Perceived job insecurity climate in uncertain times: implications for work-related health among leaders versus non-leaders

IF 3.1 4区 管理学 Q2 MANAGEMENT Journal of Managerial Psychology Pub Date : 2023-09-19 DOI:10.1108/jmp-10-2021-0542
Mats Glambek, Mads Nordmo Arnestad, Stig Berge Matthiesen
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Abstract

Purpose Previous studies have demonstrated that perceived job insecurity climate denotes an individual-level stressor. The present study reiterated this notion and investigated whether leadership responsibility moderated the association between perceived job insecurity climate and work-related strain about one year into the coronavirus disease (COVID-19) pandemic. Design/methodology/approach A sample of full-time workers (N = 1,399) in the USA was recruited, comprising 663 leaders and 763 non-leaders. Employing a cross-sectional design, the authors hypothesized that perceived job insecurity climate would be associated with work-related strain (i.e. burnout, absenteeism and presenteeism) and that these associations were stronger for employees with leadership responsibilities compared to non-leaders. Findings Findings revealed main effects of perceived job insecurity climate on burnout but not on absenteeism or presenteeism. Furthermore, leadership responsibility moderated the associations between perceived job insecurity climate and two out of three burnout measures in the hypothesized direction. The findings also revealed interaction effects regarding absenteeism and presenteeism, indicating that these associations are only positive and significant for employees with leadership responsibilities. Practical implications Perceptions of widespread job insecurity engender strain among leaders while simultaneously implying a heightened need for effective leadership. Organizations and practitioners should take the present findings into consideration when implementing preventive and restorative measures to address leaders' health and organizational competitiveness when job insecurity increases. Originality/value This study found that, as an individual stressor, perceived job insecurity climate is more detrimental to employees with leadership responsibility than to non-leaders.
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不确定时期的工作不安全感:领导者与非领导者对工作相关健康的影响
目的以往的研究表明,感知工作不安全感气候是个体层面的压力源。本研究重申了这一观点,并调查了领导责任是否在冠状病毒病(COVID-19)大流行一年后调节了工作不安全感气候与工作压力之间的关系。设计/方法/方法在美国招募了一组全职员工(N = 1399),其中包括663名领导者和763名非领导者。采用横断面设计,作者假设感知到的工作不安全氛围与工作压力(即倦怠,旷工和出勤)有关,并且与非领导职责相比,这些关联在领导职责的员工中更强。研究发现,工作不安全感对职业倦怠有主要影响,而对旷工和出勤没有影响。此外,在假设的方向上,领导责任调节了感知工作不安全感气候与三分之二的倦怠指标之间的关联。研究结果还揭示了旷工和出勤的互动效应,表明这些关联仅对具有领导责任的员工具有积极和显著的意义。对普遍存在的工作不安全感的认知在领导中产生了压力,同时也意味着对有效领导的高度需求。当工作不安全感增加时,组织和从业人员在实施预防性和恢复性措施以解决领导人的健康和组织竞争力问题时,应考虑到本研究结果。本研究发现,作为个体压力源,感知到的工作不安全感氛围对有领导责任的员工比对非领导责任的员工更有害。
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来源期刊
CiteScore
5.50
自引率
6.20%
发文量
26
期刊介绍: ■Communication and its influence on action ■Developments in leadership styles ■How managers achieve success ■How work design affects job motivation ■Influences on managerial priorities and time allocation ■Managing conflicts ■The decision-making process in Eastern and Western business cultures
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