No security: A meta-analysis and review of job insecurity and its consequences.

Sverke, Magnus; Hellgren, Johnny; Näswall, Katharina

doi:10.1037/1076-8998.7.3.242

Cited by 1,537 publications

(1,935 citation statements)

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“…This inference is consistent with the metaanalytic finding of a negative association between job insecurity perceptions and organizational commitment (Cheng & Chan, 2008;Sverke, Hellgren, & Näswall, 2002), which is negatively related to turnover (e.g., see Griffeth, Hom, & Gaertner (2000) for meta-analytic support), as well as a positive association between job insecurity and emotional exhaustion (Boswell, OlsonBuchanan, & Harris, 2014), which is positively tied to turnover behavior (e.g., Lapointe, Vandenberghe, & Panaccio, 2011). Moreover, meta-analyses report strong evidence that perceived job insecurity and turnover intent are positively related (Cheng & Chan, 2008;Sverke et al, 2002), further suggesting that a layoff history makes one more likely to quit.…”

Section: Trust In Post-layoff Jobssupporting

confidence: 90%

“…This inference is consistent with the metaanalytic finding of a negative association between job insecurity perceptions and organizational commitment (Cheng & Chan, 2008;Sverke, Hellgren, & Näswall, 2002), which is negatively related to turnover (e.g., see Griffeth, Hom, & Gaertner (2000) over into subsequent employment, yielding an untethering from the job, as characterized by adapted employment schema and reduced felt obligation, enhanced awareness of external job opportunities, lower trust, and heightened perceptions of job insecurity. Thus, given that these factors serve to increase the ease in and attractiveness of quitting, we expect a greater probability of voluntary turnover in jobs that follow a layoff.…”

Section: Trust In Post-layoff Jobssupporting

confidence: 88%

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Creating a more quit-friendly national workforce? Individual layoff history and voluntary turnover.

Davis¹,

Trevor²,

Feng³

2015

Journal of Applied Psychology

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While Bureau of Labor Statistics data reveal that U.S. employers laid off over 33 million employees since 1994, virtually no research has addressed the behavior of layoff victims upon reemployment. In a first step, we investigate how layoffs shape voluntary turnover behavior in subsequent jobs. Utilizing a recently developed fixed effects specification of survival analysis, we find that a layoff history is positively associated with quit behavior. This effect is partially mediated by underemployment and job satisfaction in the post-layoff job. The remaining indirect effect is consistent with the notion that layoffs produce a psychological spillover to postlayoff employment, which then manifests in quit behavior.We also find that layoff effects on turnover attenuate as an individual's layoffs accumulate and vary in magnitude according to the turnover "path" followed by the leaver. While Bureau of Labor Statistics data reveal that U.S. employers laid off over 33 million employees since 1994, virtually no research has addressed the behavior of layoff victims upon reemployment. In a first step, we investigate how layoffs shape voluntary turnover behavior in subsequent jobs. Utilizing a recently developed fixed effects specification of survival analysis, we find that a layoff history is positively associated with quit behavior. This effect is partially mediated by underemployment and job satisfaction in the post-layoff job. The remaining indirect effect is consistent with the notion that layoffs produce a psychological spillover to post-layoff employment, which then manifests in quit behavior. We also find that layoff effects on turnover attenuate as an individual's layoffs accumulate and vary in magnitude according to the turnover "path" followed by the leaver.Individual Layoff History and Voluntary Turnover ! 3Creating a More Quit-Friendly National Workforce? Individual Layoff History and Voluntary TurnoverOne of the standard mechanisms through which today's companies attempt to cope with competitive pressures is through downsizing (Cascio, 1993). The extent to and manner in which downsizing contributes to subsequent organizational performance is a complex issue, with scholars offering explanations for both positive (e.g., Love & Nohria, 2005) and negative downsizing effects (e.g., Trevor & Nyberg, 2008). What there is no dispute about, however, is the prevalence of downsizing in the U.S.-the Bureau of Labor Statistics reports over 30 million layoffs between 1994 and 2010, a figure that does not include small-scale layoffs (i.e., those displacing fewer than 50 employees). While layoffs are more numerous when firms are struggling economically (Cascio, 1993), company financial health, employee tenure, job performance, and industry all fail to protect American employees from the layoff axe (Cascio, 2002).Often lost in the analysis of layoffs and their effects on the companies that initiate them is that a majority of layoff victims ultimately find new jobs. In the aggregate, these millions of victims therefore ...

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Section: Trust In Post-layoff Jobssupporting

confidence: 90%

“…This inference is consistent with the metaanalytic finding of a negative association between job insecurity perceptions and organizational commitment (Cheng & Chan, 2008;Sverke, Hellgren, & Näswall, 2002), which is negatively related to turnover (e.g., see Griffeth, Hom, & Gaertner (2000) over into subsequent employment, yielding an untethering from the job, as characterized by adapted employment schema and reduced felt obligation, enhanced awareness of external job opportunities, lower trust, and heightened perceptions of job insecurity. Thus, given that these factors serve to increase the ease in and attractiveness of quitting, we expect a greater probability of voluntary turnover in jobs that follow a layoff.…”

Section: Trust In Post-layoff Jobssupporting

confidence: 88%

Creating a more quit-friendly national workforce? Individual layoff history and voluntary turnover.

Davis¹,

Trevor²,

Feng³

2015

Journal of Applied Psychology

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“…Organizational responses to the growing demand for flexibility are: increasing numbers of temporary employees with reduced job security, divided work schedules, [9,10] and incorporation of work tasks that are perceived as illegitimate [11] , e.g. professionals having to take over administrative tasks which other occupational groups could do better .…”

Section: Work-related Predictors Of Common Mental Disordersmentioning

confidence: 99%

Early and Late Return to Work After Sick Leave: Predictors in a Cohort of Sick-Listed Individuals with Common Mental Disorders

et al. 2015

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Objectives: The study aims to identify individual and workplace factors associated with early return to work [RTW] -defined as within 3 months -and factors associated with later RTW -between 3 and 12 months after being sick-listed -in a cohort of newly sick-listed individuals with common mental disorders.Methods: In a prospective cohort study, a cross-sectional analysis was performed on baseline measures of patients granted sick leave due to common mental disorders. A total of 533 newly sicklisted individuals fulfilled the inclusion criteria and agreed to participate. A baseline questionnaire was sent by post within three weeks of their first day of certified medical sickness; 354 (66%) responded. Those who were unemployed were excluded, resulting in a study population of 319 individuals. Sick leave was recorded for each individual from the Social Insurance Office during one year. Analyses were made with multiple Cox regression analyses.Results: Early RTW was associated with lower education, better work ability at baseline, positive expectations of treatment and low perceived interactional justice with the supervisor. RTW after three months was associated with a need to reduce demands at work, and turnover intentions.Conclusions: Early RTW among sick-listed individuals with common mental disorders seems to be associated with the individual's need to secure her/his employment situation, whereas later RTW is associated with variables reflecting dissatisfaction with work conditions. No health measures were associated with RTW. The study highlights the importance of considering not only health and functioning, but also workplace conditions and relations at the workplace in implementing RTW interventions.

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“…Although individuals face a wide variety of potential hazards, much of this research has focused on the effects of labor market insecurity. Early works by Sverke, Hellgren andNäswall (2002), De Witte (1999), Ferrie et al (1998), McDonough (2000), Böckerman, Ilmakunnas and Johhansson (2011) and Cheng, Chen, Chen and Chiang (2005) (and many others) have shown that job insecurity is robustly linked to diminished health and wellbeing. More recent studies have expanded this thesis by (i) examining specific aspects of the insecurity/health nexus, and (ii) by employing sophisticated statistical techniques to disentangle causes from effects.…”

Section: Introductionmentioning

confidence: 99%

The effect of economic insecurity on mental health: Recent evidence from Australian panel data

Rohde

Tang

Osberg

et al. 2016

Social Science & Medicine

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This paper estimates the impact of economic insecurity on the mental health of Australian adults. Taking microdata from the 2001-2011 HILDA panel survey, we develop a conceptually diverse set of insecurity measures and explore their relationships with the SF-36 mental health index. By using fixed effects models that control for unobservable heterogeneity we produce estimates that correct for endogeneity more thoroughly than previous works. Our results show that exposure to economic risks has small but consistently detrimental mental health effects. The main contribution of the paper however comes from the breadth of risks that are found to be harmful. Job insecurity, financial dissatisfaction, reductions and volatility in income, an inability to meet standard expenditures and a lack of access to emergency funds all adversely affect health. This suggests that the common element of economic insecurity (rather than idiosyncratic phenomena associated with any specific risk) is likely to be hazardous. Our preferred estimates indicate that a standard deviation shock to economic insecurity lowers an individual's mental health score by about 1.4 percentage points. If applied uniformly across the Australian population such a shock would increase the morbidity rate of mental disorders by about 1.7%.

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No security: A meta-analysis and review of job insecurity and its consequences.

Cited by 1,537 publications

References 134 publications

Creating a more quit-friendly national workforce? Individual layoff history and voluntary turnover.

Creating a more quit-friendly national workforce? Individual layoff history and voluntary turnover.

Early and Late Return to Work After Sick Leave: Predictors in a Cohort of Sick-Listed Individuals with Common Mental Disorders

The effect of economic insecurity on mental health: Recent evidence from Australian panel data

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