The Construct of Job Insecurity at Multiple Levels: Implications for Its Conceptualization and Theory Development.

Over the years, job insecurity has accumulated important scholarly work. As a result, research has identified multiple constructs that involve employees' concerns about job loss. Most of these are individual-level constructs (e.g., subjective and objective job insecurity), but, recently, an incipient body of literature has adopted a multilevel perspective by understanding job insecurity as a collective phenomenon (e.g., job insecurity climate, strength climate, downsizing or temporary hiring strategies). Furthermore, these constructs at different levels are underpinned by shared theoretical frameworks, such as stress theory or psychological contract theory. However, all this literature fails to present an integrative framework that contains the functional relationship for mapping job insecurity constructs across levels. Accordingly, the present study aims to examine job insecurity from a multilevel perspective, specifically by conceptualizing job insecurity at the individual level-understood as subjective and objective job insecurity-and at the organizational level, understood as job instability in an organization, job insecurity climate, and climate strength. The methodology of multilevel construct validation proposed by Chen, Mathieu and Bliese (2005) was applied; thus, (1) job insecurity were defined at each relevant level of analysis; (2) its nature and structure was specified at higher levels of analysis; (3) psychometric properties were tested across and/or at different levels of analysis; (4) the extent to which job insecurity varies between levels of analysis was estimated; and (5) the function of job insecurity was tested across different levels of analysis. The results showed significant relationships among these, and were related to an organizational antecedent (e.g., organization nature) and organizational and individual outcomes (collective and individual job satisfaction) in two European samples: Austria and Spain. Accordingly, this study exposed the multilevel validity of job insecurity constructs through an integrative framework in order to advance in the area of job insecurity theory and practice. The contributions and implications to job insecurity research and other multilevel research are discussed.

Managing in the new normal: Positive management practices elicit higher goal attainment, goal commitment, and perceived task efficacy than traditional management practices in remote work settings. An experimental study.

The COVID-19 global pandemic will likely change how organizations conduct business. For example, a white paper from McKinsey claims that flexible and remote work arrangements (e.g., "working-from-home") will become increasingly frequent in the "new normal" that will follow the COVID-19 pandemic. Our work is motivated by the premise that in a post-pandemic workplace, traditional management practices like unilaterally assigning goals and displaying contingent rewarding behaviors will likely be replaced by positive management practices. In this context, positive management practices include allowing employees to self-set their goals and displaying authentic leadership behaviors while managing them. However, whether these positive management practices are more efficient in sustaining performance is unknown. Our study benchmarked positive management practices against traditional management practices in a remote work environment, using three individual performance metrics: goal attainment, goal commitment, and perceived task efficacy. In a panel laboratory experiment consisting of a baseline measurement and two work sessions, we randomly assigned participants to an authentic vs. transactional leadership condition (amateur actor recording) and one of three possible goal-setting types (assigned, self-set, "do-your-best"). Our results show that participants in the authentic leadership × self-set goals condition outperformed all other experimental conditions. Further, a post hoc analysis revealed a serial mediation effect of (a) goal attainment and (b) goal commitment at time 1 on perceived task efficacy reports at time 2.

Safety training for migrant workers in the construction industry: A systematic review and future research agenda.

In the construction sector, there is a high risk for accidents, injuries, and fatalities, particularly for migrant workers who comprise a large proportion of the workforce. This article presents a systematic literature review of current safety training provision for migrant construction workers. In the interests of rigor, we draw on the learning, training transfer, and training effectiveness literatures, exploring not only the extent to which training brings about the intended outcomes, in terms of enhanced safety behaviors, and reduced accidents and injuries, but also the factors that influence learning and transfer of training back to the working environment. The literature search revealed only 18 peer-reviewed articles have been published since 2000, which is particularly surprising, given the disproportionate accident and fatality rates for migrant workers. Consequently, we propose a research agenda to enhance safety training for low skilled, migrant and native construction workers, drawing on cognitive and social constructivist instructional design models, which view training as a dynamic process involving active participation of trainees. We advocate the importance of attending to the situational context in which workers are embedded, including labor market conditions, social relations, and cultural differences. Finally, we propose the need for further longitudinal, multidimensional research to evaluate the impact of safety training on learning, transfer of training, and individual- and organizational-level outcomes, such as behavior change, and accident and fatality rates. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

Between a Rock and Hard Place: Combined Effects of Authentic Leadership, Organizational Identification, and Team Prototypicality on Managerial Prohibitive Voice.

Managers are installed by the organization's stakeholders and shareholders to increase the organization's value; at the same time, they depend on their subordinates' acceptance to fulfill this leadership role. If the interest of the organization collides with the interest of their team, some managers act in the interest of their followers accepting potential disadvantages for their organizations and/or external stakeholders. In two experimental studies comprised mainly of German (N = 111) and US (N = 323) managers, we examined combined effects of authentic leadership, organizational identification, and self-perceived team prototypicality on managerial integrity operationalized as expressing work-related concerns to prevent organizations from harm (i.e., managerial voice). Our results show direct effects of authentic leadership and organizational identification on voice behavior across both studies. Furthermore, organizational identification increased voice for managers' low in authentic leadership pointing at a compensation effect. Finally, leader team prototypicality decreased the effect of identification on voice for managers high in authentic leadership but increased voice for managers low in authentic leadership, but only if these managers identified with their organization. In sum, our findings complement prior research that focused mainly on safety and instrumentality concerns by emphasizing the relevance of self-related antecedents of managerial voice.

Measurement of Hedonic and Eudaimonic Orientations to Happiness: The Spanish Orientations to Happiness Scale.

Understanding happiness and well-being has been one of the central issues for psychologists in recent decades. Happiness orientations have been identified as important pathways toward different types of well-being, and so the development and validation of scales for their measurement is an important step in their study. The present research aims to adapt and validate the Spanish Orientations to Happiness Scale (SOTH), a 6-item scale based on the Orientations to Happiness Questionnaire. This brief scale, which measures hedonic and eudemonic orientations, was administered to 1,647 Spanish workers. Scale structure was subjected to exploratory (EFA) and confirmatory (CFA) factor analysis to obtain evidence of factorial validity. Evidence for convergent validity was assessed by correlating the scale with two measures of hedonic and eudaimonic well-being, and discriminant validity was assessed with the average variance extracted (AVE). Results of EFA showed a two-factor solution, and CFA partially supported this structure, χ2(8, N = 793) = 36.61, p .72) and valid (AVE = .50), and so it is a valuable tool for assessing orientations to happiness in the Spanish context. Finally, the scientific value and practical utility of the scale are discussed.

Meta-analytical review of teacher burnout across 36 societies: the role of national learning assessments and gender egalitarianism.

OBJECTIVE: Teacher burnout has hardly been compared across countries, although it has become a global health issue. This review aimed to examine teacher burnout (effect size) and its variation across countries by testing the effects of gender, gender egalitarianism, and national learning assessments (NLAs). DESIGN: A systematic literature search was carried out using keywords. In all, 156 studies from 36 countries were included that used quantitative methodology. Meta-analytical procedures were used to estimate effect sizes of three dimensions of burnout. Two-level multilevel mixed-effect model tested moderator variables at the country level. RESULTS: The overall effect size found for emotional exhaustion was 38.29 (95% CI = 35.26, 41.32), 29.45 (95% CI = 25.91, 32.99) for cynicism, and 68.75 (95% CI = 65.63, 71.87) for personal accomplishment, with significant differences across countries. Gender was negatively significant for personal accomplishment. Significant linear, curvilinear and interaction effects of NLAs and gender egalitarianism explained variations in burnout. Whereas more NLAs tends to increase burnout, more gender egalitarianism tends to decrease it, although this effect is not linear. CONCLUSION: Teacher burnout, as a health issue, varies significantly across countries suggesting that programmes to prevent this problem should consider environmental (educational system) and cultural conditions for a greater impact.

Organizational performance focused on users' quality of life: The role of service climate and "contribution-to-others" wellbeing beliefs.

The investigation of organizational factors as precursors of the quality of life (QoL) of service users in organizations for individuals with intellectual disability has been relatively neglected.With this in mind, this study tests the mediation of service climate between employee's "contribution-to-others" wellbeing beliefs (COWBs) and organizational performance focused on the QoL of individuals with intellectual disability. A total of 104 organizations participated in the study. Data were collected from 885 employees and 809 family members of individuals with intellectual disability. The results of the multilevel mediation model supported the hypotheses. When employees believe that their own wellbeing depends on helping others (COWBs) service climate reported by employees is stimulated. Service climate in turn was associated with organizational performance focused on QoL of people with intellectual disability, assessed by family members. The manuscript concludes with theoretical and practical implications of the study.

How Work Characteristics Are Related to European Workers' Psychological Well-Being. A Comparison of Two Age Groups.

This study aimed to analyze the mechanisms through which work characteristics are related to psychological well-being, exploring the mediational role of work meaningfulness and job satisfaction, and investigating differences in the patterns of relationships between two age groups. The sample was composed of 36,896 workers from the 5th European Working Conditions Survey. Structural equation modeling analyses and multiple group analyses were performed. The results revealed a parallel mediational model, in which work meaningfulness and general job satisfaction mediate the relationships between work characteristics and well-being. Additionally, job satisfaction partially mediates the relationship between meaningfulness and well-being. These results were confirmed in both age groups (under 55 years old and older workers), but age moderates the relationships between social support and the mediating variables and the relationships between the mediating variables and general well-being. The present study uncovers significant pathways through which time pressure, decision latitude, and social support are related to psychological well-being, depicting an important step in better understanding how and when work characteristics are related to positive outcomes. It provides important clues for promoting psychosocial health at work at the European level.

Life satisfaction and status among adolescent law offenders.

BACKGROUND: Life satisfaction among young offenders may be affected by the subjective experience of their social status and by the feeling of being a 'loser' compared with others, but it is not clear what variables affect such experiences in this group. AIMS: To examine relationships of type of sentence (prison or probation) and of gender with subjective social status, sense of defeat and life satisfaction among young offenders. METHODS: One hundred and five participants were randomly selected from a cohort of young offenders, stratifying for sentence type and for gender. They were interviewed by trained and experienced interviewers. RESULTS: Young people in a correctional facility experienced lower life satisfaction and greater sense of defeat than those on probation. Independently of judicial measure, low life satisfaction was correlated with sense of defeat among young men but not young women, whereas among young women, but not young men, low life satisfaction was associated with low subjective status. CONCLUSIONS AND IMPLICATIONS: Our findings of a correlation between sentence type and life satisfaction needs new, longitudinal research to determine the direction of this relationship. Whether low life satisfaction is predictive of a custodial disposal for young offenders or such a sentence lowers life satisfaction, those trying to supervise or help these young people may need to take account of it. Further, our findings suggest that young male and young female offenders should perhaps be treated in different ways to improve their sense of satisfaction with life, which may, in turn, reduce their risk of reoffending.

Winning the hearts and minds of followers: The interactive effects of followers' emotional competencies and goal setting types on trust in leadership / Ganando la mente y el corazón de los seguidores: El efecto interactivo de las competencias emocionales de los seguidores y el tipo de establecimiento de metas sobre la confianza en el líder

Followers' trust is essential for effective leadership. While initial approaches to trust focused on trust-related information, recent findings suggest that trust also has an affective component. Therefore, emotional competencies such as emotional attention, clarification and repair could predict trust in leadership, in early stages of the follower-leader relation. However, as this relation develops in time, trust-related judgments may shift from followers' emotions towards leaders' behaviors such as goal setting practices. As goals can be set in either a directive or participative way, followers with different levels of emotional competences should have distinct emotional responses towards these goal-setting types. On this rationale, we evaluated a possible interactive effect between goal setting types and emotional competencies on followers' trust in leadership. For this, we conducted a two-wave experiment, randomly assigning 228 participants to two possible experimental conditions (directive vs. participative goal setting) or a control group (unspecific "Do your best" goals). We used multivariate regression analyses to test our hypotheses, controlling for demographic factors (participants age, biological gender and previous work experience) and stable personality traits. While there were no differences in trust in leadership across experimental conditions, followers' emotional competencies at work session 1 had positive main effects on followers' trust in leadership. At work session 2, significant interaction effects between directive goal setting type and both emotional clarity and repair indicate that only setting goals in a directive way will compensate low levels of followers' emotional clarity and repair.

La confianza de los seguidores es un elemento esencial de un liderazgo eficaz. Las aproximaciones tempranas a la formación de la confianza hacia los líderes, adoptaron un enfoque basado en evaluaciones basadas en información. Sin embargo, avances recientes en la investigación de la confianza sugiere que estas evaluaciones también contienen un componente afectivo. En este estudio proponemos que las competencias emocionales, como (1) atención, (2) claridad y (3) reparación emocional predecirán la confianza hacia el líder en momentos tempranos de la relación líder-seguidor. A medida que esta relación se desarrolla en el tiempo, las evaluaciones sobre la fiabilidad del líder cambiaran su objetivo, más precisamente de las emociones que el líder despierta a la manera en que este establece las metas. Debido a que las metas pueden ser establecidas de manera directiva o participativa, los seguidores con diferentes niveles en estas tres competencias emocionales, deberían presentar diferentes respuestas emocionales hacia dichas prácticas de establecimiento de metas. Basándonos en esta idea, evaluamos un posible efecto interactivo de las competencias emocionales y el tipo de establecimiento de metas sobre los puntajes de confianza hacia el líder de los seguidores. Para esto, realizamos un experimento longitudinal de dos sesiones de trabajo al cual asistieron 228 participantes. Las competencias emocionales de los seguidores en la primera sesión de trabajo tuvieron un efecto positivo sobre su confianza en el líder, mientras que se detectó un efecto de interacción entre la reparación emocional y el tipo de establecimiento de metas. En la segunda sesión de trabajo, solo se detectaron efectos de interacción entre la claridad y la reparación emocional y el establecimiento de metas directivo. Este resultado indica que el hecho de establecer metas, y no como estas se establecen es lo que compensara el efecto negativo sobre la confianza en el líder de bajos niveles de claridad y reparación emocional de los seguidores.

Linking Emotional Dissonance and Service Climate to Well-Being at Work: A Cross-Level Analysis / Relaciones de la disonancia emocional y del clima de servicio con el bienestar en el trabajo: un estudio transnivel

In this study, emotional dissonance and service climate are related to well-being at work through two independent corridors. To consider emotional dissonance and service climate, we designed a cross-level model where multilevel predictors (individual emotional dissonance and work-unit service climate) were related to individual levels of burnout and engagement. Using a sample of 512 employees working in 152 work-units, we confirmed the existence of a model where service climate is significantly related to burnout and engagement, beyond the role of emotional dissonance. The research concludes with a discussion of these results and future implications.

Este trabajo analiza las relaciones entre disonancia emocional y clima de servicio con bienestar en el trabajo, siguiendo dos vías. Se realizó un diseño transnivel en el que se analizan variables en diferentes niveles (disonancia emocional a nivel individual y clima de servicio work-unit), como predictores de burnout y engagement. En el estudio participó una muestra de 512 trabajadores pertenecientes a 152 unidades de trabajo. Los análisis multinivel confirmaron la existencia de un modelo donde el clima de servicio está directamente relacionado con los niveles de burnout y engagement de los trabajadores, una vez controlado su nivel de disonancia emocional. La investigación concluye con la discusión de los resultados y las implicaciones de los mismos.

Followers' agreeableness and extraversion and their loyalty towards authentic leadership.

BACKGROUND: Effective leaders understand that loyal followers are the key for success. To win their loyalty, leaders usually build social exchange relationships with them, through a wide range of behaviours, such as honouring agreements or using open and transparent communication. However, the effect of these behaviours on their followers' loyalty can differ depending on followers' individual differences, especially in relational traits such as agreeableness and extraversion. METHOD: We explored the moderating role of followers' agreeableness and extraversion in the relationship between authentic leadership (using transactional leadership as reference group) and followers' loyalty. A two-wave experiment, where 224 participants with and without work experience were randomly assigned to either a transactional or authentic leadership style condition was conducted. RESULTS: Our results show that followers in the authentic leadership condition had higher levels of loyalty toward their leader. Moreover, followers' agreeableness played a negative moderating role in this relationship whereas extraversion played a positive moderating role in it. CONCLUSIONS: Our results indicate that followers' characteristics influence the effect of situational factors on their attitudes, such as loyalty, providing support for the need of a more integrative approach to leadership, where followers need to be considered as active elements of this process ofinfluence.

Truly satisfied with your retirement or just resigned? Pathways toward different patterns of retirement satisfaction.

The main aim of the present study was to explore different patterns of retirement satisfaction. Following the dynamic model of job satisfaction, we identify different retirement satisfaction forms. We also examined a set of antecedents of observed retirement satisfaction forms and their impact on psychological well-being. Using a sample of 270 Spanish retirees, cluster analytical results showed four retirement satisfaction forms. These were stabilized-progressive, resigned-stabilized, and resigned retirement satisfaction and constructive-fixated retirement dissatisfaction. Gender, retirement intentions, and voluntariness of retirement transition predicted retirement satisfaction forms. Finally, our findings showed that participants experiencing constructive-fixated retirement dissatisfaction reported lower psychological well-being compared with participants from stabilized-progressive and resigned-stabilized retirement satisfaction forms. These findings provide preliminary support for the study of retirement satisfaction from the dynamic perspective and call for more research on this issue. The findings could also imply the potential value of attending to retirement transition factors to achieve better adjustment to retirement.

The influence of the early retirement process on satisfaction with early retirement and psychological well-being.

The present study explores the influence of the early retirement process on adjustment to early retirement, taking into account the roles of individual characteristics and social context in this process. We proposed a systematic model integrating perceived ability to continue working, organizational pressures toward early retirement and group norms about early retirement as antecedents of the early retirement process and subsequent satisfaction with early retirement and psychological well-being. In addition, we examined the moderating role of the voluntariness of the early retirement transition in the proposed model. Our hypotheses were tested using a sample of 213 early retirees. We found that while high organizational pressures were related to lower retirement age, low perceived ability to continue working and group norms favorable to early retirement were related to higher levels of early retirement intentions. Furthermore, group norms favorable to early retirement

Low oxygen treatment prior to cold storage decreases the incidence of bitter pit in 'Golden Reinders' apples.

BACKGROUND: The effect of subjecting 'Golden Reinders' apples to a low O(2) pre-treatment (LOT; 1-2% O(2)) was evaluated as a strategy to decrease the rate of bitter pit (BP) incidence after standard cold storage (ST). Immediately after harvest, apples were stored for 10 days at 20 degrees C under low O(2). Thereafter, apples were cold-stored (0-4 degrees C) for 4 months and changes were monitored in terms of BP incidence, fruit quality traits and mineral element concentrations. RESULTS: After 4 months cold storage, LOT apples presented a 2.6-fold decrease in the rate of BP incidence (14%) versus the values obtained for standard cold-stored fruits (37% BP incidence). LOT increased flesh firmness, total soluble solids and titratable acidity as compared to the quality traits determined for cold-stored fruits. Lower cortex Ca and Mg concentrations as compared to ST apples were determined in association with LOT, 2 months after cold storage. CONCLUSION: Application of a LOT prior to cold storage may be a promising strategy to reduce the incidence of BP and preserve fruit quality, which should be further investigated.

Employability and personal initiative as antecedents of job satisfaction.

In a changing and flexible labour market it is important to clarify the role of environmental and personal variables that contribute to obtaining adequate levels of job satisfaction. The aim of the present study is to analyze the direct effects of employability and personal initiative on intrinsic, extrinsic and social job satisfaction, clarifying their cumulative and interactive effects. The study has been carried out in a sample of 1319 young Spanish workers. Hypotheses were tested by means of the moderated hierarchical regression analysis. Results show that employability and personal initiative predict in a cumulative way the intrinsic, extrinsic and social job satisfaction. Moreover, the interaction between employability and personal initiative increases the prediction of these two variables on intrinsic and extrinsic job satisfaction. Results also indicate that higher values of employability when initiative is also high are associated to higher levels of intrinsic and extrinsic satisfaction. These results have implications for theory and practice in a context of new employment relations.

Job demands, job resources and individual innovation at work: going beyond Karasek's model?

The job demands-control model is one of the most recognized models in occupational stress research. It has, however, provided contradictory results, and the active learning hypothesis derived from this model has been under-researched in comparison with research on the stress hypothesis. The main aim of this study is to test the Job Demands Resources Model in the prediction of individual innovation at work as an active coping strategy. Results with hierarchical multiple regression analyses provide empirical support for this model. We found a positive relationship between job demands and individual innovation in situations characterized by high job resources. Finally, we discuss the limitations and practical implications of this study.

Constructions of work stress and coping in a female- and a male-dominated department.

In the present study the nature of stress and coping was investigated and considered as socially constructed. Thirty small group interviews were performed using the Critical Incident Technique in one female- and one male-dominated customer service department of a telecom company. The main themes about stress among both women and men were often expressed as collective phenomena and were connected to the organizational change and downsizing process, problems when carrying out the work and lack of autonomy. However, a striking difference between female and male interviews was found in the way that women to a greater extent expressed lack of autonomy and their working situation was described as strictly regulated. The findings illustrate that a traditional gender difference regarding autonomy could be found when comparing a female- and a male-dominated department even though they were performing the same type of job. Both women and men portrayed coping as a mixture of collective and individual strategies. They often mentioned collective acceptance, resignation and hardening. There is a need for further research about women and men at work, taking into consideration the interpersonal context and the collective nature of stress and coping.

[The job involvement modulating role in the relationship between stress and job satisfaction]. / El papel modulador de la implicación con el trabajo en la relación entre el estrés y la satisfacción laboral.

This paper analyzes the modulator role of job involvement in the relationship between stress and job satisfaction, using the OSI (Occupational Stress Indicator) model. For this purpose, we analyzed: six sources of stress, the OSI job satisfaction results, and a job involvement scale. The sample consisted of 779 professional soldiers from the Spanish Army. The results show that when the levels of the two dimensions job involvement (psychological identification and job-related feelings of duty-obligation are high, stress due to achievements and career development and social relationships will have no influence on job satisfaction. However, we found higher job satisfaction, even when stress is high, in those situations where psychological identification is low and job-related feelings of duty-obligation are high.