequences of insecurity are more detrimental among manual, as compared with nonmanual, workers. Recommendations made for future research include utilization of multidimensional measures, consideration of a broader spectrum of outcomes and moderators, and use of longitudinal designs.

1,546 citations

Journal ArticleDOI
Abstract: European countries have enacted various job security provisions over the last 30 years. Employers are required to pay workers on separation or to give advance notice of termination. In anything less than a perfectly functioning market, there are effects of the provisions on employment. Incumbents are more likely to retain their jobs, but new workers are less likely to be hired. An examination of the European data suggests that severance pay requirements reduce employment.

1,321 citations

Reference EntryDOI
21 Jan 2015
Abstract: Perceived organizational support (POS) represents the degree to which employees believe that their organization values their contributions and cares for their wellbeing (Eisenberger et al., 1986). It stems from organizational support theory (Blau, 1964), which posits that both parties in the employment relationship engage in various mutual exchanges that give rise to felt obligations. Such exchanges may take the form of rewards or other forms of recognition offered by the organization in return for high levels of employee commitment or performance. These exchanges give rise to performance-reward expectations, which when fulfilled in future exchanges improve the quality of the employment relationship. Various forms of support have been identified including participation in decision making, training and promotion opportunities, and job security. Supervisors are regarded as key agents in delivering the organization's side of the exchange, and offer various forms of discretionary support including mentoring and growth opportunities. POS has been positively associated with outcomes including organizational commitment, job satisfaction, and performance, and negatively associated with outcomes such as absenteeism and turnover intentions. Future research directions include longitudinal assessments of POS, broader exchange relationships (e.g., between coworkers and teams), and potentially negative influences on POS (e.g. work intensification). Keywords: perceived organizational support; perceived supervisor support; organizational support theory

1,304 citations

Journal ArticleDOI
TL;DR: A model is presented that summarizes existing knowledge concerning job insecurity, points at its deficiencies, and identifies further research needed to understand the nature, causes, and consequences of this increasingly important phenomenon.
Abstract: A model is presented that summarizes existing knowledge concerning job insecurity, points at its deficiencies, and identifies further research needed to understand the nature, causes, and consequences of this increasingly important phenomenon. Such knowledge is crucial because job insecurity is a key element in a positive feedback loop that accelerates organizational decline.

1,231 citations


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Performance
Metrics
No. of papers in the topic in previous years
YearPapers
20221
2021163
2020196
2019196
2018184
2017211