Job Insecurity
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Who Suffers More from Job Insecurity?
By: Kathryn anne taylor
“All in all, researchers have generally regarded job insecurity as ‘an overall concern about the continued existence of the job in the future.’”
The negative job- and health-related implications job insecurity has on your organization
With the increased effort of organizations to remain competitive while also reducing costs, downsizing the employee pool has been a recurring theme in corporate enterprise. As a consequence, feelings of job insecurity within an organization are growing. The absence of an appropriate response to job insecurity among employees only contributes to the job insecurity faced by many employees. There is a tendency among managers to consider job insecurity a psychological issue only the employee, him or herself, can mediate. While this consideration isn’t unreasonable, it should be noted that the implications of this line of thinking are hazardous to the employee and the organization as a whole. The article, “Who Suffers More from Job Insecurity?,” written by Grand H.-L Cheng and Darius K.-S Chan, presents the results of a metaanalytic review (the “Review”) on the effects of job insecurity for an employee and for the organization. The focus of the Review is the varying effects job insecurity has on employees with differing organizational tenure, age, and gender. Their intention was to discover if the abovementioned demographics are more or less prone to job insecurity. Outside of an improved understanding of which employees are more or less affected by job insecurity, this Review further advances the appropriateness of management response to employee-felt job insecurity. Developing an adequate response to employees who feel concern regarding their organizational position is instrumental in reducing negative implications like turnover intention and withdrawal cognitions. At the root of these negative implications lies job insecurity as a stressor. It is the
Who Suffers More from Job Insecurity?
By: Kathryn anne taylor
“All in all, researchers have generally regarded job insecurity as ‘an overall concern about the continued existence of the job in the future.’”
The negative job- and health-related implications job insecurity has on your organization
With the increased effort of organizations to remain competitive while also reducing costs, downsizing the employee pool has been a recurring theme in corporate enterprise. As a consequence, feelings of job insecurity within an organization are growing. The absence of an appropriate response to job insecurity among employees only contributes to the job insecurity faced by many employees. There is a tendency among managers to consider job insecurity a psychological issue only the employee, him or herself, can mediate. While this consideration isn’t unreasonable, it should be noted that the implications of this line of thinking are hazardous to the employee and the organization as a whole. The article, “Who Suffers More from Job Insecurity?,” written by Grand H.-L Cheng and Darius K.-S Chan, presents the results of a metaanalytic review (the “Review”) on the effects of job insecurity for an employee and for the organization. The focus of the Review is the varying effects job insecurity has on employees with differing organizational tenure, age, and gender. Their intention was to discover if the abovementioned demographics are more or less prone to job insecurity. Outside of an improved understanding of which employees are more or less affected by job insecurity, this Review further advances the appropriateness of management response to employee-felt job insecurity. Developing an adequate response to employees who feel concern regarding their organizational position is instrumental in reducing negative implications like turnover intention and withdrawal cognitions. At the root of these negative implications lies job insecurity as a stressor. It is the
Cited: Cheng, G. H.-L. and Chan, D. K.-S. (2008), Who Suffers More from Job Insecurity? A Meta-Analytic Review. Applied Psychology, 57: 272–303. doi: 10.1111/j.1464-0597.2007.00312.x