The relationship between contract type and job satisfaction in a mediated moderation model: The role of job insecurity and psychological contract violation

Abstract

In the last decades, research on the relationship between contract type, job insecurity and\ud outcomes has been constantly increasing. Previous evidence indicated that job insecurity\ud moderates the impact of contract type (permanent vs temporary) on job satisfaction. The present\ud study aims to investigate these relationships considering two facets (intrinsic and extrinsic) of\ud job satisfaction and psychological contract violation as mediator, in the mediated moderation\ud model. Participants were 638 employees of different Italian organizations, with open-ended\ud or fixed-term contract. As hypothesized, results indicated that job insecurity moderates the\ud relationship between contract type and intrinsic and extrinsic job satisfaction differently for\ud contract type. The job insecurity effects were more negative for permanent workers regarding\ud intrinsic job satisfaction and more negative for temporary workers regarding extrinsic job satisfaction. The mediated moderation analyses supported the study’s main hypothesis, pointing\ud out that psychological contract violation negatively mediated the interaction effects

Job Insecurity as a Predictor of Conflict in Botswana Construction Industry

“…The findings of the current study also reinforces the work of other scholars such as Callea et al (2016) who find that job insecurity is more of a negative for temporary employees since these employees experience a (perceived) gross violation of the psychological contract. The statistical findings on employment status demographic indicate that most of the employees who work on temporary basis, in both companies constitute a higher proportion of respondents who maintain that lack of job security is the main cause of conflict.…”

Actively Coping with Violation: Exploring Upward Dissent Patterns in Functional, Dysfunctional, and Deserted Psychological Contract End States

“…Studies have shown that psychological contract violation is negatively related to outcomes such as job satisfaction (Callea et al, 2016), turnover intentions (e.g., Arshad, 2016; Salin and Notelaers, 2017), depressive mood states (Priesemuth and Taylor, 2016) and counterproductive behavior (Griep et al, 2016). Yet, there is not a lot of knowledge and understanding about the way in which employees cope with psychological contract violation and how the coping process leads to restoration of the psychological contract.…”

To Be or Not to be Temp? An Analysis of the Moderating Role of Motives for Accepting Temporary Employment

“…These studies have only considered objective contract conditions, comparing open-ended contract to other specific contracts (for instance, fixed term contract, or on-call workers) and showing that atypical workers had poorer health outcomes than permanents workers. From a psychological point of view, it is very important also consider the subjective perception of workers: some empirical evidence points out that workers may have different perceptions although they are experiencing the same objective situation (Callea, Urbini, Ingusci, & Chirumbolo, 2016b). Therefore, workers with the same contract conditions (a fixed-term contract) may experience different levels of precariousness of life.…”

“…Although the term precariousness of employment has become common among scholars, its definition remains vague. Consequently, temporary work implies the need for workers to continuously adapt to rapidly changing working conditions and contexts, which is likely to be associated with greater insecurity, instability, and lack of control over one's work and one's life in general (Callea, Urbini, Ingusci, & Chirumbolo, 2016b;Sirviö et al, 2012). Consequently, temporary work implies the need for workers to continuously adapt to rapidly changing working conditions and contexts, which is likely to be associated with greater insecurity, instability, and lack of control over one's work and one's life in general (Callea, Urbini, Ingusci, & Chirumbolo, 2016b;Sirviö et al, 2012).…”

“…Recalling the definition of the International Labour Organization (2012, p. 27), precarious employment "is usually defined by uncertainty as to the duration of employment, multiple possible employers or a disguised or ambiguous employment relationship, a lack of access to social protection and benefits usually associated with employment, low pay, and substantial legal and practical obstacles to joining a trade union and bargaining collectively." Consequently, temporary work implies the need for workers to continuously adapt to rapidly changing working conditions and contexts, which is likely to be associated with greater insecurity, instability, and lack of control over one's work and one's life in general (Callea, Urbini, Ingusci, & Chirumbolo, 2016b;Sirviö et al, 2012).…”