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Showing papers on "Job security published in 2022"


Journal ArticleDOI
TL;DR: Based on a seven-dimensional construct of decent work, this paper proposed that decent work promotes IWB through enhancing work engagement, with intrinsic motivation and job self-efficacy partially mediating the positive effect of good work on work engagement.
Abstract: In nowadays highly competitive and dynamic environment where employees' innovative work behaviour (IWB) has become critical source for business success, employees' quality of work lives is severely challenged by the global deregulated labour market. As an institutional effort to combat the challenges faced by labour world, the concept of decent work was proposed by International Labor Organization (ILO) in 1999, which is defined as work—and work-related contexts—that provides adequate and fair income, social protection, security at workplace, opportunities for personal development and voice and participation in the decisions that affect their lives. This study examines whether realization of decent work promotes IWB. Based on a seven-dimension construct of decent work, we propose that decent work promotes IWB through enhancing work engagement, with intrinsic motivation and job self-efficacy partially mediating the positive effect of decent work on work engagement. By means of data with 517 supervisor–employee dyads, we test the hypotheses using structural equations modelling. Our results show good fitness of the hypothesized model, pass for the comparison of alternative models and testing of mediation effects and hence support all the hypotheses. Implications for theories and practices are discussed.

14 citations


Journal ArticleDOI
13 Apr 2022-PLOS ONE
TL;DR: In this paper , the role of COVID-19 oriented HRM strategies in shaping job performance through job-related attitudes such as work motivation, job satisfaction, and organizational commitment in a time of crisis occurring in the organization due to the COVID19 pandemic.
Abstract: The COVID-19 crisis forced many changes to occur within organizations, which were necessary to keep the continuance of the organization’s operations. Job performance seems to be an important factor determining such continuance, through its influence on the performance of entire organization. Shaping and keeping job performance in times of COVID-19 pandemic was a challenge for organizations, due to its negative impact on employees, causing their stress or lack of sense of security. There is a growing role of HRM specialists in appropriately shaping HRM strategies that can positively shape job-related attitudes, resulting in enhanced job performance during such difficult times. Therefore, this study aims to explain the role of COVID-19 oriented HRM strategies in shaping job performance through job-related attitudes such as work motivation, job satisfaction, and organizational commitment in a time of crisis occurring in the organization due to the COVID-19 pandemic. The study was conducted among 378 organizations operating in Poland during 2nd wave of COVID-19 pandemic. To verify the hypotheses, descriptive statistics were calculated using IBM SPSS and path analysis was performed using IBM AMOS. The result shows that combined set of "hard" HRM strategies related to the financial aspects and "soft" HRM strategies related to keeping employees’ wellbeing during the crisis gives the best results in shaping job performance through job-related attitudes and consequently strengthening organizational performance. This study contributes to the knowledge concerning the development of COVID-19 oriented HRM strategies, which may also have practical application.

10 citations


Journal ArticleDOI
TL;DR: In this paper , a structural equation model using Smart-PLS software was used to analyze the collected data from the respondents and found that COVID-19 fear has a positive and significant influence on job insecurity changes, job loss insecurity, and a negative and significant relationship with job performance.
Abstract: This study aims to improve employees' job performance during COVID-19 pandemic circumstances and demonstrates the impact of COVID-19 fear on hospitality employees' job performance under the mediating role of job insecurity changes and job loss insecurity.The study adopts a quantitative approach, and data were accumulated through a structured questionnaire. In total, 509 valid questionnaires were received from employees working in Pakistan's hospitality sector. A structural equation model using Smart-PLS software was used to analyze the collected data from the respondents.The results have identified that COVID-19 fear has a positive and significant influence on job insecurity changes, job loss insecurity, and a negative and significant relationship with job performance. The mediating relationship of job insecurity changes and job loss insecurity negatively significantly influence job performance. Additionally, results indicate a significant relationship between the moderating effect of the COVID-19 vaccines and job insecurity changes, job loss insecurity, and job performance.The study revealed that employees who perceived their jobs to be insecure during the COVID-19 pandemic tried to cope with the situation, feel healthy, and perform well in their job after getting vaccinated. The study's findings recommend modifying the employees' working pattern for organizations. This study enhances the existing literature on the COVID-19 crisis in Pakistan's hospitality industry. In particular, this study is a novel addition to academia that highlights the impact of the COVID-19 pandemic on the work performance of front desk employees in the hotel and tourism industry.

9 citations


Journal ArticleDOI
05 Jan 2022-PLOS ONE
TL;DR: Improved career development opportunities, the provision of salaries and incentives, and a safer working environment are necessary actions to retain and motivate those serving in managerial and service delivery positions in contracting out arrangements.
Abstract: Background “Contracting Out” is a popular strategy to expand coverage and utilization of health services. Bangladesh began contracting out primary healthcare services to NGOs in urban areas through the Urban Primary Health Care Project (UPHCP) in 1998. Over the three phases of this project, retention of trained and skilled human resources, especially doctors, proved to be an intractable challenge. This paper highlights the issues influencing doctor’s retention both in managerial as well as service provision level in the contracted-out setting. Methodology In this qualitative study, 42 Key Informant Interviews were undertaken with individuals involved with UPHCP in various levels including relevant ministries, project personnel representing the City Corporations and municipalities, NGO managers and doctors. Verbatim transcripts were coded in ATLAS.ti and analyzed using the thematic analysis. Document review was done for data triangulation. Results The most cited problem was a low salary structure in contrast to public sector pay scale followed by a dearth of other financial incentives such as performance-based incentives, provident funds and gratuities. Lack of career ladder, for those in both managerial and service delivery roles, was also identified as a factor hindering staff retention. Other disincentives included inadequate opportunities for training to improve clinical skills, ineffective staffing arrangements, security issues during night shifts, abuse from community members in the context of critical patient management, and lack of job security after project completion. Conclusions An adequate, efficient and dedicated health workforce is a pre-requisite for quality service provision and patient utilization of these services. Improved career development opportunities, the provision of salaries and incentives, and a safer working environment are necessary actions to retain and motivate those serving in managerial and service delivery positions in contracting out arrangements.

8 citations


Journal ArticleDOI
TL;DR: In this article , the authors identify the critical determinants of motivation factors of the human resources capital in the retail sector and find that the most popular motivation tools proved to be the financial incentives in the form of salary increases or bonuses.
Abstract: In the 21st century, the rapid technological development in different innovations has not reduced the value of human capital. It is considered to be the most valuable capital of businesses and acts as a driving force of business activity. The perception of human capital should be essential since it has a real impact on the business's success. In human resources management, it is necessary to keep in mind one of the basic functions of management: motivation, planning, and organizing. The main goal of this article is to identify the critical determinants of motivation factors of the human resources capital in the retail sector. An adequately motivated employee is a key to achieving the company goals since employee motivation maintains customer satisfaction and loyalty. Based on the results, the most popular motivation tools proved to be the financial incentives in the form of salary increases or bonuses. In the case of generational differences, there is no difference in the degree of satisfaction with the salary. The employees expressed to be less satisfied with their workplace's communication and leadership style. They have no decision-making power at all. Besides, they do not really feel a sense of belonging somewhere. The members of Generation Z are less satisfied with job security than the representatives of older generations. Most of the retail employees do not find their work interesting or diverse. On the other hand, they think the pace of the work is too fast, but they are well prepared for the work they are doing. Based on the answers, most of the respondents disagree with the inappropriate style of feedback they receive from the managers. The members of Generation Z feel that they cannot adequately utilize their knowledge and skills at their workplaces. They get more criticism than praise than the representatives of older generations.

7 citations


Journal ArticleDOI
Ahmad Arslan1
TL;DR: In this paper , the influences of generational differences in organizational leaders (founders) on work meaningfulness dynamics in the high-tech sector are analyzed. And the findings reveal that change is the name of the game for many millennial and post-millennial hightech workers, and they may not necessarily associate these aspects negatively with work meaning.

7 citations


Journal ArticleDOI
TL;DR: In this article , the authors focused on the relationship between and impact of job insecurity on work-life balance, and found a positive relationship between job insecurity and health issues and work life conflict, while job insecurity was negatively linked with job performance.
Abstract: The ongoing health crisis has impacted businesses worldwide, drastically reducing production, consumption and distribution of goods and services, leading to an economic downturn. An increasing unemployment rate has led to a surge in the sense of job insecurity among employees. Lack of job security has a direct impact on an employee’s health and work–life balance. This article focusses on the relationship between and impact of job insecurity on work–life balance, that is, to understand the impact of perceived job insecurity on working hours, employee’s health and reduced family time. Using a self-completed questionnaire, data was collected from 413 employees from different sectors like construction, banks, hospitals, hotels, schools, FMCG, telecommunication, etc., in India, which assisted in testing five hypotheses. The study found a positive relationship between job insecurity and health issues and work–life conflict. Additionally, job insecurity was negatively linked with job performance. Regression analysis showed mediating effects of work demand, work time, family time and family demand on the relationship of job insecurity with health issues, job performance and work–life conflict. However, the article also discusses various effective mechanisms to reduce job insecurity and ways to curb its negative impacts on various organizational and personal outcomes.

6 citations


Journal ArticleDOI
01 Jan 2022-Socius
TL;DR: The authors found that job-unstable workers were not more likely than job-stable workers to emphasize job security or salary in beliefs about good work, but they were more likely to prioritize passion for work.
Abstract: Millions of workers experienced job instability during the COVID-19 (coronavirus disease 2019) pandemic. A prevailing assumption is that such experiences of instability intensify economic rationality in workers’ career decision making as a matter of course. In contrast, the authors argue that pandemic-related employment instability may have “unsettled” workers’ lives in ways that elevated nonfinancial priorities such as meaningful work. Using proportionally representative survey data (n = 1,628), the authors compare the priorities of U.S. college-educated workers who were laid off or furloughed during the pandemic with those of workers whose jobs remained stable. Counter to expectations of heightened economic rationality, job-unstable workers were not more likely than job-stable workers to emphasize job security or salary in beliefs about good work. But they were more likely to prioritize passion for work. These findings challenge common assumptions about job prioritization in the wake of crisis-related job instability and have implications for how scholars and policy makers interpret labor force trends.

5 citations


Journal ArticleDOI
TL;DR: In this paper , the authors investigated individual and organizational mindfulness as valuable resources, which influence employee outcomes of preventative behaviors, emotional exhaustion, and job performance both directly, and indirectly through threat appraisals.
Abstract: Navigating the increasingly uncertain business world requires organizations and employees to be highly adaptive to threats and changes. During COVID-19, the dual threats to health and job security have been especially salient for frontline employees. Drawing on the job demands-resources (JD-R) model, we investigated individual and organizational mindfulness as valuable resources, which influence employee outcomes of preventative behaviors, emotional exhaustion, and job performance both directly, and indirectly through threat appraisals. We find that individual and organizational mindfulness influence threat appraisals in a "counterbalanced manner": individual mindfulness decreases threat appraisals, while organizational mindfulness heightens the perceived threat of contracting COVID-19. The threat to health further serves as a double-edged sword, predicting both emotional exhaustion and preventative behaviors, while job insecurity impairs all employee outcomes. Based on these findings, we provide key implications for research and practice, and future research directions.

4 citations


Journal ArticleDOI
TL;DR: In this paper , the authors investigate the impact of labour market concentration on two dimensions of job quality, namely wages and job security, and find that the elasticities of wages with respect to labor market concentration are strikingly similar across countries.
Abstract: We investigate the impact of labour market concentration on two dimensions of job quality, namely wages and job security. We leverage rich administrative linked employer-employee data from Denmark, France, Germany, Italy, Portugal and Spain in the 2010s to provide the first comparable cross-country evidence in the literature. Controlling for productivity and local product market concentration, we show that the elasticities of wages with respect to labour market concentration are strikingly similar across countries: increasing labour market concentration by 10% reduces wages by 0.19% in Germany, 0.22% in France, 0.25% in Portugal and 0.29% in Denmark. Regarding job security, we find that an increase in labour market concentration by 10% reduces the probability of being hired on a permanent contract by 0.46% in France, 0.51% in Germany and 2.34% in Portugal. While not affecting this probability in Italy and Spain, labour market concentration significantly reduces the probability of being converted to a permanent contract once hired on a temporary one. Our results suggest that considering only the effect of labour market concentration on wages underestimates its overall impact on job quality and hence the resulting welfare loss for workers.

4 citations


Journal ArticleDOI
TL;DR: Examining the working conditions for PSWs in the Greater Toronto Area during the COVID-19 pandemic from the perspectives of PSWs found PSWs faced a range of challenges related to CO VID-19, including anxiety about contracting COIDs, reduced work hours, taking leaves of absences, concerns about job security, and losing childcare.
Abstract: During the height of the COVID-19 pandemic, personal support workers (PSWs) were heralded as healthcare ‘heroes’ as many of them cared for high-risk, vulnerable older populations, and worked in long-term care, which experienced a high number of COVID-19 outbreaks and deaths. While essential to the healthcare workforce, there is little understanding of PSW working conditions during the pandemic. The aim of our study was to examine the working conditions (including job security, work policies, and personal experiences) for PSWs in the Greater Toronto Area during the COVID-19 pandemic from the perspectives of PSWs. This study used a mixed-methods design. From June to December 2020, we conducted a survey of 634 PSWs to understand their working conditions during the COVID-19 pandemic. Semi-structured interviews with 31 survey respondents were conducted from February to May 2021 to understand in greater depth how working conditions were impacting the well-being of PSWs. We found PSWs faced a range of challenges related to COVID-19, including anxiety about contracting COVID-19, reduced work hours, taking leaves of absences, concerns about job security, and losing childcare. While the COVID-19 pandemic highlighted the PSW workforce and their importance to the healthcare system (especially in the long-term care system), pre-existing poor work conditions of insecure jobs with no paid sick days and benefits exacerbated COVID-19–related challenges. Despite these hardships, PSWs were able to rely on their mental resilience and passion for their profession to cope with challenges. Significant changes need to be made to improve PSW working conditions. Better compensation, increased job security, decreased workload burden, and mental health supports are needed.

Journal ArticleDOI
TL;DR: In this article , the authors explored the impact of the pandemic on the psychological wellbeing of freelancers working within the performing arts, visual arts, and film and television industries through interviews with 20 freelancers.
Abstract: There are concerns that the socioeconomic consequences of COVID-19, including unemployment and financial insecurity, are having adverse effects on the mental wellbeing of the population. One group particularly vulnerable to socioeconomic adversity during this period are those employed freelance within the cultural industry. Many workers in the sector were already subject to income instability, erratic work schedules and a lack of economic security before the pandemic, and it is possible that COVID-19 may exacerbate pre-existing economic precarity. Through interviews with 20 freelancers working within the performing arts, visual arts, and film and television industries, this article explores the impact of the pandemic on their working lives. Findings suggest the pandemic is affecting the psychological wellbeing of freelancers through employment loss, financial instability and work dissonance, and illustrates the need for urgent economic and psychosocial support for those employed within the cultural sector.

Journal ArticleDOI
TL;DR: In this paper , the authors conducted a meta-synthesis of 20 qualitative studies to investigate the experience of job insecurity among vulnerable employee groups (i.e., women and immigrants).
Abstract: Job insecurity is a widespread workplace stressor that has been extensively investigated using quantitative approaches. With the use of a critical organisational psychology framework, we conducted a meta-synthesis of 20 qualitative studies to investigate the experience of job insecurity among vulnerable employee groups (i.e., women and immigrants). The qualitative meta-synthesis results suggest that there are meaningful differences. Specifically, whereas women were more concerned with and exposed to deteriorating working conditions, men experienced job insecurity as a threat to their identity. Among immigrants, the experience of job insecurity is viewed as largely intersecting with the legal system, impacting their ability to remain in their country and making them feel powerless. Thematic evidence also emerged regarding individual actions that participants use to attain security in contrast to corporate strategies that enhance job insecurity. We contribute to the critical organisational psychology literature by discussing how these results test common academic theories and neoliberal assumptions pervasive within the job insecurity literature: We highlight how organisations manufacture job insecurity, question the existence of harmonious social exchanges, discuss the use of job insecurity as a form of worker control, consider the role of the legal context in aiding worker exploitation and argue for an intersectional view of job insecurity.

Journal ArticleDOI
TL;DR: In this paper , the authors identify, compare and contrast the psychosocial characteristics of job quality that are related to mental health in three age groups of manual/non-managerial construction workers, i.e., young workers, middle-aged workers, and older workers.
Abstract: Psychosocial job quality has been proven to be linked to workers’ mental health. Drawing on a life course perspective, this study sought to identify, compare, and contrast the psychosocial characteristics of job quality that are related to mental health in three age groups of manual/nonmanagerial construction workers, i.e., young workers, middle-aged workers, and older workers. Data were extracted from the national and longitudinal Household, Income, and Labour Dynamics in Australia (HILDA) Survey data set. The study used 15 waves of data from the HILDA survey with 6,352 responses from 1,768 participants. Longitudinal random-intercept regression models were used to examine the association between each of five aspects of job quality (i.e., job demands and complexity, job control, perceived job security, effort-reward fairness, and job intensity) and mental health. Overall, the research results showed that construction workers’ mental health declined when experiencing adverse job conditions and the magnitude of decline increased as the number of job adversities increased. Specifically, workers of the midage group experienced more accelerated decline in mental health compared with the other two groups when experiencing two adverse job conditions. Age-related differences were also identified in the way that individual job quality aspects are related to mental health. Although low job security and perceived unfairness of effort and reward were significant predictors of mental ill-health in all age groups, job demand and complexity and high job intensity were predictors of mental ill-health in midage and older construction workers but were not significant contributors to mental ill-health among younger workers. The findings highlight the need to develop targeted approaches to protecting and promoting the mental health of construction workers in different age groups.

Journal ArticleDOI
TL;DR: In this article , the authors identify the effect of chameleon leadership behaviors on the innovative behavior of staff in the health sector in the Sultanate of Oman, and examine if job security plays a mediating role in the relationship between CHs and innovative behavior.
Abstract: The primary aim of the current study is to identify the effect of chameleon leadership behaviors on the innovative behavior of staff in the health sector in the Sultanate of Oman, and examining if job security plays a mediating role in the relationship between chameleon leadership and innovative behavior. Data were collected using a questionnaire consisting of 282 employees working in healthcare organizations in Oman. The PLS-SEM methodology was performed used to test the proposed hypotheses. The results indicated that chameleon leadership behaviors (external control, and relativistic beliefs) have no effect on innovative behavior but have a positive effect of external control on job security. Moreover, job security has a direct positive impact on innovative behavior. In addition, the results showed that job security is not a factor in the relationship between chameleon leadership behaviors and innovative behavior. The study contributes to providing a deferent perspective to explore the behaviors of chameleon leadership in the Omani health sector to provide security and accelerating innovative systems to support a stable work environment.

Journal ArticleDOI
TL;DR: In this paper , the authors report results from a survey exploring the experiences of 37 ECRs who completed PhDs in the United Kingdom (UK) navigating the academic ladder in geomorphology and earth/environmental science, and contextualize these findings by drawing on personal experiences and wider literature.
Abstract: There is growing concern in Higher Education around job security, work–life balance and inequalities, and early career researchers (ECRs) must make difficult trade‐offs and life choices. Literature confirms that women navigating academia face additional challenges compared to their male counterparts. Few studies connected contractual circumstances, employment priorities and their impacts on the life choices of individual academics. We report results from a survey exploring the experiences of 37 ECRs who completed PhDs in the United Kingdom (UK) navigating the academic ladder in geomorphology and earth/environmental science, and contextualize these findings by drawing on personal experiences and wider literature. We find evidence of multi‐directional pressures that have materially negative effects on individuals' life choices, including concern that academic employment is a barrier to living where and with whom one may want to. The level of precarity amongst survey respondents is stark in terms of number of years they have held fixed‐term contracts (maximum 10 years), the number of individual contracts held (maximum 14) and number of different institutions worked at (maximum six). Women respondents were less prepared to be employed on precarious contracts and put more emphasis on job security when applying for academic posts, with men being generally more satisfied by financial aspects of university employment; which will amplify the leaky pipeline and gender gaps at more senior levels. We also find that perceived institutional prestige was a surprisingly low priority for the majority of respondents, and there were notable divergences between career advice given by more senior colleagues and the priorities of ECRs seeking guidance. We put forward a set of key considerations: improving policies on parental leave and flexible working; formalizing and improving mentorship; more considerate recruitment procedures; reducing contract precarity; and, transparency on pay and promotion. We believe these are within the scope of action by departments, laboratories and research groups.

Journal ArticleDOI
TL;DR: In this article , the authors examined the association between Human Resource Management (HRM) practices and teachers' job satisfaction (JS) of private academic institutions in Olongapo City, Philippines.
Abstract: The objective of this research paper is to examine the association between Human Resource Management (HRM) practices and teachers' Job Satisfaction (JS) of private academic institutions in Olongapo City, Philippines. The investigators used a descriptive-correlation research design among 170 conveniently chosen respondents. The study used an adopted and modified research instrument wherein the gathered data underwent descriptive and inferential analysis. The study revealed that private academic institutions practice recruitment and selection processes, evaluate employee performance, provide training and development, appropriate compensation, career planning opportunities, and employee safety, health, and welfare. Furthermore, respondents were satisfied with their supervisors, coworkers, working conditions, compensation and responsibilities; job itself, advancement, security, and recognition. Inferential analysis revealed that the association between HRM practices and job satisfaction is highly significant. The investigators used human resources management practices and job satisfaction to develop a teacher retention framework based on these results.

Journal ArticleDOI
TL;DR: In this article , the authors used the Job Demands Resource Model of Burnout (JD-R Model) to explore links between workplace characteristics and employee wellbeing and found participants experienced a myriad of challenges that included risk of mental exhaustion, discrimination, limited access to support and fatigue, leaving them vulnerable to job burnout.
Abstract: Background: Employment and job security are key influences on health and wellbeing. In Australia, little is known about the employment lifecycle of adults with dyslexia. Materials and Methods: Using a qualitative research design, this study sought to explore the experiences faced by adults with dyslexia seeking and retaining employment. In-depth interviews were conducted with a cohort either currently or previously in the labour market. We used the Job Demands Resource Model of Burnout (JD-R Model) to explore links between workplace characteristics and employee wellbeing. Deductive content analysis attained condensed and broad descriptions of participants’ workplace experiences. Results: Dyslexic adults (n = 14) participated; majority employed part/full-time and experienced challenges throughout their employment; exhaustion and burnout at work were reported, also fear and indecision about disclosure of dyslexia. A minority reported receiving positive, useful support from team members following disclosure. Conclusion: The JD-R Model provided a guiding framework. We found participants experienced a myriad of challenges that included risk of mental exhaustion, discrimination, limited access to support and fatigue, leaving them vulnerable to job burn-out. Dyslexia does not have to be a major barrier to success in any occupation. Yet, when in supportive, informed workplace environments, employees with dyslexia thrive.

Journal ArticleDOI
TL;DR: This paper examined how the COVID-19 pandemic and ensuing university management control strategies have influenced higher education workers' job security, stress and happiness, and found that the experiences of university staff were influenced by more than the work arrangements implemented by universities during the crisis.
Abstract: This study examines how the COVID-19 pandemic and ensuing university management control strategies have influenced higher education workers’ job security, stress and happiness. The primary quantitative and qualitative data are drawn from a survey of fourteen universities across Australia and Canada, supplemented by secondary research. The analysis examines institutional and worker responses to the pandemic, and resulting conflict over financial control at the macro (sector), meso (university) and micro (individual) levels. At the macro level, university responses were shaped by public policy decisions at both national and subnational layers of the state, and the higher education sector in both countries had a distinctly neoliberal form. However, Australian universities were exposed to greater financial pressure to cut job positions, and Australian university management might have been more inclined to do so than Canadian universities overall. Different institutional support for unionism at the macro level influenced how university staff were affected at the meso and micro levels. Restructuring at the universities across both countries negatively impacted job security and career prospects, in turn leading to reduced job satisfaction and increased stress. Although working from home was novel and liberating for many professional staff, it was a negative experience for many academic staff. Our analysis demonstrates that the experiences of university staff were influenced by more than the work arrangements implemented by universities during the COVID-19 pandemic. The approaches of universities to job protection, restructuring and engagement with staff through unions appeared to influence staff satisfaction, stress and happiness. Our findings extend the literature that documents how university staff routinely challenge neoliberalization processes in a variety of individual and collective actions, particularly in times of crisis. We argue that theorization of struggles over control of labour should be extended to account for struggles over control of finance. Abstract We studied 14 universities across Canada and Australia to examine how the COVID-19 crisis, mediated through management strategies and conflict over financial control in higher education, influenced workers’ job security and affective outcomes like stress and happiness. The countries differed in their institutional frameworks, their union density, their embeddedness in neoliberalism and their negotiation patterns. Management strategies also differed between universities. Employee outcomes were influenced by differences in union involvement. Labour cost reductions negotiated with unions could improve financial outcomes, but, even in a crisis, management might not be willing to forego absolute control over finance, and it was not the depth of the crisis that shaped management decisions.

Journal ArticleDOI
TL;DR: In this paper, the authors examined job security strategy and job satisfaction of non-teaching staff in the public universities in Lagos State and found that job security had a significant effect on job satisfaction.
Abstract: As institutions’ global environment becomes increasingly complex and inconsistent, the non-teaching staff agitations get intensified, thus, today’s institutions require dedicated focus. In the light of this, it is needful to identify and evaluate the issue of non-teaching staff agitations. Interestingly, studies are not forthcoming in Nigeria to address the above concern. Thus, this study examined job security strategy and job satisfaction of non-teaching staff in the public universities in Lagos State. The study used a mixed-method, and the population consisted of 4,800 non-teaching staff. The multi-stage sampling technique and a validated structured questionnaire were adapted for data collection. A 100% response rate was achieved. The job Security coefficient value was -0.283, an indication of negative effects on job satisfaction of the non-teaching staff in public universities in Lagos State. The result also revealed that Job Security was significant at 5% because the probability of its value was less than 0.05. Since the results revealed that Job Security had a significant effect on Job Satisfaction of non-teaching staff in the public universities in Lagos State, the study concluded that Job Security can strategically elicit job satisfaction of non-teaching staff in the public universities in Lagos State. Accordingly, this study recommends that the universities’ authorities need to reconfigure their employment policies, purposely, to eliminate unfair labor practices which may be facilitating threats, unfair dismissal, obscured career path, anti unions disposition, and unfair hearing on issues. Keywords: Job Security, Strategy, Non-Teaching Staff, Job Satisfaction, Public Universities, Lagos State.

Journal ArticleDOI
TL;DR: This paper found that negative life events unrelated to the labour market have a significant adverse impact on individuals' mental health, and then they demonstrate that both job insecurity and job stress exacerbate this impact.

Journal ArticleDOI
TL;DR: This paper argued that the policy framework governing work and industrial relations in Australia and other liberal market economies is stuck in an outdated paradigm fixated on solving problems of labour that have diminished or no longer exist, such as excessive union power and overt forms of industrial conflict.
Abstract: ABSTRACT This article argues that the policy framework governing work and industrial relations in Australia and other liberal market economies is stuck in an outdated paradigm fixated on solving problems of labour that have diminished or no longer exist, such as excessive union power and overt forms of industrial conflict. This policy framework is poorly equipped for addressing increasingly urgent problems for labour, such as growing inequality and workforce insecurity. Drawing upon neo-pluralist ideas and the findings emerging from industrial relations research, the article presents recommendations for what a new industrial relations policy framework would look like. It advocates for the adoption of a neo-pluralist policy paradigm focused on the creation of quality employment, worker wellbeing, redistribution in bargaining and wage determination, fairer labour immigration policies, stronger protections against gender-based inequalities, and increased job security.

Journal ArticleDOI
01 Oct 2022-Heliyon
TL;DR: In this article , the authors investigated the relationship between six domains of job satisfaction and employment mode (employee, solo self-employed, and employer) and covariates related to personal, health, socioeconomic and employment related attributes.

Journal ArticleDOI
TL;DR: The authors used self-branding theories to understand the ways in which gig economy teachers market themselves to potential students and found that teachers adopt four selfbranding discourses when marketing their teaching services, according to the teacher's country of origin, professional qualifications, and first language background.
Abstract: Abstract The gig economy is rapidly transforming service-based industries, including online teaching. Even before the COVID-19 pandemic forced millions of people worldwide to work remotely, gig economy teaching generated billions of dollars in revenue and was responsible for millions of lessons per month. Although the global labor market is currently experiencing a major shift because of the gig economy, applied linguists have paid little attention to gig-based work and its implications. The current study narrows this research gap by using self-branding theories to understand the ways in which gig economy teachers market themselves to potential students. The findings, which are based on 100 teacher profiles, reveal that teachers adopt four self-branding discourses when marketing their teaching services. These self-branding discourses may vary according to the teacher’s country of origin, professional qualifications, and first language background. The study argues that self-branding discourses reflect a larger, and perhaps more problematic, global trend in which individual workers directly compete against each other in a race to lower earnings and job security.

Journal ArticleDOI
TL;DR: In this article , the authors identify the impact of monetary and non-monetary motivational factors on the performance of the employees of HESCO, Hyderabad, Pakistan, and conclude that in monetary motivation factors, salary and promotion have positive influence, whereas bonuses have negative impact on employee's performance.
Abstract: The aim of this research study is to identify the impact of monetary and non-monetary motivational factors on the performance of the employees of HESCO, Hyderabad, Pakistan. A sample of 217 questionnaires were distributed and filled up by the employees at the head office of HESCO which were based on two sections. On the other hand, descriptive statistics, multi-collinearity, correlation and multiple regression analysis were analysed by SPSS. Researcher concludes that in monetary motivation factors, salary and promotion have positive influence, whereas bonuses have negative impact on employee's performance; in non-monetary motivation factors, job security, recognition and appreciation have positive impact, whereas working conditions have negative impact on employee's performance.

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TL;DR: In this article , the authors presented the WRKLFQUAL model to measure QWL and its impact on job security and satisfaction (JSS) and individual work performance (IWP).
Abstract: The quality of work life (QWL), job satisfaction, and individual work performance are the lynchpins of organizational performance and sustained business growth (SBG). Numerous researchers have recognized an association between QWL and SBG. Positive QWL dimensions ensure a workforce’s commitment to SBG. Like SERVQUAL, the QWL has several dimensions, and the most common are: (1) job satisfaction, (2) autonomy, (3) physical working environment, (4) remuneration, (5) career growth, (6) collegial relationships, and (7) relationship with management. A career in the banking industry has always been considered a symbol of prestige, prosperity, job security, and job satisfaction. To understand this, we present the WRKLFQUAL model to measure QWL and its impact on job security and satisfaction (JSS) and individual work performance (IWP). The dimensions and subdimensions of WRKLFQUAL are different from the dimensions and subdimensions of SERVQUAL; however, mechanisms measuring service quality and QWL have similar approaches. Accordingly, this study applied gap analysis to find what workforces expected from their work environments, as well as what they have actually experienced. Many researchers have argued that gaps in service quality significantly influence business performance. In this regard, our research found that almost all dimensions of WRKLFQUAL have negative gaps, meaning poor QWL causes job dissatisfaction and hampers IWP. Regression analysis also shows that average gaps have a significant relationship with job satisfaction. Finally, research proves that job security and satisfaction plays a mediating role in average gap scores and individual work performance. This study was carried out with reference to the banking sector’s performance in the Kingdom of Saudi Arabia, as follows. Cronbach’s α score suggests that 95% of the sample is free of error. To apply WRKLFQUAL on the same lines those of SERVQUAL, we developed seven dimensions and 28 subdimensions. Based on these dimensions, seven factors were extracted, all with factor loading between 0.745 and 0.835, confirming that all components had quite a high level of common variance. Accordingly, gaps in QWL, ranging from −0.997 to −1.149, also show that almost all the dimensions and subdimensions need improvements. Carrying this analysis further, we also compared QWL between Saudi and non-Saudi multinational banks and found that the QWL of the Saudi banking system has a slight edge over non-Saudi multinational banks. A correlation among seven predictors, ranging from 0.625 to 0.812, suggests that all seven predictors are highly correlated. Similarly, regression analysis with R2 0.704 shows that we have a good-fitting model. Hence, we argue that JSS depends on QWL and conclude that negative QWL causes job dissatisfaction and insecurity. We also examined the mediating impact of JSS on QWL and IWP and conclude that the Sobel test, in most cases, provided results higher than 1.98, which is the minimum criterion of having Sobel be significant and effective. Hence, we prove that JSS has a mediating role in QWL and IWP. Finally, we conclude that poor QWL causes job dissatisfaction and eventually reduces organizational efficiency.

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TL;DR: In this article , the authors provided an insight into the generational differences in work motivators among Gen-X and Millennial IT employees and also considered the gender differences in each generation as to how they perceive different work motivating factors.
Abstract: This article provides an insight into the generational differences in work motivators among Gen-X and Millennial IT employees. It also considers the gender differences in each generation as to how they perceive different work motivators. The researcher uses a sequential explanatory-mixed method approach to study the research questions. The study’s findings reflect that the motivational factors significantly motivate Gen-X, while the hygiene factors influence Millennials. The gender-based analysis shows that the motivational aspects of work-itself, company policy and work environment are significantly different between males and females. Gen-X males value the status factor of the job than females, while Gen-X females value company policy and work environment factors than male counterparts. Motivation significantly differs for Millennials’ job security, achievement and interpersonal relations. Millennial females value job security more than males, and Millennial males value achievement and interpersonal relationships than their female counterparts.

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TL;DR: The authors conducted interviews with teachers and administrators in 18 unionized charter schools around the country to investigate teachers' motivations for unionization and found that while mismanagement and distrust are often the proximate cause of charter unionization efforts, both material and purposive goals, such as greater job security and pay as well as increased voice in school decision-making, power organization drives and contract negotiations can create more transparency around pay and development, which teachers desired.
Abstract: In this paper, we draw upon in-depth interviews with teachers and administrators in 18 unionized charter schools around the country to investigate teachers’ motivations for unionization. Our results suggest that while mismanagement and distrust are often the proximate cause of charter unionization efforts, both material and purposive goals—greater job security and pay as well as increased voice in school decision-making—power organization drives and contract negotiations. Our evidence suggests unionization and collective bargaining agreements can create more transparency around pay and development, which teachers desired. But, sometimes unionization carried unanticipated risks for administrators—salaries increased faster than revenues and teacher development became constrained by newly formed collective bargaining agreements.

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TL;DR: In this paper , the authors adopted and applied importance-satisfaction model (Yang, 2003) to analyse the improvement areas based on both "importance" and satisfaction criteria.
Abstract: Most studies conduct surveys to determine the employee satisfaction level in organisations, and improvement strategies are suggested based on the attributes that show a low satisfaction level. It is not always right to make improvement plans based on these identified attributes. Sometimes these attributes include the low-quality attributes also. Low-quality attributes are items that are not crucial for employees' motivation and performance. Thus, this study adopts and applies importance-satisfaction model (Yang, 2003) to analyse the improvement areas based on both 'importance' and 'satisfaction' criteria. A questionnaire consisting of 53 items, under eight dimensions, was administered on 385 faculty of higher education institutions of India. Results highlight that fair and equal treatment, transparency in the organisation's policies and procedures, pension and security benefit, job security, fair and timely promotion systems, and opportunity for advancement are the high-quality attributes for faculty. Implications of these findings and scope for future research are discussed.

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TL;DR: In this paper , the authors investigated the effects of offshoring on job security using matched employer-employee data from Sweden and found that external off-shoring has a significant impact on jobs in SMEs that do not offshore themselves.
Abstract: We investigate the effects of offshoring on job security using matched employer-employee data from Sweden. Between 1997 and 2011, the share of offshoring firms fell from around 25 to 22% while offshoring per worker within offshoring firms almost doubled. We use this variation to contribute to the literature by examining the effects of the neighboring firms’ offshoring (external offshoring) on job separation in small and medium-sized enterprises (SMEs). Our results suggest that external offshoring has a significant impact on job security in SMEs that do not offshore themselves. In addition, having a university degree, being young, and being new to the job reduce the risk of a job exit due to increased external offshoring. This result is indicative of a Schumpeterian job-restructuring effect where old jobs are replaced by newer ones. Finally, the increased risk of a job exit in SMEs suggests a higher vulnerability of these firms to local shocks due to offshoring activities in larger neighboring firms. Offshoring leads to higher job exits in small and medium-sized enterprises (SMEs) that do not offshore themselves, as per new evidence from manufacturing firms in Sweden. This effect is highest for less educated and older workers. Manufacturers are ever more involved in fragmented supply chains where they supply intermediate inputs to one another. This suggests that any decision made by one manufacturer to offshore (replace a local supplier with a foreign one) may have negative effects on the workers of other firms. SMEs may be more vulnerable to offshoring because they tend to be more local in their activities, although they may not offshore themselves. This study uses a data set from Sweden to explore the effects of offshoring on the job security of workers in small and medium-size enterprises (SMEs). We find that offshoring activities within Sweden lead to higher job exits in SMEs that do not offshore themselves. This effect is highest for low skill (less educated) and older workers. Policy makers should be aware of the vulnerability of SMEs to offshoring activities of other often-larger firms through channels related to supply chains.