Most studies on the relationship between job insecurity and its outcomes, such as wellbeing and organizational variables, have focused on employees’ overall concern about being able to keep their job in the future (i.e., quantitative job insecurity – Quant-JI). Relatively little attention has been given to perceived threats to valued aspects of one’s job (i.e., qualitative job insecurity – Qual-JI). This study aims at bridging both conceptualizations of job insecurity and to explore different profiles of job insecurity. At the same time, we explored how each profile affects two classical outcomes, used in Job Insecurity research, such as Work Engagement and Burnout. Using k-means analysis cluster techniques, in a sample of 334 healthcare employees in Italy, we explored different solutions. The number of clusters was decided based on the cluster dendrogram, and on the basis of substantive interpretability. We decide to retain the three-cluster solution, showing three profiles: 1. High level of both Qual and Quant JI; 2. Low level of both Qual and Quant JI; 3. Low level of Quant and Medium level of Qual JI. The three groups are well balanced: 120 cases for the first cluster, 96 for the second one, and 112 cases for the third one. It seems not possible to perceive high level of Quant JI without perceiving a high level of Qual JI as well. Checking the effect of the profile on outcomes (Burnout and Work Engagement), we found that there is an effect on BO but non on WE. A high level of Qual JI, even if associated with a low level of Quant JI, show the same effect on BO as the group which perceive a High level of both Qual and Quant JI, whereas the group with low level of both Qual and Quant JI showed the lower level of BO. This results seems quite in line with Callea, Urbini, & Chirumbolo 2016) model, who found a .33 regression coefficient in Quant JI predicting Qual JI: Quite high even though non very high. There is actually a range of possibilities that one can perceive high level of Qual JI independently from his/her perception of Quant JI. Losing the job also means losing all aspects of the job; however, the opposite is not needed: I can be afraid to lose values aspects of my job, but not the job as such.
Qualitative and quantitative job insecurity. Job insecurity profiles in relation to wellbeing at work
Pasini M.;Brondino M.;
2020-01-01
Abstract
Most studies on the relationship between job insecurity and its outcomes, such as wellbeing and organizational variables, have focused on employees’ overall concern about being able to keep their job in the future (i.e., quantitative job insecurity – Quant-JI). Relatively little attention has been given to perceived threats to valued aspects of one’s job (i.e., qualitative job insecurity – Qual-JI). This study aims at bridging both conceptualizations of job insecurity and to explore different profiles of job insecurity. At the same time, we explored how each profile affects two classical outcomes, used in Job Insecurity research, such as Work Engagement and Burnout. Using k-means analysis cluster techniques, in a sample of 334 healthcare employees in Italy, we explored different solutions. The number of clusters was decided based on the cluster dendrogram, and on the basis of substantive interpretability. We decide to retain the three-cluster solution, showing three profiles: 1. High level of both Qual and Quant JI; 2. Low level of both Qual and Quant JI; 3. Low level of Quant and Medium level of Qual JI. The three groups are well balanced: 120 cases for the first cluster, 96 for the second one, and 112 cases for the third one. It seems not possible to perceive high level of Quant JI without perceiving a high level of Qual JI as well. Checking the effect of the profile on outcomes (Burnout and Work Engagement), we found that there is an effect on BO but non on WE. A high level of Qual JI, even if associated with a low level of Quant JI, show the same effect on BO as the group which perceive a High level of both Qual and Quant JI, whereas the group with low level of both Qual and Quant JI showed the lower level of BO. This results seems quite in line with Callea, Urbini, & Chirumbolo 2016) model, who found a .33 regression coefficient in Quant JI predicting Qual JI: Quite high even though non very high. There is actually a range of possibilities that one can perceive high level of Qual JI independently from his/her perception of Quant JI. Losing the job also means losing all aspects of the job; however, the opposite is not needed: I can be afraid to lose values aspects of my job, but not the job as such.
I documenti in IRIS sono protetti da copyright e tutti i diritti sono riservati, salvo diversa indicazione.
