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Showing papers on "Job security published in 1998"



Journal ArticleDOI
TL;DR: In this article, the authors show that elements of both models coexist and that a hybrid model predominates in call centers, and that front-line workers are more likely to give more discretionary work effort than indicated by their extent of satisfaction.
Abstract: Call centres are a rapidly growing, IT-based channel for service and sales delivery, particularly in the financial services and telecom industries. Although little research has been undertaken on the human resource aspects of call centres, two contrasting images are emerging. The first emphasizes the bureaucratic, constraining nature of these work settings, while the second image points towards worker empowerment characteristic of knowledge-intensive settings. Which of these two images more faithfully portrays the nature of work organization in call centres is the subject of our paper. Drawing on qualitative research undertaken in six call centres and a survey of front-line workers, we show that elements of both models coexist and that a hybrid model predominates. The theoretical basis for this contention, and its institutionalization as mass customized bureaucracy, lies in management's on-going attempts to reconcile two conflicting principles: standardization of processes and customization of products. The paper also explores, as key consequences of mass customized bureaucracy, front-line workers' satisfaction with various facets of their job and their overall job satisfaction, in addition to discretionary work effort. Only in relation to job security and co-worker relations could front-line workers be considered satisfied. Overall, these employees were ambivalent in their responses. They were however more likely to give more discretionary work effort than indicated by their extent of satisfaction. We conclude that, although the existing pattern of work organization may be superior to more bureaucratic forms, it is by no means ideal from the standpoint of either front-line workers or management.

351 citations


Journal ArticleDOI
TL;DR: In this article, the authors explored the role of satisfaction with job security in predicting organizational commitment and job performance in a multicultural non-western environment and examined factors contributing to the variations in satisfaction with jobs security among employees.
Abstract: The study explores the role of satisfaction with job security in predicting organizational commitment and job performance in a multicultural non‐Western environment. It also examines factors contributing to the variations in satisfaction with job security among employees. Results indicate that satisfaction with job security is positively correlated with both organizational commitment and job performance. Furthermore, employees’ age, educational level, job level, monthly income, marital status, tenure in present job, tenure in present organization and an organization’s activity contribute significantly to the variations in satisfaction with job security among employees. Finally, the relationship between satisfaction with job security, and both organizational commitment and job performance vary across national cultures.

285 citations


Journal ArticleDOI
TL;DR: The authors examined the nature, extent, and consequences of psychological contract violations which occur in restructuring firms and found that managers in these firms were significantly more likely to perceive psychological contract violation in the areas of job security, input into decision making, opportunities for advancement, and amount of responsibility.
Abstract: The authors examine the nature, extent, and consequences of psychological contract violations which occur in restructuring firms. Managers in restructuring firms were significantly more likely to perceive psychological contract violations in the areas of job security, input into decision making, opportunities for advancement, and amount of responsibility. Managers in restructuring firms were also significantly more likely to be looking for new jobs and were significantly less likely to be loyal to their employers. Several situational factors mitigated against managerss strong negative reactions to psychological contract violations: procedural justice in how layoffs are handled, low likelihood of future violations, and positive working relationships with colleagues. © 1998 John Wiley & Sons, Inc.

280 citations


Journal ArticleDOI
TL;DR: This paper found that today's workers place the highest value on good wages and job security, unlike workers in the '70s and '80s who valued interesting work above everything else.
Abstract: Unlike workers in the ′70s and ′80s who valued interesting work above everything else, the results of this study suggest today's workers place the highest value on good wages and job security. A co...

248 citations


Book
11 Dec 1998
TL;DR: Part I: The Social Meaning of Professional Time 1. Introduction 2. The Social Context of Time Deviance 3. Time and the practices and Rituals of the legal profession Part II: Cultural Perspectives on Part-time Work and its Consequences 4. Part-Time Work as Deviance: Stigmatization and its consequences 5. Perspective on Accommodating PartTime Work 6. Calculating the Economics of Parttime Work Part III: Career Issues and Problems in Part- Time Legal Work 7. Mobility as mentioned in this paper.
Abstract: Part I: The Social Meaning of Professional Time 1. Introduction 2. The Social Context of Time Deviance 3. Time and the Practices and Rituals of the Legal Profession Part II: Cultural Perspectives on Part-time Work and Its Consequences 4. Part-Time Work as Deviance: Stigmatization and its Consequences 5. Perspectives on Accommodating Part-Time Work 6. Calculating the Economics of Part-Time Work Part III: Career Issues and Problems in Part-Time Legal Work 7. Mobility 8. Job Security and Insecurity: The Vulnerability of Part-Time Positions 9. Part-Time Status and Rank Discrepancies: Statue Incongruity 10. Commitment and Professional Status 11. Collegiality 12. Justice and Fairness Part IV: The Family and Part-Time Work 13. Parents, Children, Child Care, and the Division of Labor in the Family Part V: Technology 14. Technology and Part-Time Lawyering Part VI 15. Conclusion Part VII: Appendices A. Research Methodology B. Part-Time Work Policies and Issues They Cover C. Tables

213 citations


Journal ArticleDOI
TL;DR: Support for the proposed model was obtained, and identification with fathers moderated the influence of perceived paternal job insecurity on children's humanistic work beliefs, but no comparable effect emerged for mothers.
Abstract: The authors hypothesized that children's perceptions of their parents' job insecurity mediate the effects of parental job insecurity and layoffs on children's work beliefs and work attitudes. Male and female undergraduate students (N = 134; M age = 18.9 years), as well as their mothers (M age = 47.0 years) and fathers (M age = 49.1 years), participated voluntarily. With structural equation modeling as implemented by LISREL VIII, support for the proposed model was obtained, whereas no support was obtained for a competing model. Moreover, identification with fathers moderated the influence of perceived paternal job insecurity on children's humanistic work beliefs, but no comparable effect emerged for mothers.

162 citations


Journal ArticleDOI
TL;DR: In this paper, the authors focus on changes by age over time in men's and women's preferences for five key attributes of jobs, i.e., short hours, high income, meaningful work, chances for promotion, and job security.
Abstract: Whether and to what extent men and women hold differing preferences for particular job attributes remains the subject of debate, with a sizable number of empirical studies producing conflicting results. These conflicts may have temporal sources—historical changes in men's and women's preferences for particular job attributes, as well as changes in preferences that commonly occur over individuals' life cycle. Most previous research has neglected the effects of time on gender differences. Using data from national surveys of workers over a 22-year period, this study focuses explicitly on changes by age over time in men's and women's preferences for five key attributes of jobs—short hours, high income, meaningful work, chances for promotion, and job security. The results suggest that gender differences in preferences have been both stable and limited, although there is some evidence that the gender gap in preferences has actually widened among younger workers in recent years.

157 citations


Posted Content
TL;DR: The authors discusses the role played by labor market institutions in shaping the dynamics of wages, employment, and unemployment across European countries and the United States and discusses the extent to which job security provisions and wage-setting practices can rationalize evidence on cross-sectional job turnover and wage inequality, and reviews the implications of such phenomena for aggregate labor markets' productivity.
Abstract: The chapter discusses the role played by labor market institutions in shaping the dynamics of wages, employment, and unemployment across European countries and the United States. The first part of the chapter uses simple, but formal models to show that the greater job security granted to European employees should smooth out aggregate employment dynamics but, for given wage processes, cannot be expected to reduce aggregate employment. Slow employment creation and high, persistent unemployment are associated with high and increasing wages in cross-country evidence, and the chapter surveys recent work aimed at explaining such differential wage dynamics via insider-outsider interactions and wage bargaining institutions. The following section discusses the extent to which job security provisions and wage-setting practices can rationalize evidence on cross-sectional job turnover and wage inequality, and reviews the implications of such phenomena for aggregate labor markets' productivity. The chapter is concluded by a discussion of recent perspectives on the possible determinants (rather than the effects) of institutional labor market differences across industrialized countries and over time.

130 citations



Journal ArticleDOI
TL;DR: In this paper, the authors examined the relationship among organizational change strategies, staff engagement with work, and staff acceptance of change in two amalgamating hospitals and found that positive perceptions of morale, job security, and quality of patient care were associated with supportive supervision, confidence in management, effective communication, and work meaningfulness.
Abstract: Relationships among organizational change strategies, staff engagement with work, and staff acceptance of change in two amalgamating hospitals were examined. Acceptance of change, as indicated by positive perceptions of morale, job security, and quality of patient care, was associated with supportive supervision, confidence in management, effective communication, and work meaningfulness. Engagement with work acted as mediator in most of the relationships. The impact of major organizational change on individuals is explored and management strategies examined.

Posted Content
TL;DR: This paper showed that job displacement rates for high-seniority workers and a consistently constructed measure of workers' fears of job loss both rose during the 1990s and explored the relationship between these measures of job displacement and worker anxiety and wage growth.
Abstract: This article shows that job displacement rates for high-seniority workers and a consistently constructed measure of workers' fears of job loss both rose during the 1990s. It then explores the relationship between these measures of job displacement and worker anxiety and wage growth.

Report SeriesDOI
TL;DR: The authors used information on 7 000 workers in OECD countries (emanating from the 1989 wave of the International Social Survey Programme) to complement traditional measures of job quality with workersupplied information regarding a wide variety of characteristics of the current job.
Abstract: Most taxonomies of "good jobs" and "bad jobs" are centred around pay and hours of work. This paper uses uses information on 7 000 workers in OECD countries (emanating from the 1989 wave of the International Social Survey Programme) to complement traditional measures of job quality with workersupplied information regarding a wide variety of characteristics of the current job. The responses to twenty different questions are collapsed into six summary variables measuring workers’ evaluations of: Pay; Hours of work; Future Prospects (promotion and job security); How hard or difficult the job is; Job content: interest, prestige and independence; and Interpersonal relationships (with co-workers and with management).An advantage of asking workers about these job attributes is that many of them, such as interpersonal relationships, job interest and job difficulty, are not measurable in the way that income and hours are. Another is that items may not have a linear relationship ...

Journal ArticleDOI
TL;DR: The type of private practice supplementary income-generating activities of public sector doctors in the Portuguese-speaking African countries are explored, and what is happening in professional medical circles in response to the inability of the public sector to sustain a credible system of health care delivery is provided.
Abstract: OBJECTIVE To explore the type of private practice supplementary income-generating activities of public sector doctors in the Portuguese-speaking African countries, and also to discover the motivations and the reasons why doctors have not made a complete move out of public service. DESIGN Cross-sectional qualitative survey. SUBJECTS In 1996, 28 Angolan doctors, 26 from Guinea-Bissau, 11 from Mozambique and three from S Tome and Principe answered a self-administered questionnaire. RESULTS All doctors, except one unemployed, were government employees. Forty-three of the 68 doctors that answered the questionnaire reported an income-generating activity other than the one reported as principal. Of all the activities mentioned, the ones of major economic importance were: public sector medical care, private medical care, commercial activities, agricultural activities and university teaching. The two outstanding reasons why they engage in their various side-activities are 'to meet the cost of living' and 'to support the extended family'. Public sector salaries are supplemented by private practice. Interviewees estimated the time a family could survive on their public sector salary at seven days (median value). The public sector salary still provides most of the interviewees income (median 55%) for the rural doctors, but has become marginal for those in the urban areas (median 10%). For the latter, private practice has become of paramount importance (median 65%). For 26 respondents, the median equivalent of one month's public sector salary could be generated by seven hours of private practice. Nevertheless, being a civil servant was important in terms of job security, and credibility as a doctor. The social contacts and public service gave access to power centres and resources, through which other coping strategies could be developed. The expectations regarding the professional future and regarding the health systems future were related mostly to health personnel issues. CONCLUSION The variable response rate per question reflects some resistance to discuss some of the issues, particularly those related to income. Nevertheless, these studies may provide an indication of what is happening in professional medical circles in response to the inability of the public sector to sustain a credible system of health care delivery. There can be no doubt that for these doctors the notion of a doctor as a full-time civil-servant is a thing of the past. Switching between public and private is now a fact of life.

Journal ArticleDOI
TL;DR: In this article, the authors examined factors relating to ineffective school leadership and found that such knowledge can help principals refine leadership behaviors and enhance job security, and used experiences and knowledge from teachers and administrators.
Abstract: Few studies have examined factors relating to ineffective school leadership. Such knowledge can help principals refine leadership behaviors and enhance job security. This study used experiences and...

Journal ArticleDOI
TL;DR: The authors used data from the National Longitudinal Surveys to show that young men became more likely to change jobs over the period from 1971 to 1990, and this increase was mostly attributable to an increase in the probability of involuntary job change.
Abstract: There has been some controversy recently about whether and how much job security has been declining in the United States. This article uses data from the National Longitudinal Surveys to show that young men became more likely to change jobs over the period from 1971 to 1990. For whites, this increase is mostly attributable to an increase in the probability of involuntary job change. For nonwhites, the probability of voluntary and involuntary job change both increased.

Journal ArticleDOI
TL;DR: In this paper, the authors investigate whether the recent wave of organisational restructuring has contributed to the further decline of the internally promoted manager or produced a new model of managerial employment in large organizations.
Abstract: This paper sets out to investigate whether the recent wave of organisational restructuring has contributed to the further decline of the internally promoted manager or produced a new model of managerial employment in large organizations. Our research, which is based on in-depth case studies of eight major British-based employers, finds no evidence of the kind of transformational change associated with the introduction of a new model. Instead, we find that the traditional model of managerial employment has been eroded rather than replaced. The most notable changes include less job security - especially for those older than fifty - more emphasis on `managing your own career', fewer opportunities for upward promotion, and an increased emphasis on lateral career moves. We conclude by arguing that this restructuring adds further impetus to the decline of the internally promoted middle manager.

Posted Content
01 Jan 1998
TL;DR: This paper used information on 7, 000 workers in OECD countries (emanating from the 1989 wave of the International Social Survey Programme) to complement traditional measures of job quality with workersupplied information regarding a wide variety of characteristics of the current job.
Abstract: Most taxonomies of "good jobs" and "bad jobs" are centred around pay and hours of work. This paper uses uses information on 7 000 workers in OECD countries (emanating from the 1989 wave of the International Social Survey Programme) to complement traditional measures of job quality with workersupplied information regarding a wide variety of characteristics of the current job. The responses to twenty different questions are collapsed into six summary variables measuring workers’ evaluations of: Pay; Hours of work; Future Prospects (promotion and job security); How hard or difficult the job is; Job content: interest, prestige and independence; and Interpersonal relationships (with co-workers and with management). An advantage of asking workers about these job attributes is that many of them, such as interpersonal relationships, job interest and job difficulty, are not measurable in the way that income and hours are. Another is that items may not have a linear relationship ...

Book
01 Jan 1998
TL;DR: In this paper, the authors provide a systematic comparison of the Portuguese and Spanish labour market institutions, in particular, job security, unemployment benefits and the system of wage bargaining, and empirically analyse the Spanish and Portuguese unemployment out-flows and conditional wage distributions using micro data for both countries.
Abstract: Spain faces the highest unemployment rate among the European Union countries (22.2%), and Portugal one of the lowest (7.3%). However, superficially, these two countries share common labour market features: they both have the most stringent job security rules in the OECD, the architecture of their bargaining systems appears identical, and the generosity of their unemployment insurance systems seems, after 1989, roughly comparable. We address this puzzle by providing a systematic comparison of the Portuguese and Spanish labour market institutions, in particular, job security, unemployment benefits and the system of wage bargaining. In addition, we empirically analyse the Spanish and Portuguese unemployment out-flows and conditional wage distributions using micro data for both countries. We find that there are differences in unemployment benefits (non-existent in Portugal until 1985, and less generous nowadays), differences in wage flexibility (wage floors by category established by collective agreements are set at a lower relative level in Portugal), and, in practice higher firing costs in Spain. We conclude that a key factor in explaining the difference in Portuguese and Spanish unemployment rates since the late seventies is the wage adjustment process. Such process would have been less sustainable without generous benefits, but given the way union rules developed in Spain, we do not regard their role in the wage setting process as just a consequence of the large unemployment benefits.

Journal ArticleDOI
TL;DR: In this paper, the authors provide empirical support for the transformational effect layoffs have had on psychological contracts and discuss the critical role human resource management must play in establishing and developing new contracts to guide future employment relationships between employers and employees.
Abstract: The well-publicized waves of layoffs in recent years have destroyed the long-standing psychological contract between employees and their employers which promised pay, promotion, and job security in exchange for worker skills, effort, and loyalty. This article provides empirical support for the transformational effect layoffs have had on psychological contracts and discusses the critical role human resource management must play in establishing and developing new contracts to guide future employment relationships between employers and employees. Implications for both academics and practitioners are provided. © 1998 John Wiley & Sons, Inc.

Journal Article
TL;DR: In this paper, the authors examined the relationship between turnover intention and professional orientation among detention case workers and found that workers' professional attitudes were influenced by some personal characteristics, such as age, gender, education, and marital status.
Abstract: This study examined the relationship between turnover intention and professional orientation among detention case workers. Using a sample of detention workers in two metropolitan detention centers in a southeastern state, the study found that (a) workers' professional attitudes were influenced by some personal (e.g., age) and job variables (e.g., job security and (b) the workers' turnover intention was correlated positively with the punitive orientation and gender (female) but negatively correlated with the perceived job security and job satisfaction. Implications concerning the results of this study are discussed. INTRODUCTION Employee turnover has been a popular research topic among behavior and management researchers for decades. The interest in this topic has to do with the high costs of turnover to organizations (Wanous, 1980). For example, many researchers (Cascio, 1982; Cawsey and Wedley, 1979; Macy and Mirvis, 1983; McEvoy and Cascio, 1985; Smith and Watkins, 1978) estimated that turnover costs for organizations range from $400 to $4,700 per employee. To minimize the cost of turnover, previous studies of turnover (e.g., Cotton and Tuttle, 1986; Pettman, 1973) attempted to identify causes or antecedents of turnover from such sources as personal characteristics, work-related attitudes, and external factors. While supporting the impact of some work-related variables (e.g., pay and job satisfaction) on turnover, previous studies have not fully examined the relationship between employee turnover and professional attitudes. Several researchers (Bartol, 1979a, 1979b; Mobley, Horner, and Hollingsworth, 1978; Price and Mueller, 1981) examined such relationships by studying turnover and professional attitudes among some professional workers. For example, Bartol (1979a) found that turnover expectancy is negatively related to professionalism among computer specialists. This study attempts to understand the relationship between turnover and professional attitude by examining professional orientation among detention workers. Specifically, the study focuses on two issues: (a) the relationship between workers' professional orientation (i.e., attitudes toward detainees) and their personal and job characteristics and (b) the relationship between workers' intention to leave the detention center and their professional orientation. Assuming that workers' turnover intention relates to their professional orientation, the knowledge sources of such attitudes would be useful to researchers and practitioners who are interested in understanding job attitudes of detention workers and developing an appropriate policy for future administration and training purposes. LITERATURE REVIEW Determinants of Turnover Previous research on turnover examined the possible determinants of turnover from three categories: (a) external correlates such as unemployment rate, accession rate, and union presence; (b) workrelated attitudes such as pay, overall job satisfaction, job involvement, and organizational commitment; and (c) personal characteristics such as age, gender, education, and marital status (Cotton and Tuttle, 1986; Pettman, 1973). The strength and direction of the relationship between the determinants and turnover varied depending on the individual variables and studies. Regarding the impact of personal characteristics on turnover, for example, studies (e.g., Cotton and Tuttle, 1986) found that turnover is (a) negatively correlated with age, tenure, number of dependents, and marital status and (b) positively correlated with gender (women), education, intelligence, and behavior intentions. Concerning the influence of work-related variables on turnover, studies (e.g., Blau and Boal, 1987, 1989; Cotton and Tuttle, 1986' Good, Sisler, and Gentry, 1988) showed that turnover is negatively correlated with most positive job attitudes: pay, performance, role clarity, overall job satisfaction, satisfaction with specific aspects of a job (e. …

Book ChapterDOI
TL;DR: Part-time employment represents a large and growing share of employment in most industrialised countries as mentioned in this paper, and many workers seek part-time positions to accommodate child care and household responsibilities, school, or other activities.
Abstract: Part-time employment represents a large and growing share of employment in most industrialised countries. One view holds that the amount of part-time employment simply reflects the efficient outcome of supply and demand forces in the labour market. Some workers seek part-time positions to accommodate child care and household responsibilities, school, or other activities. Firms demand part-time workers to increase staffing during peak business hours or to solve other scheduling problems. The relative wages of part-time workers adjust until the supply of part-time workers equals the demand for part-time workers. Another view treats labour markets as segmented, with part-time jobs falling in the secondary sector. Detractors of part-time employment argue that these jobs typically pay low wages, offer few fringe benefits, and have little job security. Moreover, labour markets may not clear in the neo-classical economic sense and many workers desiring regular, full-time jobs work part-time involuntarily.

Journal ArticleDOI
TL;DR: The authors survey current research that addresses these concerns, reconciling the sometimes disparate results of papers examining job tenure and separations, exploring the consequences of involuntary job loss, and reviewing research on trends in part-time, temporary, and contingent employment.
Abstract: In recent years, the popular press has led us to believe that downsizing and mergers are throwing unprecedented numbers of Americans out of secure jobs. In this paper, we survey current research that addresses these concerns, reconciling the sometimes disparate results of papers examining job tenure and separations, exploring the consequences of involuntary job loss, and reviewing research on trends in part-time, temporary, and contingent employment. There is no evidence of a dramatic change in job security over the last two decades. The various studies do not point to consistent losses in job security for any particular demographic group.

Book
09 Apr 1998
TL;DR: Giloth and Giloth as mentioned in this paper discussed the changing dynamics of earnings, job security, and training opportunities in the United States and why local economic development and employment training fail for low-income communities.
Abstract: PART ONE: BACKGROUND Forward - Norman B Rice Jobs - The Real Goal Jobs and Economic Development - Robert P Giloth Labor Market Restructuring and Workforce Development - Bennett Harrison and Marcus Weiss The Changing Dynamics of Earnings, Job Security, and Training Opportunities in the United States Why Local Economic Development and Employment Training Fail for Low-Income Communities - Elizabeth J Mueller and Alex Schwartz Networks, Sectors and Workforce Learning - Laura Dresser and Joel Rogers PART TWO: TECHNIQUES Regional Economic Analysis To Support Job Development Strategies - Brian Bosworth Labor Market Profiling - Peggy Clark and Amy J Kays Case Studies of Information-Gathering Techniques for Employment Projects PART THREE: EXAMPLES Start-Ups and Replication - Steven L Dawson Ready for Work - Lorenzo D Harrison The Story of STRIVE New Careers Revisited - Janice M Nittoli and Robert P Giloth Paraprofessional Job Creation for Low-Income Communities PART FOUR: ISSUES Community Analysis and Organizing for Jobs - Thomas R Dewar The Politics of Jobs in Maine - Pierre Clavel and Karen Westmont Changing the Constraints - Brenda A Lautsch and Paul Osterman A Successful Employment Training Strategy Prospects for Job-Centered Economic Development - Robert P Giloth

Journal ArticleDOI
TL;DR: Cordero et al. as discussed by the authors found that working on cross-functional teams appears to increase the quality of work life for the technical professionals in this study, but they did not find a conclusive relationship between cross-functional team membership and time pressure.

Dissertation
01 May 1998
TL;DR: This article explored the relationship between job insecurity and two important social exchange outcomes (organizational commitment and organizational citizenship behavior) and assessed the moderating effects of individual factors (communal orientation and powerlessness) and situational factors (trust in management, procedural fairness, and organizational support) on these relationships.
Abstract: This study is concerned with the impact of job insecurity on the vital social exchange relationship between employee and employer. Specifically, it explored the relationship between job insecurity and two important social exchange outcomes—organizational commitment and organizational citizenship behavior. Moreover, it assessed the moderating effects of individual factors (communal orientation and powerlessness) and situational factors (trust in management, procedural fairness, and organizational support) on these relationships.

Journal ArticleDOI
TL;DR: For instance, the authors found that men tended to be more intrinsically satisfied and affectively committed to their jobs than women, while women had higher satisfaction levels or greater feelings of a...
Abstract: The cost of losing quality employees can be expensive for companies and firms. Higher rates of turnover for women, particularly in public accounting, have sparked efforts to resolve the problem. To further understanding of the current job attitudes of men and women accountants, over 500 accounting graduates employed in a variety of positions were surveyed. Scales were used to measure the following job attitudes: two types of Organizational Commitment (Affective Commitment and Continuance Commitment), Job Satisfaction, Intrinsic Satisfaction, Job Security and Turnover Intentions. The results indicated that the men and women accountants had many similar, positive job attitudes, but there were some notable cross‐gender differences. Overall, men tended to be more intrinsicallysatisfied and affectively committed to their jobs, primarily because they were older and had been in their jobs longer. For the women, unlike the men, job tenure was not associated with higher satisfaction levels or greater feelings of a...

Journal ArticleDOI
Ronald J. Burke1
TL;DR: In this article, the authors examined the relationship between perceived threats to job security, job insecurity, job satisfaction, and intentions to quit among recent business school graduates and found that perceived threats had direct effects on insecurity and indirect effects on both job satisfaction and intent to quit through job insecurity.
Abstract: Examines the relationship between perceived threats to job security, job insecurity, job satisfaction and intentions to quit among recent business school graduates. Most job insecurity research has considered longer tenured organizational employees. Anonymous questionnaires were completed by 217 respondents. LISREL analysis provided considerable support for the proposed research model. Perceived threats to job security had direct effects on insecurity and indirect effects on both job satisfaction and intent to quit through job insecurity.

Journal ArticleDOI
TL;DR: This article found that ratings of job insecurity were significantly related to job dissatisfaction in the agency perceived as non-stable but not in the one perceived as stable, and that turnover intentions and pessimism about the future of the agency were higher among employees in both agencies.
Abstract: Questionnaires were completed by 91 respondents employed by two human services agencies: 63 employees of a stable (no layoffs in eight years) organization, and 28 employees of a nonstable organization (which had experienced recent layoffs, and in which many employees were supported by grant funding which varied from year to year). The questionnaire included respondents' perceptions of job security and satisfaction with pay (measured with subscales of the Minnesota Satisfaction Questionnaire), over-all job satisfaction (measured with the Porter Need Satisfaction Questionnaire), and additional measures of intention to turnover, absenteeism, productivity, etc. A 2 (agency) × 2 (high/low security) multivariate analysis of variance indicated that ratings of job insecurity were significantly related to job dissatisfaction in the agency perceived as nonstable but not in the agency perceived as stable. In both agencies, ratings of turnover intentions and pessimism about the future of the agency were higher among ...

Journal ArticleDOI
01 Sep 1998-Labour
TL;DR: In this article, a large sample of Asian and Latin American countries was used for an empirical analysis of the impact of trade union rights and job security regulations on labour productivity, finding that the effects of excess of labour on productivity growth are affected by the strength or weakness of union rights.
Abstract: How do labour market conditions, trade union rights and job security regulations affect labour productivity? This paper is the first attempt at an empirical analysis of this important question for a large sample of Asian and Latin American countries. We provide new estimates of the rates of surplus labour in 20 countries, as well as detailed tables summarizing their key regulations governing certain aspects of union activity and layoffs. Then we exploit these and other data in an econometric analysis of intercountry differentials in the growth rate of labour productivity in manufacturing during the 1980s. Among the principal results, we find that, while all else remains the same, productivity growth rates are significantly higher in countries with relatively larger labour surpluses, the effects of excess of labour on productivity growth are affected by the strength or weakness of union rights. We also find that the impacts of union rights and job security protections on productivity trends may be either positive or negative, depending on the labour market situation.