Job insecurity, career opportunities, discrimination and turnover intention in post-apartheid South Africa: examples of informative hypothesis testing

Beer, Leon T. de; Rothmann, Sebastiaan; Pienaar, Jaco

doi:10.1080/09585192.2015.1020446

Cited by 16 publications

(11 citation statements)

References 23 publications

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“…We therefore corroborate previous findings that showed PCO (e.g. de Beer et al, ) and ACS (e.g. Vandenberghe et al, ) to relate negatively to turnover intentions, and allow to generalise them to the nursing profession.…”

Section: Discussionsupporting

confidence: 91%

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Perceived career opportunities, commitment to the supervisor, social isolation: Their effects on nurses’ well-being and turnover

et al. 2018

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Aim This research investigated the relationship between perceived career opportunities, affective commitment to the supervisor, and social isolation from colleagues on the one hand and nurses’ well‐being and turnover intentions on the other. In addition, this study explored the mediating role of affective commitment to the organisation in these relationships. Background Previous research suggested that organisational commitment explained the effect of nurses’ work environment on their turnover intentions. However, less is known about how organisational commitment may contribute to explain nurses’ well‐being. Method This research used a cross‐sectional design. A sample of 244 nurses completed a questionnaire survey. Results Results indicated that affective commitment to the organisation partially mediates the relationships between perceived career opportunities, affective commitment to the supervisor, and social isolation on one hand, and turnover intentions and well‐being on the other hand. Conclusion This study showed that the way nurses assess various aspects of their work experience transposes to their emotional bond to their organisation, which in turn explains their well‐being and turnover intentions. Implications for nursing management This paper identifies factors that could contribute to reduce nurses’ intent to quit and promote their well‐being.

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Section: Discussionsupporting

confidence: 91%

“…Research confirmed this rationale in various occupational settings (Kraimer et al, 2011) and in different cultures (e.g. de Beer, Rothmann, & Pienaar, 2016). Yet, no studies investigated this relationship in the nursing profession.…”

Section: Perceived Career Opportunitiesmentioning

confidence: 97%

Perceived career opportunities, commitment to the supervisor, social isolation: Their effects on nurses’ well-being and turnover

et al. 2018

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“…Although we are confident of the equivalence of the measure across South Africa's multi-cultural employees (see Pienaar et al, 2013), we were still not in a position to control for possible group differences. The consequences of this may, however, not be far-reaching, as recent evidence has emerged that although 'non-designated' employees do experience more job insecurity compared to employees from the 'designated' group; this also does not translate into negative organisational consequences, specifically turnover (De Beer, Rothmann, & Pienaar, 2015).…”

Section: Discussionmentioning

confidence: 93%

Work locus of control and sense of coherence as antecedents of job insecurity

Pienaar

Witte²

2016

SAJBM

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Previous research has highlighted various antecedents of job insecurity, both in cross-sectional research and in a recent meta-analysis. A review of this literature indicates that work locus of control actually is the only personality antecedent that has received considerable attention, while sense of coherence may also be an important factor to consider. Data on biographical variables, cognitive and affective job insecurity, work locus of control and sense of coherence were gathered from employees across 3 organisations (N=718), presenting two different sectors (chemical industry and financial services), by means of anonymous surveys. Data were analysed by means of correlations and regression analyses. Results indicate that both work locus of control and sense of coherence play a role in predicting job insecurity, even after controlling for biographical variables. Considering their individual contributions, it is suggested here that sense of coherence may be even more important than work locus of control as a personality antecedent of job insecurity.

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“…This definition has guided the scholarly understanding of job insecurity, and has served as a point of departure for the many subsequent expansions of this definition that have been put forward, where a recent overview of definitions has been provided by Shoss [6]. Most definitions of job insecurity include some, or all, of the following characteristics: (a) It is a subjective perception of a threat to the job [28]; (b) the changes to the job implied by the threat are unwanted and involuntary [29,30]; and (c) it entails a feeling of concern or apprehension about losing one’s job in its current form [31,32]. Some definitions treat job insecurity as multi-dimensional, differentiating between qualitative (threats to valued job features) and quantitative (threats to the continuation of employment) job insecurity [6,33].…”

Section: Introductionmentioning

confidence: 99%

A Meta-Analysis of Job Insecurity and Employee Performance: Testing Temporal Aspects, Rating Source, Welfare Regime, and Union Density as Moderators

Sverke

Låstad

Hellgren

et al. 2019

IJERPH

132

177

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Previous research has shown that job insecurity is linked to a range of performance outcomes, but the number of studies exploring this relationship is still limited and the results are somewhat mixed. The first aim of this study was to meta-analytically investigate how job insecurity is related to task performance, contextual performance, counterproductive work behavior, creativity, and safety compliance. The second aim was to test two method-related factors (cross-sectional vs. longitudinal associations and self- vs. supervisor-ratings of performance) and two macro-level indicators of social protection (social welfare regime and union density) as moderators of these associations. The results show that job insecurity was generally associated with impaired employee performance. These findings were generally similar both cross-sectionally and longitudinally and irrespective of rater. Overall, the associations between job insecurity and negative performance outcomes were weaker in welfare regimes characterized by strong social protection, whereas the results concerning union density produced mixed results. A majority of the findings confirmed the negative associations between job insecurity and types of employee performance, but future research is needed to elaborate on the effects of temporal aspects, differences between ratings sources, and further indicators of social protection in different cultural settings in the context of job insecurity.

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Job insecurity, career opportunities, discrimination and turnover intention in post-apartheid South Africa: examples of informative hypothesis testing

Cited by 16 publications

References 23 publications

Perceived career opportunities, commitment to the supervisor, social isolation: Their effects on nurses’ well-being and turnover

Perceived career opportunities, commitment to the supervisor, social isolation: Their effects on nurses’ well-being and turnover

Work locus of control and sense of coherence as antecedents of job insecurity

A Meta-Analysis of Job Insecurity and Employee Performance: Testing Temporal Aspects, Rating Source, Welfare Regime, and Union Density as Moderators

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