Job Insecurity, Occupational Future Time Perspective, and Psychological Distress Among Casino Employees.

The primary goal of this study was to examine job insecurity as a work stressor predicting psychological distress (i.e. depression, anxiety, and stress) among casino employees in Macao, China. The study was also the first one to test whether occupational future time perspective mediated the above relations. We recruited 1014 participants, who voluntarily took part in an anonymous survey in October 2016. Results suggested that job insecurity was positively related to psychological distress (i.e. depression, anxiety and stress). In line with our hypothesis, we also found that occupational future time perspective significantly mediated the association between job insecurity and psychological distress. The findings suggest that, in psychological health promotion campaigns among casino employees, job insecurity is a key factor to be addressed via organizational policies and activities.

Data on how job satisfaction and perceived value of CSR demotivate undesirable job habits during a crisis.

This dataset was collected one year after the outbreak of the COVID-19 pandemic from December 2020 to January 2021 in Macao Special Administrative Region, China. The aim was to investigate the behaviour changes of employees working in the service industry under the stress of pandemic, and the roles of job satisfaction and corporate social responsibility (CSR) as individual and organizational mediators respectively at alleviating undesirable job habits. Data collection was done both offline and online due to stringent pandemic preventive measures during the collection period. Respondents of this survey included employees in different sectors of the service industry, for instance, travel agencies, hotels, casinos, food and beverage, and retails. A total of 895 responses were collected, in which 23 responses were removed during data cleaning, and 872 responses were retained in the dataset. The dataset can serve as the base of reference for future studies on employee habit change, both within and under crisis. It can also serve as a reference for future studies that examined effective ways of minimizing negative job habit changes that ensued from crises.