Title: Explaining the relation between job insecurity and employee outcomes during organizational change: A multiple group comparison
Author team: Désirée Schumacher, Bert Schreurs, IJ. Hetty van Emmerik, Hans De Witte
Abstract: We develop and test a mediation model linking job insecurity to affective commitment and psychosomatic complaints via two distinct theoretical mechanisms: fairness and energy depletion. Analyses were based on 6,268 Belgian bank employees facing organizational change. Results from structural equation modeling showed that fairness and exhaustion partially mediated the association of job insecurity with affective commitment and psychosomatic complaints, respectively. Multiple group analysis showed that the relation between job insecurity and fairness gradually decreased across the three change stages, and that the exhaustion process was most prominent amid the change. Implications and directions for future research are discussed.
Our paper “Religiousness in times of job insecurity: job demand or resource?” published in Career Development International was selected by the journal’s editorial team as a Highly Commended paper in the 2015 Emerald Literati Network Awards for Excellence.
The web page of all winners is now live:
Title: Pay Level Satisfaction and Employee Outcomes: The Moderating Effect of Autonomy and Support Climates
Author team: Bert Schreurs, Hannes Guenter, Hetty van Emmerik, Guy Notelaers, and Désirée Schumacher
Abstract: The present study examined autonomy climate (AC) and support climate (SC) as moderators of the relationship between pay level satisfaction (PLS) and employee outcomes (i.e., job satisfaction, affective commitment and intention to stay). Survey data were collected from 5801 Belgian employees, representing 148 units. The hypotheses derived from distributive justice theory and from research on the meaning of money received partial support. Multilevel analyses revealed that AC buffered the negative effects of low PLS on all three outcomes, and that SC exacerbated the negative effects of low PLS on intention to stay. Theoretical and practical implications of this differential moderating effect are discussed.
Title: Religiousness in times of job insecurity: job demand or resource?
Author team: Bert Schreurs, IJ. Hetty van Emmerik, Nele De Cuyper, Tahira Probst, Machteld van den Heuvel, Eva Demerouti
Abstract: Departing from the job demands resources model, the purpose of this paper is to investigate whether religion, defined as strength of religious faith, can be viewed as resource or as demand. More specifically, the authors addressed the question as to how job insecurity and religion interact in predicting burnout and change-oriented behavior. The authors conducted moderated structural equation modeling on survey data from a sample of 238 employees confronted with organizational change. Results were largely consistent with the “religion as a demand” hypothesis: religion exacerbated rather than buffered the negative effects of job insecurity, so that the adverse impact of job insecurity was stronger for highly religious employees than for employees with low levels of religiousness. Religious employees appear to experience more strain when faced with the possibility of job loss. The results of this study challenge and extend existing knowledge on the role of religion in coping with life stressors. The dominant view has been that religion is beneficial in coping with major stressors. The results of this study, however, suggest otherwise: religion had an exacerbating rather than a buffering effect on the relationship between job insecurity and outcomes.
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Title: How adaptive and maladaptive humor influence well-being at work: A diary study
Author team: Hannes Guenter, Bert Schreurs, IJ. Hetty van Emmerik, Wout Gijsbers, and Ad van Iterson
Abstract: In this paper, we investigate how adaptive and maladaptive humor influence well-being in the workplace. In particular, this study examines the extent to which reactions from others (i.e., humor targets) can moderate the relationship between humor and well-being. Unlike prior research, we adopted a within-person research design. We used data from a two-week-long diary study of 57 Dutch individuals employed in the automotive sector. Our hierarchical linear modeling analysis found that employees are more engaged on days when they express adaptive humor, while they appear more emotionally exhausted on days when they express maladaptive humor. Reactions from humor targets do not moderate the effects of humor. Using a within-person design, this study makes an important contribution to the humor at work literature, which has focused almost exclusively on inter-individual differences.
Citation information: Humor. Volume 26, Issue 4, Pages 573–594, ISSN (Online) 1613-3722, ISSN (Print) 0933-1719, DOI: 10.1515/humor-2013-0032, October 2013