Showing papers on "Job security published in 2009"

Is disability disabling in all workplaces? Workplace disparities and corporate culture

Abstract: Using nearly 30,000 employee surveys from fourteen companies, we find disability is linked to lower average pay, job security, training, and participation in decisions, and to more negative attitudes toward the job and company. Disability gaps in attitudes vary substantially, however, across companies and worksites, with no attitude gaps in worksites rated highly by all employees for fairness and responsiveness. The results indicate that corporate cultures that are responsive to the needs of all employees are especially beneficial for employees with disabilities.

Job Insecurity and Well-Being: Moderation by Employability

Abstract: The present study investigates the relationship between job insecurity and well-being (psychological distress and life satisfaction), and the potential role of employability in this relationship. With regard to job insecurity, we hypothesize that job insecurity may be related to poor well-being. Regarding employability, two avenues are taken. First, we argue that employability may be beneficial in much the same way that job security is. Second, we suggest that employability may mitigate likely unfavourable consequences of job insecurity for employees’ well-being. Hypotheses are tested with a sample of 639 Belgian employees from six organizations. The results suggest that job insecurity is related to poor well-being, while no such association is found for employability. Furthermore, employability moderates the relationship between job insecurity and life satisfaction, as expected. Specifically, the model accounts for 8% of the explained variance. However, this pattern of results is not replicated for psychological distress.

Job insecurity, perceived employability and targets' and perpetrators' experiences of workplace bullying

Abstract: We aimed to investigate (1) the association between job insecurity and workplace bullying from the perspective of both targets and perpetrators and (2) perceived employability as a moderator of these relationships. We argue that job insecurity is associated with social or interpersonal strain as in the case of workplace bullying. Furthermore, workers who feel that they have alternative opportunities for employment may find it easier to cope with insecurity. Stated differently, we aimed to investigate whether the relationship between job insecurity and workplace bullying depended on the level of perceived employability. Hypotheses were tested among 693 workers who participated in a survey on the quality of working life. They were employed at establishments of two Belgian organizations from the textile industry (N=189) and financial services (N=505). We found that that job insecurity was associated with targets' and perpetrators' reports of workplace bullying. The interaction between job insecurity...

Job security and job protection

Abstract: We construct indicators of the perception of job security for various types of jobs in 12 European countries using individual data from the European Community Household Panel (ECHP). We then consider the relation between reported job security and OECD summary measures of Employment Protection Legislation (EPL) strictness on one hand, and Unemployment Insurance Benefit (UIB) generosity on the other. We find that, after controlling for selection into job types, workers feel most secure in permanent public sector jobs, least secure in temporary jobs, with permanent private sector jobs occupying an intermediate position. We also find that perceived job security in both permanent private and temporary jobs is positively correlated with UIB generosity, while the relationship with EPL strictness is negative: workers feel less secure in countries where jobs are more protected. These correlations are absent for permanent public jobs, suggesting that such jobs are perceived to be by and large insulated from labor market fluctuations.

Barriers to Entry : Insider/Outsider Politics and the Political Determinants of Job Security Regulations

Abstract: Summary Job security regulations, here understood as restrictions on hiring and firing, figure promi nently in the policy recommendations of international organizations or national reform programmes However, in contrast to the prominence of job security regulations in the current reform discourse, hardly any attention is paid to their determinants In this article, the insider/outsider theory of employment and unemployment is examined Advocates of this approach argue that job security reg ulations mainly benefit the labour market insiders As a consequence, insiders will fight all reforms that aim to dismantle these regulations The insiders are supported by Social Democratic parties, which only represent the interests of the insiders In this article it is maintained that this simple argu ment is wrong Labour market outsiders can be expected to be equally supportive of job security reg ulations and Social Democratic parties as labour market insiders This claim is supported by the empirical analysis using survey data

The Pervasive Absence of Compensating Differentials

Abstract: We study the relation between individual preferences for job amenities (e.g., type of work, job security) and compensating wage differentials in cross-section. To this end, we estimate a partial equilibrium job search model on panel data from eight European countries. There are five non-wage job characteristics and two sources of job-to-job mobility: on-the-job search and reallocation shocks. We also allow for two types of unobserved heterogeneity. We find strong preferences for amenities, especially job security, yet, these preferences do not translate into significant wage differentials in cross-section. Counterfactual experiments show that one would need extremely low levels of search frictions for compensating differentials to arise. Lastly, a similar exercise on the distribution of job change outcomes reveals the role of constrained job-to-job mobility in the absence of compensating wage differentials. Copyright © 2009 John Wiley & Sons, Ltd.

The Social Consequences of Insecure Jobs

Abstract: Forms of insecure employment have been increasing all over Europe in recent decades. These developments have been welcomed by those who argued that these types of flexible employment would not only foster employment but could also help women, in particular, to positively combine work and family life. This vision was questioned by others who argued that flexible employment could have negative consequences for both occupational prospects and private and family life since it is often associated with greater insecurity and poorer working conditions. Relatively little research has been dedicated to the “social consequences” of insecure employment and its specific implications for work-life reconciliation issues. This paper contributes to this topic by linking research that addresses work-life conflict to the wider body of work dealing with job insecurity. It investigates the consequences of certain employment contracts on private and family life, taking into account information on current family life, future family plans and general well-being. It provides a series of test relating to the extent to which negative consequences in these areas might be attributable to the type of employment contract and how these vary between European countries. Analysis using ESS data from 2004 for western European countries confirms that insecure employment is accompanied by more problematic “social and family” situations. These negative consequences are partly shaped by the specific context provided by the country in question.

Social Exchange and Knowledge Sharing among Knowledge Workers: The Moderating Role of Perceived Job Security

Abstract: Drawing on perceived organizational support (POS) theory and employee-organizational relationship theories, this research investigated the association between POS and knowledge sharing as well as the potential moderating effects of perceived job security. Study participants were 255 information technology professionals and their supervisors working in the information technology industry in China. Findings showed that POS was positively related to knowledge sharing, and, as expected, perceived job security moderated the association. More specifically, the positive association between POS and employee knowledge sharing held only for employees who perceived higher job security from their organization. In contrast, POS was not significantly associated with knowledge sharing when employees perceived their job security to be relatively low. This latter result is consistent with contentions from employee-organizational relationships theories that limited investment by employers is likely to lead to lower contributions from employees. The findings are also congruent with arguments from social exchange theory that meaningful reciprocity is built on a history of open-ended exchanges whose development may be inconsistent with a shorter-term employment horizon.

Stuck at the Bottom Rung: Occupational Characteristics of Workers with Disabilities

Abstract: Introduction The proportion of workers reporting disabilities varies tremendously across occupations. Although differences in the occupational distributions may partly explain the large disparities in earnings and job security between workers with and without disabilities, little is known about the reasons that workers with disabilities are underrepresented in certain occupations and overrepresented in others. Methods Using a large, national survey of the US population combined with official data on the skill and experience requirements and occupational risks of 269 occupations, a multilevel regression analysis was performed to identify occupational and individual factors that influence the representation of workers with disabilities across occupations. Models of overall, sensory, mobility, and cognitive disability were constructed for working-age labor force participants, as were models of overall disability for younger, in-between, and older workers. Results At the occupational level, reported disability is negatively associated with occupational requirements for information and communication skills and with the amount of prior work experience that is required, after controlling for individual factors such as age and educational attainment. Little relationship is found between disability status and a set of occupational risk factors. These findings generally hold true across disability types and age groups. Conclusions Even after taking into account their lower average educational attainment, workers with disabilities appear to be disproportionately relegated to entry-level occupations that do not emphasize the better-remunerated job skills. Underemployment results in lower wages and less job security and stability. Possible reasons include employer discrimination, low expectations, deficits in relevant skills or experience, and work disincentives.

Working Mothers: How Much Working, How Much Mothers, And Where Is The Womanhood?

Abstract: Motherhood confers upon a woman the responsibility of raising a child. This process also changes the way in which she is perceived in society and at her workplace. It can necessitate her to take more than available leave options, and job security can be at risk. Significant social and personal adjustments are necessary to cope with such a situation. A working mother, especially one who has the good fortune to be able to balance her home and work, enjoys the stimulation that a job or career provides. She develops the ability of raising a useful member of society and at the same time gains financial independence. Along with motherhood, work adds to the completeness of being a woman.

An examination of organizational commitment and professional commitment and the relationship to work environment, demographic and organizational factors

Abstract: • Summary: This study examines organizational commitment and professional commitment among a sample of social workers. It empirically explores the relationship between social workers’ commitment and nine work environment variables (collegiality, promotional opportunity, job security, organization and profession-specific skills, autonomy, legitimacy of promotions, distributive justice and supervisor recognition), six demographic or background variables (gender, relationship status, age, employment status, years in social work (profession tenure) and years employed in the current organization (job tenure). It also includes 16 organizational variables (organizational auspices, organizational type, job position, yearly earnings and various types of job benefits, that is, medical, dental, vacation time, sick leave, flex-time, child care, maternity/paternity leave, disability insurance, life insurance, university education/degree programs, employer-paid professional development opportunities and other benefits....

Understanding informal payments in health care: motivation of health workers in Tanzania.

Abstract: There is growing evidence that informal payments for health care are fairly common in many low- and middle-income countries. Informal payments are reported to have a negative consequence on equity and quality of care; it has been suggested, however, that they may contribute to health worker motivation and retention. Given the significance of motivation and retention issues in human resources for health, a better understanding of the relationships between the two phenomena is needed. This study attempts to assess whether and in what ways informal payments occur in Kibaha, Tanzania. Moreover, it aims to assess how informal earnings might help boost health worker motivation and retention. Nine focus groups were conducted in three health facilities of different levels in the health system. In total, 64 health workers participated in the focus group discussions (81% female, 19% male) and where possible, focus groups were divided by cadre. All data were processed and analysed by means of the NVivo software package. The use of informal payments in the study area was confirmed by this study. Furthermore, a negative relationship between informal payments and job satisfaction and better motivation is suggested. Participants mentioned that they felt enslaved by patients as a result of being bribed and this resulted in loss of self-esteem. Furthermore, fear of detection was a main demotivating factor. These factors seem to counterbalance the positive effect of financial incentives. Moreover, informal payments were not found to be related to retention of health workers in the public health system. Other factors such as job security seemed to be more relevant for retention. This study suggests that the practice of informal payments contributes to the general demotivation of health workers and negatively affects access to health care services and quality of the health system. Policy action is needed that not only provides better financial incentives for individuals but also tackles an environment in which corruption is endemic.

Who contracts? determinants of the decision to work as an independent contractor among information technology workers

Abstract: We examined which IT workers take jobs as independent contractors. Contracting offers less job security and less employer-provided training than regular employment. We base our predictions of which...

The Interaction of Job Satisfaction, Job Search, and Job Changes. An Empirical Investigation with German Panel Data

Abstract: Using the rich data set of the German Socio-Economic Panel (GSOEP) this article analyzes the effects of job characteristics on job satisfaction as well as the conditions under which low job satisfaction leads to job search, and under which job search leads to job changes. Individual fixed effects are included into the analysis in order to hold unobserved heterogeneity constant. According to the empirical results, the strongest determinants of job satisfaction are relations with colleagues and supervisors, task diversity and job security. Furthermore, job satisfaction is an important determinant of the self-reported probability of job search, which in turn effectively predicts actual job changes. The effect of job search on the probability of changing jobs varies with job satisfaction and is strongest at low levels of job satisfaction. The effects of job dissatisfaction on job search and of job search on quits are stronger for workers with lower tenure, better educated workers, workers in the private sector and when the economy and labor market are in a good condition.

Why Do They Stay? Job Tenure among Certified Nursing Assistants in Nursing Homes.

Abstract: Purpose: This study identifi es factors related to job tenure among certifi ed nursing assistants (CNAs) working in nursing homes. Design and Methods: The study uses 2004 data from the National Nursing Home Survey, the National Nursing Assistant Survey, and the Area Resource File. Ordinary least squares regression analyses were conducted with length of job tenure as the dependent variable. Tenure of CNAs was hypothesized to be motivated by the extrinsic rewards of their job, initial training and mentoring, reasons for being a CNA, organizational culture, and personal, facility, and market characteristics. Separate analyses were conducted for the overall sample and for CNAs who worked for the facility for more than 1 year. Results: Among policy-relevant domains, extrinsic rewards had the largest number of signifi cant variables (4). Only 1 training and 1 organizational culture variable signifi cantly affected CNA job tenure. Signifi cant variables in domains not readily infl uenced by policy (e.g., personal characteristics and characteristics of the facility and surrounding market area) were often signifi cant in both regressions. Implications: This study underscores the importance of the basic economics of job choice by low-income workers. Wages, fringe benefi ts, job security, and alternative choices of employment are important determinants of job tenure that should be addressed, in addition to training and organizational culture.

Occupational stress, ill health and organisational commitment of employees at a university of technology

Abstract: The aim of this study was to investigate the relationship between occupational stress, ill health and organisational commitment. A survey design was used. The sample (N=353) consisted of academic (n=132) and support staff (n=221) at a university of technology. The Organizational Stress Screening Tool (ASSET) and a biographical questionnaire were administered. The results showed that different organisational stressors contributed significantly to ill health and low organisational commitment. Stress about job security contributed to both physical and psychological ill health, whereas overload and job aspects contributed to psychological ill health. Stress about control and resources contributed to low organisational commitment. Low individual commitment to the organisation was predicted by five stressors, namely work-life balance, overload, control, job aspects and pay.

The job satisfaction of UK architects and relationships with work‐life balance and turnover intentions

Abstract: Purpose – There is evidence that those working within the construction industry are exposed to a number of stressors which potentially negatively impact well‐being, namely; long working hours, high workload, poor work‐life balance, low sense of professional worth and lack of job security. Additionally there is some evidence architects may also be vulnerable to an erosion of professional status, low pay and limited scope to use their creative skills. This paper aims to explore the job satisfaction of architects who are currently employed within the UK.Design/methodology/approach – A questionnaire is used to elicit data from 110 practising architects on their occupational well‐being and work‐life balance.Findings – The results reveal that between 20 and 40 percent of respondents are dissatisfied with their rate of pay, practice management, promotion prospects, working hours and opportunity to use their abilities. Additionally the majority of respondents report some work‐life balance difficulties and approxi...

The Global Economic Crisis and Unemployment in China

Abstract: Two noted academic specialists on labor economics and population statistics of China examine the impacts of the global economic crisis of 2008-2009 on the job security of urban workers, and the ensuing repercussions for the Chinese society and economy. More specifically, they probe and determine the magnitude of urban unemployment in China in 2008 and 2009 as it appears to be reported in different segments of the country's immense labor market. A particular focus of the paper is on differences in unemployment among two groups of workers (those with urban hukou vis-a-vis rural migrant workers) with significantly different sets of rights and privileges, as well as levels of job security. The authors also provide an estimate of the urban unemployment rate in 2009 that differs from the official rate. They argue that measures toward further integration of rural and urban labor markets and reducing natural unemployment are ultimately more beneficial than short-term interventions to adjust cyclical joblessness s...

The outsourcing of social care in Britain: what does it mean for voluntary sector workers?

Abstract: While recent decades have witnessed a growth in the outsourcing of public services in Britain, the post-1997 UK Labour governments have sought to put in place mechanisms aimed at encouraging long-term collaborative contracting relationships marked by less reliance on cost-based competition. This article explores empirically how far these mechanisms have achieved their aims and thereby acted to protect the employment conditions of staff, and links this exploration to debates concerning the employment implications of organizational reforms within public sectors internationally. It concludes that in terms of bringing income security to the voluntary sector and stability to employment terms and conditions these efforts have been unsuccessful, and consequently casts doubts on more optimistic interpretations of the employment effects of organizational restructuring in the British public sector.

The job satisfaction gender gap among young recent university graduates: Evidence from Catalonia

Abstract: The present paper focuses on the gender differences in job satisfaction reported by recent university graduates in Catalonia (Spain). The data allows distinguishing five areas of job satisfaction: work content, promotion possibilities, earnings, applicability of acquired knowledge, and job security. Young and highly educated women in this study report a lower satisfaction with some aspects of their job. For two of the five job satisfaction domains, the lower reported level can be explained by differences in observable characteristics, notably wages and type of contract. For two other satisfaction domains we are unable to explain the lower female satisfaction level although we argue that unobservables are the most plausible explanation. This is surprising given the nature of the sample, i.e. very young and highly educated population.

Survivors' Reactions to a Workforce Reduction: A Comparison of Blue-Collar Workers and Their Supervisors

Abstract: Perhaps the most dramatic shift in the 1990s has been the downsizing of management-level employees in unprecedented numbers. Radigan (1990) noted that until recently management-level employees were "a protected class with virtual job security. When their companies suffered downturns, it was the blue-collar workers, not the managers, who lost their jobs" (p. 16). Mishel and Podgursky (1988) reported that although blue-collar workers still show the highest rate of displacement, white-collar workers are also experiencing a high incidence of job loss. In fact, Mishel (cited in Koretz, 1992) noted that white-collar workers have been feeling the brunt of job displacement for the first time in history. Capelli (1992) found that, in proportion to other employees, managers are actually more vulnerable to job displacement. According to Cameron, Freeman, and Mishra (1991), more than 85% of Fortune 1000 companies reduced their white-collar workforce between 1987 and 1991, affecting more than five million jobs. Despite these cutbacks among white-collar managers and professionals, Koretz (1992) contended that "there's a noticeable blue ring around the so-called white-collar recession" (p. 20). Thus, although the proportion of white-collar displacements has increased dramatically, the actual numbers of displaced blue-collar workers remains considerably higher. Clearly, it is still the blue-collar workers who are being cut in large numbers from companies' payrolls. It is only recently that researchers have begun to examine the reactions of those employees who remain in the organization, the survivors, to the layoff of coworkers (Brockner, 1988). There is little empirical evidence to indicate how management-level survivors react to a workforce reduction compared to blue-collar survivors. Both groups could react similarly and thus reinforce each other's attitudes and behaviour, or they could respond differently and thereby engender conflicting patterns of behavior (Sutton & D'Aunno, 1989). Sutton and D'Aunno (1989) argue that this is an issue which needs to be addressed by researchers. The purpose of the present study was to explore the reactions of management-level and blue-collar survivors to a workforce reduction. Specifically, this study compared the reactions of first-level supervisors with the reactions of technical workers to a recent reduction in force involving across-the-board permanent layoffs. It should be noted that, because of the self-report nature of the data, the reactions discussed in this paper actually reflect survivors' perceptions of how they reacted to the workforce reduction. This study was exploratory in nature because of the lack of empirical research on management/non-management reactions to workforce reduction. Only one other study, Esty (1984), investigated the reactions of managers and blue-collar workers in a downsizing situation. Esty found significant differences on a number of perceptual and attitudinal variables between managers and production workers in growing and stable organizations, compared with managers and production workers in contracting (workforce reduction of 8% or more) organizations. However, the focus of Esty's study was the comparison of managers and production workers across the three types of organizations, not within the same organization. The present study investigated whether or not the occupational level of the layoff survivors would influence their perceptions of fairness and job security, how they coped with the cutbacks, and the effect on organization-related outcomes (organizational morale, organizational commitment, and trust in the organization). The study also provided the opportunity to examine whether there were differences within an occupational level as well as between occupational levels. There is evidence that perceived injustice and job insecurity are fundamental reactions to layoffs, and a major source of stress (Brockner, 1988; Davy, Kinicki, & Scheck, 1991). …

Quality of Work: Concept and Measurement

Abstract: In this paper we review some of the most essential literature on the concept and measurement of quality of work. We show that different academic fields have conceptualized quality of work in distinct ways however there has been a convergence in the positions. Although there is a lack of coherent measures or indicators, the utility a multi-dimensional approach, including both monetary and non-monetary indicators is often recommended. We propose six dimensions to be included in the measurement of quality of work: job security, pay and fringe benefits, intrinsic job rewards, work intensity, skills, and autonomy and control. The majority of the literature relies on subjective indicators of job quality. One way to improve data quality is to merge administrative data and survey data, combining both objective and subjective measures.

Job insecurity and intent to leave the nursing profession in Europe

Abstract: To determine the occupational factors affecting nurses' decision to leave their profession before reaching retirement age, a large epidemiological study (Nurses' early exit study - NEXT)1 was carried out in ten European countries. Altogether 32,037 registered nurses answered a questionnaire, covering, for example, questions on job insecurity and intention to leave nursing work. The data were analysed statistically using Chi2 test and binary logistic regression models. Concern about becoming unemployed and difficulties to find a new job if laid off was reported by 40% of the respondents. More than half of the respondents were worried about their qualitative job security (being transferred to another job or changes in work schedule), while less than 40% had concerns about becoming unable to work. Thoughts about leaving the profession were reported by 15% of the respondents. The hypothesis, that nurses will show higher intention to leave if they experience high levels of job insecurity, was partly supported by the results of the study. The concern about the qualitative aspects of job security correlated positively with intent to leave nursing in almost all the participating countries; most strongly among the Finnish and Norwegian nurses. The relationship between the concern about employment security and intent to leave varied from country to country, probably due to differences in the labour market situation. The correlation was positive for the Dutch and British nurses while, for the Polish and German sample, nurses who reported worry about their employment security appeared to be less willing to leave the profession than those who were not too worried. The concern about being unable to work correlated positively with intent to leave in several countries, reflecting the demands of the profession. The effects of job insecurity can be reduced if nurses feel that they are important to the health care institution they work for, and that the institution cares about them, and values their opinion.

The effects of human resource practices on firm growth

Abstract: Although the connection between firm growth and labour is well documented in economics literature, only recently the link between human resources (HR) and firm growth has attracted the interest of researchers. This study aims to assess the extent, if any, to which, specific HR practices may contribute to firm growth. We review a rich literature on the links between firm performance and the following HR practices: (1) job security (2) selective hiring, (3) self-managed teams (4) compensation policy, (5) extensive training, and (6) information sharing. We surveyed HR managers and recorded their perceptions about the links between HR practices and firm growth. Results demonstrated that compensation policy was the strongest predictor of sales growth. Results provide overall support for all HR practices except of job security. Eventually, selecting, training, and rewarding employees as well as giving them the power to decide for the benefit of their firm, contribute significantly to firm growth.

The Effects of National Institutions and Collective Bargaining Arrangements on Job Quality in Front-Line Service Workplaces

Abstract: This paper analyzes the relationships among national institutions, collective bargaining arrangements, and job quality in call center workplaces, using establishment-level survey data obtained in 2003–2006 in five European coordinated market economies (CMEs) (Austria, Denmark, France, Germany, and Sweden) and three liberal market economies (LMEs) (Canada, the United States, and the United Kingdom). Overall, the authors find lower dismissal rates, more use of high-involvement management practices, and less performance monitoring in the CMEs, consistent with the notion that national institutions can influence employment practices even in more poorly regulated service workplaces. However, workplace-level collective bargaining arrangements and in-house (compared to outsourced) status also were associated with significantly higher measures of job quality across countries. Findings suggest that within CMEs, dual union/works council representation continues to provide important support for job security, participation, and discretion, but that outsourcing can effect a partial escape from this institution.