Showing papers on "Job security published in 2003"

The concept employability: a complex mosaic

Abstract: Since lifetime employment within the same organisation is no longer a prerogative for all, job security has to be safeguarded differently. In this respect, 'lifetime employability' instead of 'lifetime employment' is often put forward as the new protection in the labour market. Although employability became a buzzword in organisational literature, no clear consensus about its meaning and measurement can be found. In this paper, we bring some clarification to the debate about employability. We develop a conceptual model of the 'employability process'. This conceptual model offers a framework for future empirical research on employability. It can help to identify the main factors that may influence labour market transitions for individuals. In addition, it may clarify the role government and employers can play in shaping these career moves.

Labour market deregulation, 'flexibility' and innovation

Abstract: Labour ‘flexibility’ is often portrayed as important to competitive success. Using evidence from an original survey of UK firms, this paper investigates the relationships between firms' use of, on the one hand, various flexible work practices, human resource management techniques, and industrial relations systems and, on the other hand, the innovative activities of those firms. Our results suggest that the sort of ‘low road’ labour flexibility practices encouraged by labour market deregulation—short-term and temporary contracts, a lack of employer commitment to job security, low levels of training, and so on—are negatively correlated with innovation.

Does job insecurity lead to impaired well-being or vice versa? Estimation of cross-lagged effects using latent variable modelling

Abstract: Although research suggests that job insecurity is associated with impaired employee well-being, there is insufficient empirical evidence to draw any causal inferences since most studies are cross-sectional and thus do not control for previous levels of health symptoms. We used longitudinal questionnaire data to investigate the direction of the relationship between job insecurity and health complaints. After controlling for prior levels of mental and physical health complaints and five other variables that could potentially confound the results (gender, age, organizational tenure, family status, and education), the results of latent variable modelling showed that the cross-lagged effect of job insecurity on mental health complaints, one year later, was significant whereas the reversed effects of mental and physical health complaints on subsequent insecurity were non-significant. However, there was no significant cross-lagged effect of job insecurity on physical health complaints. The results provide empirical support for the theoretical notion that job insecurity leads to health complaints, and imply that prior levels of health should be taken into consideration in order to explain the relative effect of perceived job insecurity on the physical and mental health of the workforce. Copyright © 2003 John Wiley & Sons, Ltd.

Development and validation of the Job Security Index and the Job Security Satisfaction scale: A classical test theory and IRT approach

Abstract: This study describes the development and validation of two scales measuring job security: the Job Security Index (JSI), measuring an individual's cognitive appraisal of the future of his or her job with respect to the perceived level of stability and continuance of that job, and the Job Security Satisfaction (JSS) scale, measuring employee satisfaction with a perceived level of job security. Item response theory and classical test theory analyses indicate that the scales are highly reliable and exhibit good discriminant and criterion-related validity. Future researchers are advised to apply confirmatory factor analysis (CFA) to the scales to confirm their factor structures.

Survey evidence on wage rigidity and unemployment : Sweden in the 1990s

Abstract: This study reports the results from a repeat survey among managers in Swedish manufacturing, designed to explore how a severe and prolonged macroeconomic shock affects wage rigidity and unemployment. Our second survey was conducted in 1998, when the unemployment rate was much higher, and the inflation rate much lower, than when we conducted the first survey in 1991. We find no evidence that the increase in unemployment has softened the mechanisms generating wage rigidity. On the contrary, we conclude that – because of severe downward nominal wage rigidity – real wages have become more rigid during Sweden’s move to a low-inflation environment. We also report a range of new evidence on underbidding, efficiency wage mechanisms, job security legislation, workers’ wage norms, and to what extent the long-term unemployed are subject to statistical discrimination.

From insecure to secure employment: changes in work, health, health related behaviours, and sickness absence

Abstract: Aims: To determine whether change in employment status (from fixed term to permanent employment) is followed by changes in work, health, health related behaviours, and sickness absence. Methods: Prospective cohort study with four year follow up. Data from 4851 (710 male, 4141 female) hospital employees having a fixed term or permanent job contract on entry to the study were collected at baseline and follow up. Results: At baseline, compared to permanent employees, fixed term employees reported lower levels of workload, job security, and job satisfaction. They also reported greater work ability. All fixed term employees had a lower rate of medically certified sickness absence at baseline. Baseline rate ratios for those who remained fixed term were 0.64 (95% CI 0.55 to 0.75), and were 0.50 (95% CI 0.34 to 0.75) for those who later became permanent. Continuous fixed term employment was not associated with changes in the outcome measures. Change from fixed term to permanent employment was followed by an increase in job security, enduring job satisfaction, and increased medically certified sickness absence (compared to permanent workers rate ratio 0.96 (95% CI 0.80 to 1.16)). Other indicators of work, health, and health related behaviours remained unchanged. Conclusion: Receiving a permanent job contract after fixed term employment is associated with favourable changes in job security and job satisfaction. The corresponding increase in sickness absence might be due to a reduction in presenteeism and the wearing off of health related selection.

The Quality of Working Life: Is Scandinavia Different?

Abstract: There have been marked differences between countries in the importance that governments and the social partners of industry have attached to issues related to the quality of working life. In particular, these themes have been much more salient in the public discourse of the Scandinavian societies than in other European societies. But did such policy commitments translate into effective differences in the experience of working life? Hitherto there has been insufficient comparative evidence for any serious attempt to assess this. However, a survey providing data that is comparable for all of the European Union countries offers the opportunity for a tentative assessment of the implications of such policy differences. The paper compares employees' perceptions of the quality of working tasks, the degree of involvement in decision-making, career opportunities, and job security to see whether the Scandinavian countries have a distinctive pattern from other European Union countries. While a wide range of factors affect the quality of work conditions, employees in Denmark and Sweden (and to a lesser extent Finland) do appear to have higher quality of work tasks and better opportunities for participation. As these were the aspects of working life that were most central to the reform programmes, the results are consistent with the view that there can be societal effects deriving from the policy orientations of the major economic interest groups

Work and health in a contemporary society: demands, control, and insecurity

Abstract: Objective: To examine independent associations of job strain (high demands and low control) and job insecurity with mental and physical health outcomes. Design: Cross sectional general population study conducted in 2000 using a self completed questionnaire. Setting: Two adjoining cities in south east Australia. Subjects: 1188 employed professionals, aged 40–44 years, 55% (n = 655) male. Main outcome measures: Depression, anxiety, physical, and self rated health (SRH). Results: Adverse job conditions were relatively prevalent as 23% of the sample reported high job strain, while 7.3% and 23% reported high and moderate job insecurity respectively. Associations between job conditions and health persisted after adjustment for gender, education, marital status, employment status, major life events, and negative affectivity (personality). When adjusted for job strain, high job insecurity was independently associated with a greater than threefold increase in odds for poor SRH, depression and anxiety (OR (95% confidence intervals) poor SRH: 3.72 (1.97 to 7.04) depression: 3.49 (1.90 to 6.41), anxiety: 3.29 (1.71 to 6.33)), and a twofold increase for physical health 2.19 (1.21 to 3.95). High job strain also showed significant independent associations with depression: 2.54 (1.34 to.4.75) and anxiety: 3.15 (1.48 to 6.70). Conclusion: In this relatively privileged socioeconomic group, insecure employment and high job strain showed independent, consistent, and strong associations with physical and mental health. These adverse job conditions are on the increase, particularly insecure employment, and the influence of these two work conditions are an important focus for future public health research and their prevalence and impact should be examined in other occupations.

Antecedents and Outcomes of Employees' Trust in Chinese Joint Ventures

Abstract: In this study we investigate the antecedents and outcomes of employees' trust in their supervisors and organizations in Chinese joint ventures We develop a model that links trust, job security, and subordinate-supervisor guanxi The model considers job security as an antecedent of trust in the organization and subordinate-supervisor guanxi as an antecedent of trust in supervisors It further suggests that the turnover intention of employees is affected by their trust in their organization, and that their organizational citizenship behavior is affected by their trust in their supervisors We use a data set consisting of 295 employees collected in four joint ventures in Southern China to test the hypotheses The results of our LISREL and OLS regression analyses support the proposed model Job security and subordinate-supervisor guanxi are found to affect employees' trust In addition, trust in the organization has a stronger effect on turnover intention than does trust in one's supervisor Trust in supervisors significantly affects the organizational citizenship behavior of employees These findings have practical implications for the management of workers in Chinese joint ventures

Testing Herzberg’s two‐factor theory in the Thai construction industry

Abstract: Herzberg’s two‐factor theory of motivation is widely known in management circles. However, it has been criticized regarding its validity in different work settings. Construction is an industry with unique characteristics which may have special effects on employee motivation. This study tests the two‐factor theory on Thai construction engineers and foremen following Herzberg’s interviewing procedure and compares the results to Herzberg’s. Responsibility, advancement, possibility of growth, and supervision contribute to job satisfaction, while working conditions, job security, safety on site, and relationships with other organizations contribute to job dissatisfaction. Recognition, work itself, company’s policy and administration, interpersonal relations, personal life, and status contribute to both satisfaction and dissatisfaction. Achievement contributes to satisfaction for engineers but contributes to both satisfaction and dissatisfaction for foremen. It is concluded that Herzberg’s theory is not entirely applicable in the Thai construction setting. Some factors should receive attention if construction employees are to be motivated effectively.

Labor Turnover and Labor Legislation in Brazil

Abstract: One of the main characteristics of the Brazilian labor market is its impressively high job and worker turnover rates. Although labor legislation in Brazil is very restrictive, dismissal costs are not high when compared with other Latin American countries. Moreover, many authors argue that the design of some job security programs creates perverse incentives that generate labor turnover. The objective of this paper is twofold. First, we describe Brazilian labor legislation, with emphasis on job security provisions and their incentives on workers reallocation. Then, after reviewing the most recent evidence on labor turnover in Brazil, we investigate the effects of changes in job termination costs implemented in the 1988 Constitution and in a Labor Law of September 2001 on employment duration. Both legislation changes increased firing costs and should have, therefore, reduced turnover for formal workers affected by them. A simple differences-in-differences methodology is applied to monthly individual data from Pesquisa Mensal de Emprego (PME, IBGE), which has information on previous employment spells for those currently unemployed. The results establish that both changes reduced turnover for formal workers affected by the legislation. A significant increase in average employment duration of affected workers relative to not affected workers was observed after both legislation changes. We also provided evidence that the 1988 Constitutional change reduced the probability of fake layoffs, although there are still a high number of such agreements being made between workers and their employers.

Relative pay and job satisfaction: some new evidence

Abstract: This paper investigates the determinants of job satisfaction using data from the National Educational Longitudinal Study. The determinants of interest include actual pay, relative pay, hours of work, job autonomy and several personal characteristics. We also investigate the determinants of satisfaction with pay conditional on a worker's satisfaction with other domains of job satisfaction, such as satisfaction with job security. We find that relative pay is statistically significant but that its effect on satisfaction with pay is relatively small. Job autonomy has a powerful influence on satisfaction with pay. So too does being black.

Changes in Job Security and their Causes: An Empirical Analysis for France, 1982-2002

Abstract: In this Paper, we analyse the changes in the risks of involuntary job loss in France between 1982 and 2002. We find that these risks are higher in the 1990s than they were in the 1980s. We develop an econometric analysis to separate the effects of institutional changes from the effects of new technologies. Our estimates show that the rise in job loss rates is significantly more pronounced in industries that have the largest share of R&D workers and the largest rate of new technologies' users. These findings suggest that technological changes contribute to decreasing the incentive to keep workers for long period of time and to increasing job insecurity.

Why are educated women less likely to be employed in India? Testing competing hypotheses

Abstract: In this paper we use the Indian National Sample Survey data for 1993-94 to examine the relationship between women's education and labor force participation. While it has been recognized in the literature that education is associated with lower labor force participation for women in South Asia, the reasons behind this association are less well understood. Two competing theories potentially explain this phenomenon - one based on cultural factors and the other on labor market options. Cultural arguments suggest that women's withdrawal from labor force is associated with improvement in the social status of the family. Higher status families choose to educate their daughters, but at the same time, restrict their independence through labor force withdrawal. In contrast, structural arguments suggest that educated women - like educated men - prefer white collar jobs. Since formal sector jobs only comprise 7 percent of all jobs, opportunities for these desirable jobs is limited, resulting in labor force withdrawal of women. We propose empirical tests to examine whether job availability or patriarchal controls play an important role in shaping this relationship. Our results suggest that cultural factors appear to be less important than lack of employment opportunities.

Who Benefits from Labor Market Regulations? Chile 1960-1998

Abstract: Economists have examined the impact of labor market regulations on the level of employment. But there are many reasons to suspect that the impact of regulations differs across types of workers. In this paper the authors take advantage of the unusually large variance in labor policy in Chile to examine how different labor market regulations affect the distribution of employment and the employment rates across age, gender, and skill levels. To this effect, they use a sample of repeated cross-section household surveys spanning the period 1960-98 and measures of the evolution of job security provisions and minimum wages across time. The results suggest large distribution effects. The authors find that employment security provisions and minimum wages reduce the share of youth and unskilled employment as well as their employment rates. They also find large effects on the distribution of employment between women and men.

Satisfaction and Commitment of American and Japanese Collegiate Coaches

Abstract: Male coaches from NCAA Division I (n = 297), Division III (n = 294), and Japanese universities (n = 254) responded to the Coach Satisfaction Questionnaire measuring satisfaction with supervision, coaching job, autonomy, facilities, media and community support, pay, team performance, amount of work, colleagues, athletes’ academic performance, and job security; and Blau, Paul, and St. John's (1993) General Index of Work Commitment. Japanese coaches expressed significantly lower satisfaction than American coaches with seven facets (supervision, coaching job, autonomy, team performance, colleagues, athletes' academic performance, and job security). American coaches were significantly more committed to their occupation than the Japanese coaches who were significantly more committed to their organizations than American coaches.

Critical factors in career decision making for women medical graduates.

Abstract: Background Within the next 30 years there will be equal numbers of women and men in the medical workforce. Indications are that women are increasing their participation in specialties other than general practice, although at a slower rate than their participation in the workforce as a whole. To inform those involved in training and employment of medical women, this study investigated the influencing factors in career decision making for female medical graduates. Methods A total of 305 women medical graduates from the University of Auckland responded to a mail survey (73% response rate) which examined influences on decision making, in both qualitative and quantitative ways, as part of a larger survey. Results Most women were satisfied with their careers. The principal component analysis of the influencing factors identified four distinct factors important in career choice – interest, flexibility, women friendliness and job security, although the first two of these were rated more highly than the others. Conclusions Barriers to full participation by medical women in training and employment need to be systematically examined and removed. This is not only to allow women themselves to reach their full potential, but for workforce and socio-economic reasons. Initiatives that allow and value more flexible training and work practices, particularly through the years of child raising, are necessary for women and the health care workforce at large.

The Moderating Effect of Job Security on the Relation between Role Clarity and Job Performance: A Longitudinal Field Study

Abstract: In a longitudinal field study of a random sample of employees in an organization undergoing major restructuring and downsizing, we investigated the moderating influence of job security on the effect of role clarity on employee performance. The results support our hypothesis. That is, job performance increased over time under higher levels of role clarity. Moreover, this increase in performance was maximized when both role clarity and job security were high, while deterioration in performance was greatest when role clarity was low and job security was high.

An analysis of the antecedents of organization-based self-esteem in two Korean banks

Abstract: The aim of this paper is to examine the antecedents of organization-based self-esteem (OBSE) and to test the cross-validation of the concept of OBSE in the Korean context. The hypothesized antecedents were tested in relation to two Korean banks, one of which is relatively stable while the other has experienced organizational turmoil in terms of job cuts and salary reductions. The results show that job complexity, participatory management, job security concern, co-worker support and organizational tenure are the antecedents of OBSE. However, intrinsic job characteristics (e.g. job complexity and participatory management) appear to be more influential antecedents than are extrinsic job characteristics (e.g. job security concern and co-worker support) and individual characteristics, thus confirming the results of North American studies.

New Threats to Human Security in the Era of Globalization

Abstract: This paper makes a case for analysing the new insecurities introduced or worsened by globalization from a human security perspective. The author examines the ways in which globalization is changing the word -- economically, politically, and in terms of information and communications technology -- and then reviews the new insecurities that require policy attention. The paper specifically tackles the issues of global crime, trafficking in humans, instability in financial markets, threats to job security, the spread of disease and internal conflicts.

Job autonomy and job satisfaction: new evidence

Abstract: This paper investigates the impact of perceived job autonomy on job satisfaction. We use the fifth sweep of the National Educational Longitudinal Study (1988-2000), which contains personally reported job satisfaction data for a sample of individuals eight years after the end of compulsory education. After controlling for a wide range of personal and job-related variables, perceived job autonomy is found to be a highly significant determinant of five separate domains of job satisfaction (pay, fringe benefits, promotion prospects, job security and importance / challenge of work).

A study of job satisfaction of nursing and allied health graduates from a Mid-Atlantic university.

Abstract: There have been numerous changes in the health care system, including cost-containment efforts, the increased growth of managed care, and shortages of many health professionals. It is important to assess the impact these changes are having on the quality of health care delivery and the way various health professionals view their jobs. To accomplish this assessment, a sample of experienced nursing and allied health professionals were asked to provide their assessment of positive and negative changes in the health system over a 5-year period. They also were asked to indicate their level of satisfaction with their profession, their current job, and various aspects of that job. A Health Care Environment Survey was mailed to six groups of graduates of a mid-Atlantic college of health professions. Three of the groups had been in practice for 5 years, and three of the groups had been in practice for 10 years. The survey asked respondents to assess the magnitude of certain changes in the health system over the previous 5 years and to provide an assessment of their satisfaction with their current job. A total of 1,610 surveys were mailed, and 787 were returned for a rate of 49%. Nursing and allied health professionals who responded to the survey reported that there have been many more negative than positive changes in the health care system, including less job security, efficiency, and time available to spend with individual patients and increases in workload, paperwork, and control of health care by insurance companies. Even with these negative changes, nurses and allied health professionals report a high level of satisfaction with their jobs. In investigating the aspects of their jobs that were most related to satisfaction, having a feeling of worthwhile accomplishment from their job, opportunities for personal and professional growth, recognition and satisfaction with their workload were found to be the best predictors of job satisfaction.

Beyond efficiency: some by-products of functional flexibility.

Abstract: This article examines the outcomes of implementing functional flexibility for employers and employees The use of functional flexibility is normally associated with improving efficiency However the findings reported here, drawn from four case studies, show evidence of positive outcomes for both employers and employees which go beyond efficiency For employees there was evidence of increased job satisfaction and in some cases increased remuneration and job security For employers, there was evidence of improved operational functioning and customer service, reduced labour turnover and an enhanced reputation in the local labour market It is argued that a ‘virtuous circle’ is set up

The Sri Lankan Unemployment Problem Revisited

Abstract: High unemployment in Sri Lanka has been attributed to unrealistic expectations, to queuing for public sector jobs, and to stringent job security regulations. However, the empirical evidence supporting these explanations is weak. This paper analyzes individual records from the 1995 Labor Force Survey, and time series for wages in the formal and informal sectors of the economy. The paper rejects the unrealistic-expectations hypothesis by comparing the impact of education on the actual wages of those who have a job and on the lowest acceptable wages of the unemployed. But it finds substantial rents associated with jobs in the public sector, and in activities protected by high tariffs or covered by job security regulations. A time-series analysis of the impact of unemployment on wage increases across sectors suggests that many among the unemployed are waiting for "good" job openings, but are not interested in readily available "bad" jobs.

Occupation, job characteristics, and the use of alcohol and other drugs

Abstract: This study uses detailed information from the Department of Labor (O'NET 98) concerning the characteristics and content of 1,122 occupations, and combines these data with information on alcohol and drug use collected by the Substance Abuse and Mental Health Services Administration in their 1997 National Household Survey on Drug Abuse (NHSDA). Using a merged data set, based on 7,477 full-time workers, weighted logistic regression analyses were used to examine the relationships between eight occupational and job dimensions and workers' current and prior use of alcohol and drugs. Results show that steady employment or job security has the most pronounced negative effect on alcohol and drug use, while characteristics such as the pace of activity, job independence, and skills utilization to include feelings of accomplishment have little or no effect on employees' alcohol and drug use. Furthermore, the etiology of cocaine use appears quite different from that of alcohol and other types of drug use: all else being equal, employees' odds of using cocaine, when working in an occupation with greater job variety, decrease by 64 percent. However, employees in occupations with greater job autonomy are about 4 times more likely to use cocaine than are employees in jobs with less autonomy. These findings suggest that occupational conditions have a discernible influence on alcohol and drug use among employees, albeit in more complex ways than those suggested by much of the organizational stress and occupational subcultural literature.

From Vocational Decision Making to Career Building: Blueprint, Real Games, and School Counseling

Abstract: School counseling's foundations developed from vocational decision-making models. As schools, the workplace, and career development change, so does the need for school counselors to demonstrate leadership in helping students prepare for the future. As D. E. Redekopp (personal communication, November 13, 2002) stated, "Increasingly, career development is about leadership. It's about the personal leadership required to take action, take risks, and learn new skills. It's also about the leadership required to help others develop, grow, and learn. Creating things that don't yet exist is now part of career development, not just choosing among existing options. Preparedness for an environment that does not yet exist is key to adaptability and leadership--therefore, it's key to career management." The new knowledge economy is changing the way people work. The very notion of "job" is shifting dramatically as workers increasingly seek meaning, purpose, and fulfillment from their work roles. With growing frequency, career is viewed as something every human has for a lifetime (Gysbers, 1997). According to R. E. Straby (personal communication, October 31, 2002), "Work is now defined not by occupational rifles or categories, but by skills and values. Effective career builders know how to shape and build their careers project by project. This is a new competency, still largely unrecognized by most adults in the workforce." As a result, a new paradigm is needed to help students make informed career choices and gain the necessary employability and self-management skills. This article describes the characteristics of the evolving workplace and offers a career-building focus to help students learn the skills they now need to become healthy, self-reliant citizens, who are able to prosper in rapidly changing labor markets, and maintain balance between life and work roles. THE CHANGING WORKPLACE At the beginning of the 21st century, the workplace of the knowledge era is different from that of the 20th century (Cappelli, 1999; Feller & Walz, 1996). Notions of self-employment and working for customers have replaced working for a boss. Following established orders and procedures is now balanced with encouragement to invent new solutions to get the job done and to quickly serve customers. Responsibility only for one's job has been replaced by pressure to be a good team player able to help the team continuously learn and improve. Respect, formerly accorded to position or rifle, is now earned by anyone at any organizational level on the basis of contribution, commitment to learning, and a willingness to help others improve. Table 1 provides a comparison of characteristics of the old and new workplace. CAREER DEVELOPMENT IMPLICATIONS OF THE NEW ECONOMY Small companies and microbusinesses are the fastest growing category of companies, and they have the greatest failure rate (Pink, 2001). Larger companies are being merged, downsized, split, redesigned, or purchased. Job security is no longer a guarantee for anyone at any level in any organization. Workers need to prepare themselves for periodic job loss and the inevitable loss of income (Carlson, 2002). Consequently, workers need to follow occupational and industrial trends, observe job growth or decline information, and position themselves to respond to these trends. As greater numbers of workers seek more satisfaction, stimulation, respect, money, and freedom, they are brokering portions of their time and skills to multiple organizations in creative new work "packages." As a result, the emphasis on obtaining and keeping jobs has changed. To succeed, self-employed workers in atypical, contract work arrangements need to have specialized skills, including an awareness of their value to specific employers and the ability to market themselves effectively. Their success demands a high level of self-knowledge and self-confidence. Recent projections suggest that new labor market entrants are likely to experience a succession of work roles, with 12 to 25 jobs in up to five industry sectors in their working lives (Alberta Learning, 1999). …