Showing papers on "Job security published in 2017"

Deviance and exit: The organizational costs of job insecurity and moral disengagement.

Abstract: This study examines why and when employees might respond to job insecurity by engaging in workplace deviance and developing intentions to leave-2 activities that are costly for organizations. Drawing on social exchange theory and the theory of moral disengagement, we propose that job insecurity increases workplace deviance and intentions to leave by encouraging employees to morally disengage. We further propose that the strength of the positive association between job insecurity, moral disengagement, and these outcomes is contingent upon 2 aspects of the situation-employees' perceived employment opportunities outside the organization and the quality of the exchange relationship they have developed with their supervisors (leader-member exchange, or LMX). Two time-lagged studies of Chinese workers provide support for the hypothesized 1st-stage moderated mediation model. Specifically, the indirect effect of job insecurity on organizational and interpersonal deviance and intentions to leave via moral disengagement was positive and significant when individuals had more employment opportunities or when LMX was lower but not when they had fewer employment opportunities or when LMX was higher. (PsycINFO Database Record

Effects of workplace bullying on work engagement and health: the mediating role of job insecurity

Abstract: This study examined the effects of exposure to workplace bullying on work engagement and health problems. It is one of the few studies to treat job insecurity as an explanatory factor of the bullying–outcome relationship. Specifically, we perceive that job insecurity unfolds through an interpersonal process in which negative experiences, such as bullying, make employees feel less valuable in their workplace. By analyzing the data from employees in Korea using the latent factor approach, the tested mediation model explained that exposure to workplace bullying decreased the work engagement of employees and increased their health problems because of their high level of perceived job insecurity. The relationship between bullying and engagement would not be established without the job insecurity variable, thereby suggesting its indirect effect. Given the partial mediating effect of health problems, job insecurity is identified as an additional underlying mechanism that explains why bullying increases h...

Temporary employment, job satisfaction and subjective well-being

Abstract: This paper is concerned with whether employees on temporary contracts in Britain report lower well-being than those on permanent contracts, and whether this relationship is mechanised by differences in certain aspects of job satisfaction. Previous research has identified a well-being gap between permanent and temporary employees but has not addressed what individual and contract specific characteristics contribute to this observed difference. Using data from the British Household Panel Survey (BHPS), this paper finds that a large proportion of the difference in self-reported well-being between permanent and temporary employees appears to be explained by differences in satisfaction with job security. Other dimensions of job satisfaction are found to be less important. This leads us to believe that an employment contract characterised by a definite duration lowers individual well-being principally through a heightened feeling of job insecurity.

Long-Term Employment and Job Security over the Past 25 Years: A Comparative Study of Japan and the United States

Abstract: The authors document and contrast changes (or lack thereof) in job stability over the past 25 years between Japan and the United States. Prime-age male workers with at least five years of tenure in Japan continued to enjoy much higher job stability than did their U.S. counterparts. Most remarkably, Japan’s “Lost Decade” had little discernible adverse effect on the job stability of this group of Japanese employees. By contrast, job stability for mid-career hires and youth workers deteriorated in Japan. The authors’ cross-national regression analysis of job loss confirms the consistently more important role that seniority plays in protecting workers from job loss in Japan than in the United States and reveals that this gap in seniority’s influence on job stability between the two countries widened. Overall, it is the U.S. economy with the longest economic expansion, not the Japanese economy with the longest economic stagnation, that experienced deteriorating job stability, pointing to the absence of converg...

Workers’ Age and the Impact of Psychological Factors on the Perception of Safety at Construction Sites

Abstract: The safety of construction workers is always a major concern at construction sites as the construction industry is inherently dangerous with many factors influencing worker safety. Several studies concluded that psychological factors such as workload, organizational relationships, mental stress, job security, and job satisfaction have significant effects on workers’ safety. However, research on psychological factors that are characteristic of different age groups have been limited. The aim of this study was to examine the impact of psychological factors on the perception of worker safety for two different age groups. After an extensive literature review, different psychological factors were identified, and a hypothetical research model was developed based on psychological factors that could affect workers’ perception of safety. A survey instrument was developed, and data were collected from seven different construction sites in Pakistan. Structural equation modeling (SEM) was employed to test the hypothetical model for both age groups. The results revealed that workload and job satisfaction are significantly dominant factors on workers’ perception of safety in older workers, whereas organizational relationships, mental stress, and job security are dominant factors for younger workers at construction sites.

Disability at Work: A Look Back and Forward

Abstract: Purpose This article presents new evidence on employment barriers and workplace disparities facing employees with disabilities, linking the disparities to employee attitudes. Methods Analyses use the 2006 General Social Survey to connect disability to workplace disparities and attitudes in a structural equation model. Results Compared to employees without disabilities, those with disabilities report: lower pay levels, job security, and flexibility; more negative treatment by management; and, lower job satisfaction but similar organizational commitment and turnover intention. The lower satisfaction is mediated by lower job security, less job flexibility, and more negative views of management and co-worker relations. Conclusion Prior research and the present findings show that people with disabilities experience employment disparities that limit their income, security, and overall quality of work life. Technology plays an increasingly important role in decreasing employment disparities. However, there also should be increased targeted efforts by government, employers, insurers, occupational rehabilitation providers, and disability groups to address workplace barriers faced by employees with disabilities, and by those with disabilities seeking to return to work.

Creative industries work across multiple contexts: common themes and challenges

Abstract: Purpose The purpose of this paper is to examine the precarious nature of creative industries (CIs) work in Australia, Canada and the Netherlands, with a focus on job security, initial and on-going training and education, and access to benefits and protection. Design/methodology/approach The paper reports from a largely qualitative study featuring an in-depth survey answered by 752 creative workers in the three locations. Findings Survey data identified common themes including an increase in non-standard forms of employment and the persistence of precarious work across the career lifespan; criticism of initial education and training with particular reference to business skills; the need for and challenges of life-long professional learning; and lack of awareness about and access to benefits and protection. Respondents also reported multiple roles across and beyond the CIs. Practical implications The presence of common themes suggests avenues for future, targeted creative workforce research and signals the need for change and action by CIs educators, policy makers and representative organizations such as trade unions. Originality/value While precarious labour is common across the CIs and has attracted the attention of researchers worldwide, a lack of comparative studies has made it difficult to identify themes or issues that are common across multiple locations.

Temporary contracts: effect on job satisfaction and personal lives of recent PhD graduates

Abstract: In this study, we assess the effects of temporary employment on job satisfaction and the personal lives of recent PhD graduates. Temporary employment is becoming increasingly prevalent in many sectors, but has been relatively common in academia, especially for early career scientists. Labor market theory shows temporary employment to have a conspicuous negative influence on the job satisfaction and well-being of employees, but also identifies groups that may be exempt from these negative influences, such as the highly educated. Here, we study the effect of temporary employment on the highest educated group in the labor force, PhD graduates. We present findings of a survey of 1133 respondents who obtained their PhD from one of five Dutch universities between 2008 and 2012. Compared to PhDs employed on a permanent contract, PhDs on a temporary contract are less satisfied with their terms of employment, especially if they have no prospect of permanence. Temporary contracts with no prospect of permanence also decrease satisfaction with job content. Conversely, self-employment increases satisfaction with job content. Educational level required for the job also influences job satisfaction to a large degree: working below PhD level negatively affects job satisfaction. Finally, the type of contract affects different aspects of the personal lives of PhDs, such as the ability to obtain a mortgage, the stability of family life, and the possibility to start a family. In conclusion, we show that the highest educated, i.e., PhD graduates are not exempt from the negative influences of temporary employment.

The effects of perceived organisational support and affective commitment on turnover intention: A test of two competing models

Abstract: Purpose China is experiencing a double-digit turnover rate and high turnover intention. This research aims to explore the relationships of turnover intention, POS and affective commitment in China. Design/methodology/approach Turnover intention and its antecedents, including perceived organizational support (POS), affective commitment, distributive justice, trust in organization and job security, were studied in this research with a case study of a foreign-invested enterprise manufacturing company in Guangdong of China. Based on the literature, two competing models were developed and investigated by using the technique of structural equation modeling. Findings The results suggest that distributive justice, trust in organization and job security have negative impacts on turnover intention. Moreover, affective commitment mediates the impact of job security on turnover intention. The results also indicate that POS has an impact on affective commitment instead of affecting turnover intention directly. In addi...

The Relationship between Employee Engagement, HRM practices and Perceived Organizational Support: Evidence from Banking Employees

Abstract: The purpose of this study is to investigate the relationship between HRM practices and employee engagement. Although employee engagement has got a great attention among the industry practitioners in recent times, it requires more considerations particularly in the academic literature. Based on the norms of social exchange theory (SET), this study has developed the framework to examine the role of perceived organizational support (POS) on HRM practices-employee engagement linkage. Survey data has been collected from employees who are working in different private commercial banks in Bangladesh. This study has used a sample of 376 employees using cluster sampling technique. To analyze the data, this study has employed SmartPLS 3.0 version software. The results of structural equation modeling revealed that HRM practices namely career advancement, job security and performance were significantly and positively related to employee engagement. The results also showed that POS can moderate the relationship between HRM practices and employee engagement. It suggests that in the presence of POS, relatively low level of employees’ perceptions regarding job related resources will exert a high level of employees’ behavioral outcomes such as engagement. The implications and suggestions for future research have also been discussed.

Firm‐specific knowledge assets and employment arrangements: Evidence from CEO compensation design and CEO dismissal

Abstract: Research Summary We argue that firms with greater specificity in knowledge structure need to both encourage their CEOs to stay so that they make investments with a long-term perspective, and provide job securities to the CEOs so that they are less concerned about the risk of being dismissed. Accordingly, we found empirical evidence that specificity in firm knowledge assets is positively associated with the use of restricted stocks in CEO compensation design (indicating the effort of CEO retention) and negatively associated with CEO dismissal (indicating the job securities the firm committed to CEOs). Furthermore, firm diversification was found to mitigate the effect of firm-specific knowledge on both CEO compensation design and CEO dismissal, as CEOs are more removed from the deployment of knowledge resources in diversified firms. Managerial summary A firm's knowledge structure, i.e. the extent to which its knowledge assets are firm-specific vs. general, has implications for both CEO compensation design and CEO dismissal. In particular, we find that a firm with a high level of firm-specific knowledge has the incentive to retain its CEO, through the use of restricted stocks in CEO compensation. Such a firm is also likely to provide job security for its CEO, leading to a lower likelihood of CEO dismissal. These arguments, however, are less likely to hold in diversified corporations, as CEOs in such corporations are more removed from the deployment of knowledge assets. A key managerial implication is that CEO compensation and job security design should be made according to the nature of firm knowledge assets.

The associations of quantitative/qualitative job insecurity and well-being : The role of self-esteem

Abstract: Job insecurity is recognized as one of the most prominent job stressors for employees. Despite decades of research, the concurrent examination of both quantitative (i.e. perceived threat of job loss) and qualitative (i.e., perceived threat of losing some job features) job insecurity and the analysis of their different relationships with well-being at work have received relatively scarce attention. This study examined a moderated mediation model of the relationship between quantitative job insecurity and well-being at work. In doing so, the focus was on the mediating effects of qualitative job insecurity and the moderating effects of self-esteem in the abovementioned relationships. Drawing from Warr’s model, four indicators of well-being at work were included (i.e., vigor, emotional exhaustion, job satisfaction and psychological symptoms) offering a more detailed analysis of the consequences of job insecurity. A sample of 751 Italian employees participated in a self-report questionnaire. Results showed that qualitative job insecurity fully mediated the effects of quantitative job insecurity on outcomes. Concerning job satisfaction, the conditional indirect effect of quantitative job insecurity varied significantly on the basis of selfesteem, showing the moderating role of the latter variable. These findings provided additional evidence of the different role of job insecurity dimensions on well-being in workplaces. Moreover, the overall moderated mediation analysis provided new insights about the buffering role of selfesteem. Finally, implications for human resource management and stress management were provided.

Why are Depressive Symptoms More Prevalent Among The Less Educated? The Relevance of Low Cultural Capital and Cultural Entitlement

Abstract: Analyzing nationally representative survey data collected in the United States in 2014 (n = 1,932), we formulate and test a novel explanation for the educational gradient in depressive symptoms. We theorize that status as cultural capital drives this gradient in addition to well-established economic and social factors, via the feelings of cultural entitlement it inspires. Therefore, we use structural equation modeling to decompose the education effect. We demonstrate that in addition to economic (job security and income) and social factors (embeddedness in the neighborhood), cultural capital indeed accounts for the educational gradient in depressive symptoms via cultural entitlement. We conclude that for understanding social gradients in mental health it is vital to be sensitive for the cultural mechanisms that status as cultural capital can inspire. Based on our findings we propose suggestions for further research.

Job Insecurity: Differential Effects of Subjective and Objective Measures on Life Satisfaction Trajectories of Workers Aged 27–30 in Germany

Abstract: Job insecurity has become increasingly evident in European countries in recent years In Germany, legislation has increased insecurity through erosion of the standard employment relationship Fixed-term contracts are central to definitions of insecurity based on atypical or precarious work but there is still limited understanding of what creates insecurity and how it affects workers Drawing on Bourdieu’s thesis that “insecurity is everywhere”, the relationships between subjective and objective measures of insecurity are examined for their impact on the 5-year trajectories of life satisfaction of men and women in the age group 27–30 Latent growth curve analysis of data from the German Socio-Economic Panel for 2010–2014 highlights the adverse and lasting effects of subjective concerns about job insecurity on life satisfaction trajectories This association cuts across educational groups, with far reaching implications as subjective concerns about job security permeate young worker’s lives well beyond the objective condition of being employed on a fixed-term contract

Revisiting the relationship between job demands and job performance: The effects of job security and traditionality

Abstract: textThe findings on the relationship between job demands and job performance have been inconsistent in previous studies. Drawing on social exchange theory, we examined the moderating effect of job security on the job demands-job performance relationship. Three studies with cross-sectional and time-lagged designs were conducted. The results of Studies 1 and 2 consistently demonstrated that job demands significantly improved employee performance in the context of higher job security, whereas job demands impaired performance to some extent when job security was lower. Study 3 replicated these findings and also showed that the positive moderating effect was stronger for employees with lower rather than higher levels of traditionality. The importance of job security to improving employees' performance in stressful workplaces was affirmed. These findings contribute to theories linking job demands to job performance and have practical implications for managers in high-stress environments, especially in developing countries. Practitioner points: Job demands may lead to good performance when employees' job security is high. Appropriate human resource practices should promise employees' perceived job security rather than only reducing job demands. Employers should pay more attention to maintaining the social exchange relationships with employees having lower traditional values.

Job security as a threatened resource: Reactions to job insecurity in culturally distinct regions

Abstract: As downsizing and restructuring have become global phenomena, the impact of job insecurity on employee attitudes has received significant attention. However, research examining the role of cultural dimensions has been largely unexplored. Drawing on the conservation of resources theory, we investigated whether the relationships between both quantitative job insecurity (i.e. the perceived threat of job loss) and qualitative job insecurity (i.e. the perceived threat of losing valued job features) and employee attitudes (job satisfaction and turnover intention) differ in culturally distinct regions. This was examined using representative employee samples from two regions of Switzerland which differ in societal practices uncertainty avoidance and performance orientation: the German-speaking (n = 966) and the French-speaking (n = 307) regions. Our research indicates that whereas the relationship between quantitative job insecurity and turnover intention is stronger in the French-speaking region where th...

Time Spent Commuting to Work and Mental Health: Evidence From 13 Waves of an Australian Cohort Study

Abstract: Time-related stressors, such as long working hours, are recognized as being detrimental to health. We considered whether time spent commuting to work was a risk factor for poor mental health. Data from the Household, Income Labour Dynamics in Australia Survey were used to conduct fixed-effects longitudinal regression analyses. The outcome variable was the Mental Health Inventory, and the main exposure represented hours per week traveling to and from a place of paid employment. Effect modifiers included sex, low job control, high demands, and low job security. Compared with when a person commuted for ≤2 hours per week, there was a small decline (coefficient = -0.33, 95% CI: -0.62, -0.04; P = 0.025) in the Mental Health Inventory score when they commuted for over 6 hours per week. Compared with persons with high job control, persons working in jobs with low job control experienced significantly greater declines in the Mental Health Inventory score when commuting 4 to 6 hours per week and when commuting over 6 hours per week. We found no influence from the other hypothesized effect modifiers. These results suggest the importance of considering commuting time as an additional work-related time stressor.

Psychological states and working conditions buffer beginning teachers’ intention to leave the job

Abstract: The high turnover rates of beginning teachers are an issue of continuing concern in education. However, little is known about the motivational process that encourages beginning teachers to stay in the teaching profession. This study investigated how working conditions (job insecurity, teacher autonomy, collective responsibility, reflective dialogue, and deprivatised practice) and psychological states (teacher self-efficacy and affective commitment) influence turnover intentions. A sample of 272 beginning teachers from 72 Flemish (Belgian) primary schools was recruited for this questionnaire-based study. Path analysis revealed that teacher self-efficacy and affective commitment directly reduced the intention to leave the job. Furthermore, teacher self-efficacy and affective commitment fully mediated the relationships between teacher autonomy and the intention to leave the job and collective responsibility and the intention to leave the job. These findings provide insight into the underlying psychol...

Effects of perceived job insecurity on depression, suicide ideation, and decline in self-rated health in Korea: a population-based panel study

Abstract: To investigate the effects of job security on new development of depressive episode, suicide ideation, and decline in self-rated health Data from the Korea Welfare Panel Study from 2012 to 2015 were analysed A total of 2912 waged workers self-assessed their depressive episode, suicide ideation, and health annually by answering the questionnaire Participants were divided into three groups according to the level of job security: high, intermediate and low To evaluate the influence of job security, we performed survival analysis after stratification by gender with adjustment for covariates The result was further stratified by whether the respondent was the head of household After adjusting for covariates, men in low job security group showed significantly higher hazard ratios (HRs) for depression (HR 127, 95% CI 101–160), suicide ideation (HR 325, 95% CI 172–616), and decline in self-rated health (HR 173, 95% CI 116–259) Women showed significantly higher HR of depression in the intermediate (HR 137, 95% CI 101–187) and low (HR 150, 95% CI 112–199) job security group Male head of household with low job security showed significantly higher HR of depression, suicide ideation, and decline in self-rated health Non-head-of-household women with intermediate and low job security showed higher risk of depression than those with high job security We found that perceived job insecurity is associated with the new development of depressive episode, suicide ideation, and decline in self-rated health

The flexible university: higher education and the global production of migrant labor

Abstract: This article demonstrates how neoliberal higher education has come to play a distinct role in the global market for migrant labor, where a growing number of developing nations educate its citizens for overseas work in order to maximize future monetary remittances. Located in the Philippines, this study shows how local colleges and universities attempt to impose an ideal notion of flexibility, quickly shifting academic manpower and resources to programs that would produce the ‘right’ types of workers to address foreign labor demands. Based on qualitative interviews with Filipino college educators and students, the article then discusses how such ‘flexible’ strategies undermine the job security of college faculty and lead to the constant restructuring of physical space within university campuses. Such changes negatively affect both students and teachers.

Professional development seen as employment capital

Abstract: Practitioners need to invest in professional development to enhance credibility, job security and employment prospects. Employer expectations of continuing development as a performance measure link to the notion of career capital; namely that knowledge competence influences job advancement. This study uses an interpretivist approach to explore whether human resource practitioners see professional development as capital. The findings reveal that individuals appreciate the impact of development in confidence, self-efficacy and resilience. This study illustrates the deeper psychological value of continuous learning, which diverges from the prevalent career literature assumptions of professional development to increase earnings. The implication for educators is to challenge an impoverished view of professional development limited to career advantage. Professional development can sustain individual growth, sustain optimism and empower individuals to fulfil their potential in contributing to society. In articul...

Revealing the family: Effects of being perceived as a family firm in the recruiting market in Germany

Abstract: Purpose Attracting and retaining a skilled labor force represents an important source for competitive advantage for organizations. In the European context, one of the greatest challenges that small- and medium-sized family firms face is attracting high quality non-family applicants. Researchers argue that one of the reasons for this difficulty is tied to the perception that non-family applicants have about family firms as a place to work. The purpose of this paper is to explore the perceptions that applicants have about family firms and their willingness to work in family firms in the German context. Design/methodology/approach Using principles from signaling theory, an experiment was conducted to explore the effects that information about family ownership and organizational age had on the perceptions about a firm (i.e. job security, advancement opportunities, prestige, task diversity, and compensation), and applicant’s attractiveness to it. Findings Based on the responses from 125 individuals in Germany, the authors found that explicitly communicating information about family ownership did not influence applicant perceptions about the firm or attractiveness to it. Although, information about organizational age affected perceptions of compensation, it did not affect attractiveness to the firm. Originality/value This study presents one of the first papers that focuses on the perceptions that non-family applicants have about family firms as a place to work in the European context. Thus, it provides a baseline for comparison to applicant perceptions in other European countries.

Fire in the Belly? Employee Motives and Innovative Performance in Startups versus Established Firms

Abstract: We examine whether startups attract employees with different pecuniary and non-pecuniary motives than small or large established firms. We then explore whether such differences in employee motives lead to differences in innovative performance across firm types. Using data on over 10,000 U.S. R&D employees, we find that startup employees place lower importance on job security and salary but greater importance on independence and responsibility. Startup employees have higher patent output than employees in small and large established firms, and this difference is partly mediated by employee motives – especially startup employees’ greater willingness to bear risk. We discuss implications for research as well as for managers and policy makers concerned with the supply of human capital to entrepreneurship and innovation.

Building employability through graduate development programmes: A case study in an Australian public sector organisation

Abstract: Purpose Graduate development programmes are a well-established strategy for recruiting graduates into the sector at the start of a lifetime public service career. There are indications, however, that public sector careers are becoming less secure and less long term in keeping with overall career trends across all sectors, a trend that has seen the emergence of employment contracts based on employability rather than job security. The purpose of this paper is to explore a graduate development programme offered by a state-based Australian public sector organisation to identify the extent to which it reflects and supports the shift to an employability-based contract from the perspective of programme participants. Design/methodology/approach Semi-structured interviews were conducted with 23 participants from three intakes of a public sector graduate development programme. Data were analysed through identification of first- and second-order themes as well as cross-case comparison. Findings Findings indicate that the one-year development programme partially supports an employability-based contract. The organisation could not promise ongoing employment and job security but did assist participants to develop skills and competencies for the future through its formal training and development programme. Work unit support for employability was, however, much more variable and depended to a large extent on line managers. Research limitations/implications The study was conducted in a single organisation and only included current and past programme participants who were still employed in the public sector. Practical implications The success of the programme was largely dependent on job placement and level of line manager support. Addressing these areas through better programme design and management can support the development of future leaders through opportunities for enhanced employability. Originality/value The study extends current research on employability by exploring how a public sector organisation provides support for graduates in a developmental programme from a participant perspective.

What is a ‘good’ job? Modelling job quality for blue collar workers

Abstract: This paper proposes a model of job quality, developed from interviews with blue collar workers: bus drivers, manufacturing operatives and cleaners (n = 80). The model distinguishes between core features, important for almost all workers, and 'job fit' features, important to some but not others, or where individuals might have different preferences. Core job features found important for almost all interviewees included job security, personal safety and having enough pay to meet their needs. 'Job fit' features included autonomy and the opportunity to form close relationships. These showed more variation between participants; priorities were influenced by family commitments, stage of life and personal preference. The resulting theoretical perspective indicates the features necessary for a job to be considered 'good' by the person doing it, whilst not adversely affecting their health. The model should have utility as a basis for measuring and improving job quality and the laudable goal of creating 'good jobs'. Practitioner Summary: Good work can contribute positively to health and well-being, but there is a lack of agreement regarding the concept of a 'good' job. A model of job quality has been constructed based on semi-structured worker interviews (n = 80). The model emphasises the need to take into account variation between individuals in their preferred work characteristics.

The role of students’ employability perceptions on Portuguese higher education choices

Abstract: In a context where mass higher education has eroded the job security once guaranteed by higher qualifications, students are more likely to view higher education as an ‘investment’ which should yiel...

Preparing Graduates to Meet the Allied Health Workforce Needs in Rural Australia: Short-Term Outcomes from a Longitudinal Study

Abstract: The future allied health workforce needs to be flexible to meet the needs of an ageing population with increasing chronic health care needs and geographically dispersed populations in many developed countries. Existing research shows the maldistribution of the Australian health workforce, with allied health professionals being poorly represented in rural and remote areas. This mixed-methods longitudinal workforce outcomes study is ongoing to determine the rural and remote allied health workforce outcomes from an immersive student placement program based in rural New South Wales, Australia. Outcomes, to date, show 52% of graduates working in a rural or remote area (RA2–RA5) after one year and 37.5% at three years post-graduation. Students from a rural or remote background were 2.35 times (95% CI 1.056–5.229) more likely to be located in a rural or remote workplace after one year than graduates from a metropolitan background. Graduates provided reasons for their plans to move from or stay in their current position. Four key themes emerged: Seeking new and different opportunities; Better income and job security; Personal change and lifestyle improvement and Level of job satisfaction. An existing program to develop the allied health workforce in rural Australia is demonstrating positive short-term outcomes. Ongoing monitoring of workforce outcomes is required to determine the long-term outcomes for rural and remote communities.

The effect of work-family conflict and job insecurity on innovative behaviour of korean workers: the mediating role of organisational commitment and job satisfaction

Abstract: South Korea is becoming an advanced economy based on continuous innovative organisational efforts. Job stressors have been identified in the literature as a major hindrance to many positive organisational behaviours. We predict that job insecurity and work–family conflict will have a negative effect on innovative behaviour with mediators of job satisfaction and organisational commitment. Results from structural equation models provided support for this study. From a practical perspective, the significant negative relationships between job stressors and innovative behaviour imply the need to reduce work–family conflict and feelings of job insecurity in Korean companies in order to foster innovation.