Symposium 940 - Symposium On Job Insecurity 3 - Understanding The Outcomes Of Job Insecurity: Multilevel And Dynamic Approaches

Job insecurity
Thursday May 18   04:15 PM to 05:45 PM (1 hour 30 minutes)
Employee stress and burnout
Job insecurity
Symposium on Job Insecurity 3 - Understanding the outcomes of job insecurity: Multilevel and Dynamic Approaches
D. Xanthopoulou*, H. De Witte 1
1KU Leuven, Leuven, Belgium
Main Abstract Content: State of the Art. Most studies investigate the outcomes of job insecurity at the individual level of analysis thus, neglecting potential contextual factors that may determine this relationship. In addition, job insecurity has been mainly viewed as a static phenomenon. To address these gaps, this symposium presents studies that adopt either a multilevel or a dynamic framework in understanding job insecurity and its outcomes.
Contributions. Richter examines how two organizational factors (social support and feedback) measured at the individual and at the team-level determine job insecurity and its outcomes. Next, Vander Elst et al. investigate the moderating role of procedural justice and social support from the supervisor on the relationship of job insecurity with burnout and work engagement. Third, Piccoli and De Witte examine the role of country-level indicators (economic condition, unemployment rate and employment protection legislation) on the association between job insecurity and employees' household sacrifices in times of crisis in Europe. Similarly, Kostouli et al. show that disadvantaged labor market positions are particularly damaging for European youth in individualistic countries and in societies, where work is highly valued. Finally, Klug et al. focus on young workers and examine job insecurity trajectories over a 6-year time period and test differences between trajectories with regard to antecedents and outcomes.
Research/Practical Implications. Job insecurity has important consequences not only for employees' well-being but also for their life decisions and these effects are heterogeneous across employees and over time. Organizational and country-level factors help to better understand and prevent the unfavorable consequences of insecure jobs.


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