Showing papers on "Job security published in 1996"

The Boundaryless Career: A New Employment Principle for a New Organizational Era

Abstract: Including contributions from leading scholars at Harvard Business School, Yale, and MIT's Sloan School of Management, this book explores the ways that careers have changed for workers as their firms reorganize to meet global competition. As firms re-engineer, downsize, enter into strategic alliances with other firms, and find other ways to reduce costs, they frequently lay off workers. Job security has been replaced by insecurity and workers have been forced to take charge of their own career development in ways they have never done before. The contributors to the book analyse the implications for these workers, who now have "boundaryless careers". While many find the challenge rewarding as they find new opportunities for growth, others are finding it difficult to adapt to new jobs in new locations. The book looks at policy issues that can provide safety nets for those who are not able to find a place in the new world of boundaryless careers.

Job Insecurity and Its Outcomes: Moderating Effects of Work-Based and Nonwork-Based Social Support

Abstract: The moderating effects of work-based support on the relationship between job insecurity and several work-related outcomes, namely (i) job dissatisfaction, (ii) proactive job search, (iii) noncompliant job behaviors; and nonwork based support on the relationship between job insecurity and a nonwork-related outcome, (iv) life dissatisfaction, were examined. Data were gathered through a mail survey to MBA graduates of a large northeastern university in the U.S. The findings of this study suggested that support derived from others at the workplace can contribute significantly in buffering individuals against job dissatisfaction, proactive job search, and noncompliant job behaviors when their job security is at stake. Equally important is support provided by family and friends which may buffer individuals against negative outcomes such as life dissatisfaction associated with job insecurity. Implications of the study are discussed.

A test of a multidimensional model of job insecurity: The case of Israeli teachers.

Abstract: Summary The research reported here adopted a multidimensional approach to studying job insecurity, using Israeli teachers as a case in point. Based on two determinants of job insecurity-unionization and kibbutz affiliation-four distinct employment types were identified: unionized city teachers, unionized kibbutz members, unionized kibbutz hirees, and non-unionized personal contract teachers. The a priori job insecurity status of the four employment types matched the subjective reports of these teachers, supporting the external validity of the job insecurity scale used. The study explored the effect of job insecurity on work attitudes. Results indicated that job insecurity had an adverse effect on organizational commitment, perceived performance, perceived organizational support, intention to quit and resistance to change, supporting predictions in related literature. The results of this study have implications on the management of job insecurity in changing environments.

Short Circuit: Strengthening Local Economies for Security in an Unstable World

Abstract: The global economy can no longer be relied upon to provide the necessities of life. Even in wealthy countries, the vagaries of free trade and the unimpeded movement of capital pose a threat not just to job security but to food and energy supplies as well. Short Circuit proposes that each community build an independent local economy capable of supplying the goods and services its people would need should the mainstream economy collapse. It details the financial structures necessary for self reliance and it describes the techniques already in use in pioneering communities. These include local currency schemes and community banks that enable local interest rates and credit terms to differ from those in the world economy. Efforts to meet local food and energy requirements using local resources are also reviewed. Blending sophisticated analysis with practical guidance, Short Circuit opens up a wide range of possible futures and demonstrates sources of empowerment and cultural identity beyond conventional politics and economics.

Job insecurity and health : The moderating role of workplace control

Abstract: Based on data from 187 black South African gold miners, we examine the relationships between job insecurity, workplace control and personal outcomes (psychosomatic symptoms, negative mood, blood pressure) and organizational outcomes (turnover intentions, organizational commitment). Job insecurity was positively related to turnover intentions and negative mood. Perceptions of workplace control (ie the ability to protect oneself from negative events at work) were negatively related to both turnover intentions and negative mood, and positively related to organizational commitment. Perceived control moderated the relationship between somatic symptoms and blood pressure on the one hand, and job insecurity. Job insecurity was positively associated with somatic symptoms and blood pressure when perceived workplace control was low, but unrelated to these outcomes when perceived workplace control was high. Implications of these results for interventions are discussed.

Institutions and Labour Reallocation

Abstract: Despite stringent dismissal restrictions in most European countries, rates of job creation and destruction are remarkably similar across European and North American labour markets. This paper shows that relative-wage compression is conducive to higher employer-initiated job turnover, and argues that wage-setting institutions and job security provisions differ across countries in ways that are both consistent with rough uniformity of job turnover statistics and readily explained by intuitive theoretical considerations. When viewed as a component of the mix of institutional differences in Europe and North America, European dismissal restrictions are essential to a proper interpretation of both similar patterns in job turnover, and marked differences in unemployment flows.

Corporate governance and corporate performance: a comparison of germany, japan, and the u.s.

Abstract: Contrary to assertions that there are fundamental differences in the efficiency of “market-based” and “relationship-oriented” corporate governance systems, this article presents evidence that the German, Japanese, and American systems appear about equally effective in disciplining poor managerial performance. For example, both the job security and total compensation of German and Japanese managers appear to be tied to stock performance and current cash flows- measures that some would refer to as “short-term”-to roughly the same extent as those of U.S. managers. Furthermore, the punishments and rewards for German and Japanese managers are not more sensitive to sales growth-a measure some would refer to as “long-term”-than those of their U.S. counterparts. But, if there is no clear difference between the three governance systems in responding to poor stock and earnings performance, there is one important difference: the U.S. system is more effective than the German and Japanese systems in discouraging successful companies from overinvest-ing. One reason for this is the fact that U.S. managers hold much larger equity positions than managers in Japan and Germany. Another important factor, however, is the difficulty faced by Japanese companies in returning capital to their shareholders. Dividends are minimal; and, until 1995, it was illegal for a Japanese company to repurchase its stock.

Job Security Provisions and Employment: Revised Estimates

Abstract: This article provides estimates of the effect of statutory severance pay and notice on four labor market outcome indicators, closely following Lazear (1990) but correcting for errors in his dependent variables and covariates. Although we corroborate the directional influence of severance pay for three of the indicators, there is little to suggest that its contribution to rising unemployment is material. Also contrary to Lazear, longer notice appears to be associated with broadly favorable outcomes.

Monetary Union and European Unemployment

Abstract: In this paper we analyse the likely effects of Economic and Monetary Union (EMU) on European unemployment. We start by describing the current unemployment situation in the European Union (EU). In so doing, we try to assess the relative importance of European, national and regional shocks in driving national and regional unemployment rates, and also to estimate the degree of real wage rigidity across EU countries. We then discuss various factors which, in principle, may contribute towards explaining the high and persistent EU unemployment rates, focusing on several labour market institutions like collective bargaining, job security legislation and unemployment benefits. The final part of the paper analyses, in light of the above evidence, the likely impact of EMU on European unemployment in the short and medium term. We conclude that while the presently high European unemployment rates should not preclude EMU from being established, the operation of the monetary union will be smoother and its net economic benefits larger if Member countries succeed in implementing those structural labour market reforms which are needed for unemployment to go to lower, more reasonable rates.

Reorganizing the Faculty Workforce for Flexibility: Part-Time Professional Labor.

Abstract: Part-time Professional Labor In the United States the rise of the academic profession in the last quarter of the nineteenth century was marked by the establishment of faculty as full-time employees of colleges and universities with career tracks in their fields [18, 32] Subsequently the profession struggled to establish autonomy vis-a-vis managers and boards, as the American Association of University Professors (AAUP) successfully inscribed tenure and academic freedom in institutional policy and in case law [36](1) In the post-World War II era, many faculty gained such autonomy from the organization that analysts contrasted "local" and "cosmopolitan" faculty [7] and spoke of an "academic revolution" [12] in which faculty's power within and beyond the university increased by virtue of their research and grants activity However, the last quarter of the twentieth century has seen challenges to faculty autonomy and job security The AAUP censure list [33, 35] and case law reveal ongoing violations of academic freedom and tenure Amidst criticism of faculty as self-interested careerists, demands for more accountability and the reform or elimination of tenure emerged in the 1970s and 1990s Many faculty have been retrenched [29] Moreover, there is a twenty-five-year trend of increased numbers and percentage of part-time relative to full-time faculty [1, 21] Managers in higher education have hired more part-time workers to minimize costs and maximize managerial control in providing educational services The professional position of faculty is being renegotiated, with an increased emphasis on managerial flexibility in relation to the academic workforce In this article I address several professional workforce issues as they relate to part-time faculty, concentrating on unionized institutions I look at unionized institutions because most part-time faculty are found in the type of institution most likely to be unionized - community colleges, comprehensive state colleges, and universities Also, the professional status of such part-timers and the political battle surrounding their use are clear in the formalized context of collective bargaining I focus on part-timers because their growing numbers represent a challenge to the academic profession's definition of faculty lines as full-time, with a secure future The use of part-time faculty also represents an explicit challenge to tenure as the professional structure that defines faculty's terms of employment Most of the higher education literature on part-timers is taxonomic and/or functionalist [6, 39] It offers insights into the previously unmapped terrain of part-time faculty by classifying types of part-timers In addition to providing an overview of employment conditions and use of part-timers, this literature focuses on issues such as motivation (of employers and part-timers) and quality [6, 16] It recommends planned, rational use of part-time faculty, incorporating them into the organization, improving their practice, and enhancing educational/institutional performance [5] In short, the literature promotes "effective policies and practices" [20] Generally sympathetic to part-time faculty [3, 6] the literature accepts managers' stated need for increasing numbers of such faculty Many problems experienced by part-timers are attributed to full-time faculty more interested in protecting their professional privileges than in educational quality or employment equity [15] That critique has been extended to the tenure system, portrayed as inhibiting necessary managerial flexibility and causing the exploitation of part-timers: Are [full-time faculty] willing to preserve tenure and the associated privileges at the expense of exploited nontenure-track academic workers? We question the viability of the existing tenure system because it requires that tenured faculty be subsidized with a work force that carries heavy loads at low pay [6, pp …

Poverty and Social Disqualification: a Comparative Analysis of Cumulative Social Disadvantage in Europe

Abstract: This article attempts to extend the classical monetary approach to poverty by the use of non-monetary indicators. Poverty will be looked at as a cumulative process of social dis advantage and a comparison made of the dif ferent forms this takes across Europe. This study is based on the results of a research pro ject commissioned by Eurostat to define and correlate several indicators in seven west European countries (Germany, Denmark, Spain, France, Great Britain, Italy and the Netherlands). There is a convergence in some respects, but also notable examples of diver gence from one country to another. With regard to convergent factors, some are unsur prising. Precariousness on the labour market, defined as lack of job security or short and long term unemployment, is correlated with low incomes and poor housing conditions. The likelihood of living as a single person, or of experiencing marital breakdown or divorce, is also much greater for people whose status on the labour market is insecure. Precari ousness...

Organizational commitment and hospital pharmacists

Abstract: Examines the level of organizational commitment of hospital‐based pharmacists in Perth, Western Australia, and the relationship between commitment and some variables which research in other areas has suggested might be its antecedents. Argues that there are such relationships in this case as well, and that they are in the expected direction. Suggests that programmes undertaken to increase job satisfaction should have a significant impact on pharmacists’ commitment to the depart‐ment. If such programmes are successful they should result in a more highly committed workforce. Interestingly, the findings indicate that it is increased satisfaction with quality of working life and extrinsic factors (e.g. evaluation systems), rather than satisfaction with pay or job security, which has the biggest impact on commitment, and that low committed people tend to have higher stress levels than more highly committed people. Concludes, therefore, that any effort to improve organizational commitment will be beneficial in lowering stress levels in the job concerning areas such as staffing, and the perceived pressure of the job.

Job Insecurity and Employee Commitment: Managers' Reactions to the Threat and Outcomes of Redundancy Selection1

Abstract: Increases in managerial redundancies have followed in the wake of recession and fiercer competition. Although popular accounts have warned of a growing disaffection among managers, few studies have examined the effects of abandoning their traditional job security. This article examines changes in the work attachments of long-service managers under the threat of redundancy. Over a 12-month period, interviews were conducted with 42 middle managers who, at the beginning of the research, had been warned of possible redundancy. Initially, most of the managers experienced significant threats to their established views about themselves and their employers. The development of these early perceptions into altered work attachments depended largely on outcomes of the redundancy process. For reprieved managers organizational commitment was quickly re-established. In contrast, those demoted to engineering roles or re-employed by other companies became less trusting and developed new explanations of their past employment experiences. These findings illustrate the tension between the need of managers to be assured of their place within the organizational structure and recent threats to their traditional careers and employment security. Also we may expect difficulties in the development of organizational commitment to emerge as the personal risks to managers increase.

Total quality management and its impact on middle managers and front-line workers

Abstract: Reports on a survey of 67 middle managers and 174 front‐line workers, conducted in Hong Kong, which aimed to investigate the perceived impact of total quality management (TQM) programmes on job satisfaction. Both middle managers and front‐line workers considered that the TQM programme had led to a variety of changes that made their jobs more demanding, gave them more responsibility but less job autonomy. TQM programmes did not make their jobs more interesting and they did not perceive any great change in salary, job security or promotion opportunities. However, middle managers perceived more changes than front‐line workers in terms of working relationships with employees, job responsibility and participation in decision making. Employees with different length of service in an organization were found to differ significantly in terms of perceptions of the impact of TQM on their jobs. New employees perceived less change when compared with employees with longer working experience in an organization.

Creating employability: how can training and development square the circle between individual and corporate interest?

Abstract: Suggests that, in the current business environment, job security is not possible, nor is it desirable, since it limits opportunities. Outlines a framework for training and development which, on the one hand, maximizes the contribution employees can make to the company and, on the other, enables them to maximize their own personal development. Argues this will ensure that, in a business world of constant flux, these employees are always employable, and thus have their own personal security which in turn benefits the company.

Top management's perceptions of changes in HRM practices after union elections in small firms: Implications for building competitive advantage

Abstract: Sustainable competitive advantages are fundamental to a firm's long-run success. A sustainable competitive advantage is derived from a firm's resources or capabilities that are unique to the firm, cannot be easily duplicated by competitors, and offer customers special value (Barney 1991; Hitt, Ireland, and Hoskisson 1995). Without sustainable competitive advantages, a firm cannot expect to make above-average returns in the long run. Management of human resources has been acknowledged as an important factor in developing sustainable competitive advantage (Pfeffer 1995; Lado and Wilson 1994; Kydd and Oppenheim 1990). Unlike other resources (plant and equipment or product design, for example), superior human resources tend to be very difficult for competitors to duplicate. Companies such as Walmart, Southwest Airlines, and Nucor Steel have grown large and earned outstanding returns by nurturing their human resources (Harris and Kliener 1993; Pfeffer 1995; Jacobson 1993). Because small businesses tend to be more labor-intensive than large businesses (Miller 1987), building competitive advantage through human resources may be particularly important to small business managers. Certain human resource management (HRM) practices have been identified as crucial to developing sustainable competitive advantage through human resources. These practices include selectivity in recruiting, high wages, training, performance-based rewards, job security, teamwork, flexibility, information sharing, and empowerment (Pfeffer 1995; Lado and Wilson 1994). When these practices are present, firms are more likely. to utilize human resources effectively in building a sustainable competitive advantage. Labor unions can have a major impact on a firm's HRM practices. It has been argued that unions not only limit an organization's discretionary authority to change workplace practices, but also have a negative effect on productivity (Holly and Jennings 1994). Also, union workers generally report lower job satisfaction and higher conflict with management than do non-union workers (Freeman 1994). Unions can also affect the median wage of the workforce. The unionized blue collar worker's median wage is about 70 per cent higher than that of his/her non-unionized counterpart (Bureau of Labor Statistics 1993). It is important to note, however, that many observers argue that unions can be and often are a positive influence on firms and productivity. Bluestone and Bluestone (1992) argue that unionized firms keep management working to improve productivity in order to satisfy workers' demands for higher wages. The Harvard model argues that unions provide an excellent means for getting workers' valuable opinions aired and for "shocking" management into adopting better practices (Turnbull 1991). Labor unions have begun to recognize that small businesses are excellent candidates for organizing activities. A national survey of employees conducted by Louis Harris and Associates for the AFL-CIO Committee on the Evolution of Work (AFL-CIO 1985) indicated that there were high levels of dissatisfaction with wages, working conditions, and benefits among employees of non-unionized small firms (Brown, Hamilton, and Medoff 1990). Additionally, as they have lost members in many large firms due to downsizing, unions have begun to concentrate their organizing efforts on small firms (Brown, Hamilton, and Medoff 1990). Despite the debate on unions' impact on the workplace, no empirical research has been published comparing changes in HRM practices in firms in which unions have won elections to firms in which unions have lost elections. The goal of this study is to begin to fill this void in the literature by examining the perceptions of top managers of small firms regarding how various HRM practices changed in their firms after union elections. Given the role of HRM practices in developing sustained competitive advantage, this is an important issue for small firms that face union elections. …

Red Executives in Russia's Transition Economy

Abstract: An American economist uses survey data—collected from more than 2,000 firms in Moscow, Rostov, Volgograd, and Novosibirsk between 1992 and 1995-to evaluate former state enterprise executives in terms of their ability to maintain or expand production and/or employment, as well as to maintain their position under the new conditions of Russia's transition economy. With regard to production and employment, such executives more often than not tend to fare poorly, whereas with respect to job security, they tend to be winners. Empirical data indicating significant variations by industry encompass the fuel and power sectors, metallurgy, machine-building, chemicals, forest products, construction/ building materials, printing, and food processing. The firms examined vary in size from 10,000 workers. Journal of Economic Literature, Classification Numbers: LI, M2, P42. 8 tables, 24 references.

Women's Employment or Return to "Family Values" in Central-Eastern Europe

Abstract: BARBARA LOBODZINSKA * Socialism in Central-Eastern Europe reinforced only the formerly existing traditional patriarchal system by allowing men to run governments and by fortifying their leading positions at home and work. The basic socialist legal foundations claimed "equality for all", without supplying the system with functional application of a related legislation. As a reaction to the previous socialist constraints and pressures in the former Soviet Bloc countries, a strong new push toward removing women from gainful employment and toward - so called - "traditional family values" can be seen. Even some women are opting now to be financially supported by their men, to stay at home and to concentrate on care of their children. Men become more eager to elbow out female competitors from the shrinking employment opportunities. Unemployment is a new, post-socialist, phenomenon. Previously, workers had job security resulting from the full employment social policy. Getting away from the "cradle to grave" state protection for all citizens, the new governments are trying to "save" this part of expenditures that under socialism was spent on subsidies for social and family policies. To analyze women's family and employment roles combined with their attitudes toward these roles, under the new conditions, calls for a review of the previous system. Many facets of the former strategies and ways of thinking are still functioning. The former system created numerous parallels in the outcome of social institutions and social relationships. research studies conducted before and after 1989 in one of the examined countries can illustrate a pattern in most of the region. WOMEN'S EMPLOYMENT BEFORE AND DURING THE POST-SOCIALIST TRANSITION PERIOD Employment In spite of ideological, legislative and social policy efforts to secure positions of equality for men and women in the socialist societies, an extensive discrimination against women persisted, manifested in the concentration of women in lower priority sectors of the economy, in lower posts occupied, and in lower wages (Beyer, 1992; Fuszara, 1993; Lobodzinska, 1978 and 1983; Paukert, 1991; Putnam, 1990; Reszke,1991-a and 1991-b; Sokolowska, 1963; Sziraczki and Windell, 1992; Waluk, 1963, and others). Marxist doctrine implemented in socialist countries confronted the task of including women in economic activities as equal partners with men. The outcome was basically on a pledge level, influencing citizens to think that a potential for equal opportunities existed. Studies on equality principles in socialism indicate that family allowances and benefits for employees were taken for granted. They were not considered a privilege but a revenue added to entitlements stemming from employment. They were regarded as inherent obligations owed by the State to its citizens: as premises of the system (Bromberek, 1987; Ferge, 1976; Flakierski, 1992; Koralewicz-Zebik, 1984; S. Nowak, 1966; S. Nowak, 1981). The right to work - and to entitlements (e.g., free health care, free education, job security, paid retirement, paid vacations, protection of under-age employees, etc.) - was guaranteed to all citizens, with considerable additional advantages for working women and mothers. Thus, the present departure from the previous gains is now perceived as termination of beneficial advantages in labor relationships. Under the conditions of political and economic instability, and the labor market conditions now considered as worse, the old survival technique comes in handy and the preservation of the family becomes an undisputed priority for women. Resentment against the capitalist market economic reforms and their political promoters is the attitude of the majority. This has resulted in the recent return of the communists to power in Poland, Lithuania and Hungary 1993-4). Due to the full-employment policy under socialism, women made up between 40-50% of the entire labor force (see, table I). …

High Pay and Low Morale — Can High Pay, Excellent Benefits, Job Security, and Low Job Satisfaction Coexist in a Public Agency?:

Abstract: This article focuses on the unexpected relationship between high pay and low job satisfaction in one public sector agency. The results of an Employee Opinion Survey of agency employees are examined in light of the agency's position as a community pay leader. The author concludes that high pay will not alleviate problems of low employee job satisfaction. The use of career anchors is suggested as a means to increase employee job satisfaction and to maintain acceptable turnover levels even in the absence of high pay.

Relationship between Job Satisfaction and Organizational Commitment among Employees in the United Arab Emirates

Abstract: The purpose of this study was to assess 171 employees' job satisfaction and job commitment using two questionnaires, one to evaluate job satisfaction and one to examine commitment of the respondents to their respective jobs. The Job Satisfaction Questionnaire assessed job security, job status, relations with managers, and relations with colleagues. The desire to fulfill the commitments related to job requirements was tested using the scores on the Organizational Commitment Scale which measures discipline, concern, and updating. Scores on job satisfaction and the desire to fulfill job commitments were correlated; however, scores on job security were not correlated with the motivation towards job fulfillment. Positive satisfaction for relations with managers and with colleagues and job status were significantly correlated with positive job commitment. The canonical variant indicated that those who were disciplined about their work tended to have better relations with their managers as well as with colleagues.

Voluntary turnover among non-supervisory casino employees.

Abstract: As gaming is expanding nationally and internationally, existing gaming operations are facing increased competition for employees with gaming experience. This study investigates the factors related to employee turnover in the gaming industry. Workers of six casinos in Reno, Nevada were surveyed concerning their work attitudes and turnover intentions, resulting in a sample of 492 observations. The sample represents all non-supervisory job types typically found in casinos. Pearson correlations and multivariate regression analysis were employed to investigate the relationships among turnover intentions and job satisfaction, specific satisfaction dimensions, organizational commitment, worker perceptions, pay, and labor market conditions. The results show that job satisfaction and organizational commitment are most strongly related to turnover. In contrast to previous findings, labor market conditions and pay play only a minor role in an employee's decision to quit. Instead, perceived lack of job security, satisfaction with supervision, and perceived employer concern with employee well-being emerge among the most important factors. The results imply that employers in the gaming industry can manage employee turnover by providing effective supervision that is based on employee participation and fair treatment of employees. Training of supervisors, therefore, may be a relatively inexpensive method of controlling employee turnover in casinos.

Career orientations of MIS employees in Taiwan

Abstract: Career orientations of employees play an important role in affecting the selection of specific occupations and work settings and the employees' reactions to their work experience. The role of information technology in creating and sustaining competitive advantage has focused research attention on the career management of MIS professionals and the strategies used to realize their career aspirations. Data about the career orientations of 90 MIS employees in Taiwan and their relationships with selected demographic and career variables show that the highest orientation was job security, followed by service, challenge and life-style, respectively. The lowest orientation was technical competence, followed by autonomy and entrepreneurship. Differences in the pattern of career orientations across several demographic variables (gender, marital status and job type) were also explored. Correlations were found to exist between certain career orientations and career outcomes (satisfaction, commitment and intention to leave). Differences between the orientations of MIS employees in Taiwan and in the United States are discussed. Suggestions are offered to MIS managers on ways create flexible career structures in order to attract and retain MIS employees.

The empty company: morality and job security

Abstract: Criticizes Handy’s depiction of the portfolio career and the end of job security because he is overly dismissive of the contribution job security can and does make to the moral order of society. Develops a counter argument and evidence showing that business organizations are complex, morally significant institutions in addition to being instruments designed to fulfil an economic function. Concludes that the company should be institutionalized as a shared community of purpose which enables us to recognize its contribution as one of the important vehicles for the development of virtue and the good life. Notes that business educators and business leaders need to take employment security seriously and build this conception into their professional ideology and practice.

Public and private organizations in Latin America: a comparison of reward preferences

Abstract: Compares Latin American graduate students in management with work experience in government and business. Explores similarities and differences in work‐related incentives between public and private sector groups. Finds that while administrative reforms in developing countries may assume differences in the importance of job security across the two sectors and neglect the possibility of a national or community service orientation, these assumptions are not supported by this study. Discovers that although the two groups showed no difference in the importance of salary, financial incentives related to performance were significantly more important to private sector respondents as a reason to stay in the sector. Finds differences between the groups on public service motivation, an issue not previously explored in this region. Claims these findings have important implications for Civil Service reform and development of incentive systems for privatization strategies.

Employee commitment to the implementation of flexible manufacturing systems

Abstract: Empirically examines the factors contributing to employee commitment in the implementation of flexible manufacturing systems (FMS), a class of highly automated manufacturing systems. Identifies and categorizes a number of employee commitment elements from diverse disciplines into five factors, using a confirmatory factor analysis approach. A linear regression analysis was performed with the perceived level of employee commitment to FMS implementation as the dependent variable and five factors including educational opportunity, job discretion, management support, job security, and financial incentives as the explanatory variables. In the regression analysis, the educational opportunity factor entered the model, suggesting that it is a significant factor constituting employee commitment for successful FMS implementation.

The impact of managed health care policy on student field training

Abstract: The growth of managed health care has created dramatic changes in social work agencies and in student training. Field instructors and graduate social work students were surveyed to identify the impact of managed health care on current practice demands. Agency stress levels, supervision time, practice skills, value conflicts, and coping strategies were measured. Findings confirmed impressions of ongoing agency stress, decreasing job security, and increased need for brief treatment and cognitive‐behavioral practice skills. Implications for curriculum development, field training, and school‐agency liaisons are discussed.

Reflections: The impact of downsizing on survivors ‐ some findings and recommendations

Abstract: Assesses the impact of downsizing and lay‐offs on the workers who remain with the company ‐ survivors. Argues that while the primary aim of downsizing is to improve efficiency and productivity, this is not always achieved owing to decreased motivation and job security among survivors. Outlines ways in which organizations can overcome these difficulties and suggests five possible strategies they can adopt to lessen any negative effects of lay‐offs. Concludes by stating that these will help companies achieve their goal of optimum efficiency.

Surviving in an era of insecurity

Abstract: Downsizing in its many guises, can have a profound impact on the employees who remain–the so-called survivors. The survivors of such change face many new demands and often find themselves in an environment comprising new organizational forms, different progression opportunities, and new rules for the employment relationship. Such changes may be geared to ensure the survival of the company, yet few organizations appear to provide the support and help required to facilitate personal survival for employees. At the interface between the organization and the individuals who remain lie many issues, including commitment, job security, career aspirations, and progression opportunities, which embody a different concept of career and its realization. This article explores career issues for survivors of the insecure organizational environment.

Job Security in the United States

Abstract: This report reviews cross-sectional data available from the Current Population Survey (CPS) and the longitudinal data available from the Panel Study Of Income Dynamics (PSID) to address what has happened to job security in the United States in recent years and to ascertain if jobs today are less secure than they used to be. It also discusses the drawbacks to be found in using either study for the purposes of examining job security and for using the PSID for the study of broad trends in job stability. Other topics discussed include permanent job loss and job displacement.

Employment, Macroeconomic Fluctuations and Job Security

Abstract: The paper explores the influence of job security provisions on employment and unemployment We show that this influence depends on the persistence of the macroeconomic fluctuations to which the labor market is exposed and on employees' bargaining power in wage negotiations Specifically, costs of firing and hiring reduce employment and stimulate unemployment when the macroeconomic fluctuations are sufficiently prolonged and employees have sufficient bargaining power, but firing and hiring costs can have the opposite effect if the fluctuations are transient and employees are weak In this way, the paper offers an explanation for Europe's favorable unemployment performance vis-a-vis the United States in the 1950s and 1960s (when macroeconomic fluctuations were transient and union strength was moderate) and Europe's relatively unfavorable unemployment performance since the mid-1970s (when fluctuations were prolonged and unions were stronger)