Job insecurity:
definitions, determinants, effects
Sergio Scicchitano
INAPP
Antonio Chirumbolo
University “La Sapienza” of Roma
University of Modena and Reggio Emilia
Department of Economics Marco Biagi
Seminar – 30 Oct 2018
Gli effetti della crisi e della flessibilità occupazionale
• Viviamo in un epoca di forte incertezza
– the “society of uncertainty” (Bauman, 2014)
– “L’età del caos” (Rampini, 2015)
• Fattori di macro scenario (Shoen, 2017; 2018):
–
–
–
–
–
Ciclo economico liberista
globalizzazione dei mercati, forte competizione internazionale,
crisi finanziaria ed ecomomica,
ambiente “liquido” e “turbolento” (politica),
focus su profitti a breve (brevissimo) termine
• Dura prova per tutte le organizzazioni
2
Gli effetti della crisi e della flessibilità occupazionale
• Ristrutturazioni, fusioni, ridimensionamenti, riduzione di
personale, flessibilità occupazionale ( lavoro temporaneo, in
somministrazione …)
– Risorse Umane considerate solo come “costi” e non più viste come
“risorse” chiave per la competitività organizzativa
• Svolta epocale che ha cambiato la natura stessa del lavoro
e la sua percezione (da sicuro a insicuro, precariato strutturale, Gig
Ecomomy) (e.g. Sverke & Hellgren, 2002; Sverke, Hellgren & Naswall, 2002; 2006)
• Quale effetto/ricaduta sulle persone?
– Aumento dell’incertezza generale e del “senso” di insicurezza (con
evidenti ricadute sociali e politiche)
– Aumento dell’insicurezza lavorativa ( job insecurity)
3
Monitoring the social impact of the crisis
(Eurobarometer EU)
ITALIA: 19% insecure
Monitoring the social impact of the crisis
(Eurobarometer EU)
ITALY: 62% insecure of being able
to find a new job
“Employability”
Job Insecurity
Definitions and facets of Job Insecurity
Definitions of Job Insecurity
• “Perceived powerlessness to maintain desired continuity in a threatened
job situation” (Greenhalgh & Rosenblatt, 1984).
• Two key aspects:
– (1) powerlessness ( out of control)
– (2) threat
• “The subjectively experienced anticipation of a fundamental and involuntary
event related to job loss” (Sverke et al., 2002)
• Key aspects:
– Anticipation ( uncertainty)
– subjective
– involuntary event
• JOB INSECURITY IS A SUBJECTIVE EXPERIENCE/PERCEPTION
– Not equal of unemployement, being fired, temporary work …
• JOB INSECURITY IS a very powerful STRESSOR
Definitions of Job Insecurity
Job insecurity is an employee’s…
• “…expectations about continuity in a job situation” (Davy et al.,
1997)
• “…concern about the future permanence of the job” (van Vuuren
& Klandermans, 1990)
• “…perception of a potential threat to continuity in his or her
current job” (Heaney et al., 1994)
• ”…subjectively perceived likelihood of involuntary job loss”
(Sverke et al., 2002)
Definitions of Job Insecurity
Core aspects of different definitions:
•
Subjective: JIS is a perceptual phenomenon
–
•
Uncertainty about the future
–
•
Different perception of same ‘objective’ situation
Not ‘certainty of dismissal’ ( it’s different from unemployment, being
fired, or temporary job)
Involuntary
–
Discrepancy between experience and preferences
Diverse sfaccettature della Job Insecurity
• Cognitive (perceived likelihood/probability of job loss)
• vs. Affective (worry/fear about job loss)
• Quantitative (perceived threats to job as such)
• vs. Qualitative (perceived threats to valued job features)
…..
• Subjective (individual/personal perception)
• vs. Objective (contract type)
An Integrated View of Job Insecurity
QUANTITATIVE Job insecurity :
QUALITATIVE Job insecurity :
•Perception of the risk of loosing
one’s own job (probability, cognitive
evaluation) (Eurobarometer)
•Cognitive perception
•“I think I am not keep my job”
•Anxiety, worry, fear of loosing one’s
own job (emotional, affective
evaluation)
•“I fear to loose my job”
Concern about the continued
existence of the job ‘as such’ (global,
overall concern) -> dismissal
•Fear, worry
•... of loosing valued job features
•… of loosing “qualitative” aspects
related to the job that define its
objective and subjective value
•Salary
•Career
•Tasks
•Job role
•Challenge
Multidimensional
Dimension more hidden, subtle and sneaky
of job insecurity
Because often not recognized as such
Multidimensional Integrated Approach of Job Insecurity
(Chirumbolo, Callea & Urbini, 2018)
Type of Insecurity
Focus of Insecurity
Quantitative
Cognitive
Affective
Qualitative
The probability of
loosing my job is high
I think that my salary
will not increase in the
future
I fear of loosing my job
I fear that I will not have
career opportunity
in my organization
Job Insecurity Objective vs Subjective
Percezione di insicurezza e contratto di lavoro
(dati INAPP 2015)
7000
6000
5000
4000
Sicuri
Insicuri
3000
2000
1000
0
Temp
Indet
Importanza dell'insicurezza percepita e di come il tipo di contratto non sia una variabile che racconta tutta la storia
Tra i lavoratori a tempo INDETERMINATO circa il 19,4% si dichiara insicuro:
Job Insecurity Objective vs Subjective
Percezione di insicurezza e contratto di lavoro
(dati INAPP 2010 e 2015)
90
80
70
90
60
80
Ind
50
Det
40
70
60
30
50
20
40
10
30
Sicuri
Insicuri
20
0
2010
2015
10
0
2010
2015
Tra tutti i lavoratori a tempo INDETERMINATO, gli insicuri nel 2010 erano c.a. il 10%, mentre nel 2015 salgono al 19,4%
Theoretical Frameworks for the Study
of Job Insecurity
A Job Insecurity Integrated Framework
Integrated model of Job Insecurity as a stressor
Sverke & Hellgren, 2002
Outcomes of Job Insecurity
What are the consequences of Job Insecurity?
Who is it affecting?
Job insecurity
perceptions
Consequences
?
Consequences of Job Insecurity
• Type of consequence?
– Psychological, Somatic, Behavioral
• For whom?
– Individual, Organization, Union, Social Relationships (eg. Family),
Society
• When does it occur?
– Short-term vs. Long-term
Consequences for individual health and well-being
• Mental health, Psychological well-being
– Anxiety & depression (+)
– Stress, Strain, Burnout (+)
• Physical health, Somatic complaints
–
–
–
–
–
More physical diseases in general (+)
High blood pressure (+)
Use of medical services (+)
Occurrence of heart disease (+)
Muscle-skeleton diseases (+)
• Life dissatisfaction (-)
• Bullying at the workplace, harassment,
violence, mobbing (+)
• Acceptance of worse working conditions (+)
For a review see e.g., Cheung & Chan, 2008; Chirumbolo, 2003; Chirumbolo et al., 2017;
De Witte, 1999; 2005; De Witte et al., 2011; 2015; Sverke & Hellgren, 2002;
Sverke, Hellgren & Naswall, 2002; 2006; Sverke, Hellgren, Naswall, Chirumbolo, De Witte, & Goslinga,
2004)
Consequences for the job and the organization
•
•
•
•
•
•
•
•
•
•
•
•
Job satisfaction (-)
Job involvement (-)
Work Engagement (-)
Organizational commitment (-)
Organizational Identification (-)
Organizational Citizenship Behavior (-)
Trust (in management, organization), Justice, Fairness (-)
Turnover intention (withdrawal intentions) (+)
Performance (self & rated by managers) (-)
Innovative work behaviors (-)
Safety behaviors (-), Injuries (+)
Counterproductive Work Behaviors (+)
– Absenteeism, tardiness
– Deviant workplace behavior
For a review see e.g., Cheung & Chan, 2008; Chirumbolo, 2003; Chirumbolo et al., 2017;
De Witte, 1999; 2005; De Witte et al., 2011; 2015; Sverke & Hellgren, 2002;
Sverke, Hellgren & Naswall, 2002; 2006; Sverke, Hellgren, Naswall, Chirumbolo, De Witte, & Goslinga,
2004)
Consequences for individual health and well-being
•
•
•
•
Work–family conflict (+)
Crossover to partner (+)
Marital dysfunctioning (+)
Effects on children’s school
performance (-)
• Interpersonal strain/conflicts (+)
• Sacrifices of life projects (e.g.
buying a home, marrying, or
having children)
– and also daily consumption (e.g.
buying groceries, apparel, or
entertainment)
For a review see e.g., Cheung & Chan, 2008; Chirumbolo, 2003; Chirumbolo et al., 2017;
De Witte, 1999; 2005; De Witte et al., 2011; 2015; Sverke & Hellgren, 2002;
Sverke, Hellgren & Naswall, 2002; 2006; Sverke, Hellgren, Naswall, Chirumbolo, De Witte, & Goslinga,
2004)
Consequences of Job Insecurity: Meta-Analytic Evidence
Consequences of Job Insecurity: Meta-Analytic Evidence
Consequences of Job Insecurity: Meta-Analytic Evidence
Sverke et al, 2002
Cheng & Chan, 2008
Job satisfaction
-.40
-.43
Job involvement
-.38
-.20
Org commitment
-.36
-.35
Trust
-.51
-.49
-.17ns
-.21
Turnover intention
.30
.32
Physical health
-.16
-.23
Mental health
-.24
-.28
Performance
Results of scientific studies converge in showing a negative impact of job
insecurity on individual and organizational well-being
Job Insecurity in Italy: Chirumbolo 1999-2018
• Individual outcomes
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–
–
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–
–
–
–
–
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Mental health (GHQ) (-)
Physical health (somatic complaints) (+)
Perceived Stress (+)
Psychological strain (+)
Vocational strain (+)
Interpersonal strain, burn out (+)
Life satisfaction (-)
Self-efficacy (-)
Self-esteem (-)
Wage Inequality (-)
Job Insecurity in Italy: Chirumbolo 1999-2018
• Organizational outcomes
– Job attitudes (-)
– Job Satisfaction (-)
– Work engagement (-)
– Work empowerment (-)
– Organizational attitudes (-)
– Committment (-)
– Identification (-)
– Reputation (-)
– Empowerment (-)
– Organizational based selfesteem (-)
– Trust in organization (-)
– Justice, fair treatment (-)
• Organizational outcomes
– Withdrawl cognitions, turn
over intentions (+)
– Extra-role performance
– Organizational citizenship
behaviors (-)
– Non cooperative/deviant
work behaviors (+)
– Absenteeism, latenees (+)
– In-role Performance (-)
– Task Performance (-)
Moderators of Job Insecurity
How can the consequences of Job Insecurity be
mitigated?
Are they conditioned by other variables?
?
Job insecurity
perceptions
Consequences
Integrated model of Job Insecurity as a stressor
Sverke & Hellgren, 2002
Moderators of Job Insecurity
• Research on job insecurity has been focusing on those
intervening variables that could mitigate and reduce its
negative consequences (e.g. De Witte et al, 2015; Sverke, & Hellgren, 2002)
• Some variables buffer the job insecurity-outcomes association,
some other however boost it
• Moderators are relevant for practical implications,
interventions and policy making
Internal Resources
Contextual Resources
Moderators of Job Insecurity
• Individual differences in personality traits
–
–
–
–
negative affect and self-care
self-esteem and optimism
locus of control
Honesty-Humility
• External resources
–
–
–
–
social support
perceptions of process and work control
participations in decision processes
fairness of treatment and organizational justice
Antecedents of Job Insecurity
Who feels job insecure and why?
Antecedents
?
Job insecurity
perceptions
Antecedents of Job Insecurity
Why do people feel insecure?
Individual characteristics
(e.g., age, gender, personality, employability)
”Objective”
work situation
Job insecurity
perceptions
Consequences
Organizational and social factors
(e.g., social support, information, turbulence)
Sverke, Hellgren, Naswall, Chirumbolo, De Witte, Goslinga (2004)
Antecedents of Job Insecurity
Why do people feel insecure?
• ‘Subjective’: individual differences and personality traits
• internal locus of control: perceive less threat/strain
• negative affectivity: perceive more negative emotions
• many other more… Trust in people, self-esteem, positive affectivity, selfefficacy, core self evaluation… positivity (?)
Antecedents of Job Insecurity
Why do people feel insecure?
• ‘Objective’: socio-demographics, individual features
•
weak/disadvantaged position on the labour market
Blue collar workers, low skilled workers & industry
•
Temporary workers ( “objectively” job insecure)
•
Private sector employment
•
Employability
•
Age and gender (unclear, mixed evidence)
Antecedents of Job Insecurity
Why do people feel insecure?
• Characteristics of the environment  MACRO STRUCTURAL
DETERMINANTS
•
•
•
•
•
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Huge country and regional differences
High unemployment in region/country (+)
Evolution of unemployment in region or country (+)
Rate of temporary employment (+)
Employment protection legislation (-)
Generosity of unemployment compensation (-)
Inequality at Regional/Country level (+)
Antecedents of Job Insecurity
Why do people feel insecure?
• Characteristics of the environment  ORGANIZATIONAL
DETERMINANTS
•
•
•
•
•
•
•
Organizational uncertainty about the future (crisis, firing…)
Organizational change (merging, downsizing …)
Information
Communication
Leadership, Management style
Opportunities for participation, involvment
Fair treatment
Antecedents of Job Insecurity
Antecedents of Job Insecurity
Thank you!!!
antonio.chirumbolo@uniroma1.it
s.scicchitano@inapp.org