This article examines how qualitative job insecurity, work motivation and perceived investment in... more This article examines how qualitative job insecurity, work motivation and perceived investment in employee development (PIED) are associated with employees’ contextual performance in terms of extra-role behaviours (ERBs). The authors propose a three-way interaction model and suggest that the way qualitative job insecurity relates to employees’ ERBs is contingent upon their work motivation and PIED. Results showed that there was a significant three-way interaction between job insecurity, PIED and intrinsic motivation (but not for extrinsic motivation) for ERBs. Employees who reported high qualitative job insecurity but had low intrinsic motivation engaged in more ERBs when they were given ample opportunities for development, while highly intrinsically motivated individuals exhibited fewer ERBs when the organization supported their professional development. This study contributes to the job insecurity and motivation literatures. To increase ERBs, organizations are advised to reduce qu...
Purpose: This study explores similarities and differences between women and men with similar work... more Purpose: This study explores similarities and differences between women and men with similar working conditions (working within the same sector, in the same organization, and in the same occupation ...
The Swedish labor market is gender segregated. This means that gender differences in health can b... more The Swedish labor market is gender segregated. This means that gender differences in health can be confounded by factors associated with sector and occupation. Thus, sector and occupation need to b ...
Job insecurity is a stressor empirically linked to various negative outcomes, such as impaired wo... more Job insecurity is a stressor empirically linked to various negative outcomes, such as impaired work attitudes and adverse health symptoms. Less is known about how these negative consequences can be ...
Previous research has identified a link between job insecurity perceptions and turnover intention... more Previous research has identified a link between job insecurity perceptions and turnover intentions among employees. It has also been suggested that in times of turmoil and insecurity in the organiz ...
This study investigates the importance of these new potential stressors above and beyond more tra... more This study investigates the importance of these new potential stressors above and beyond more traditional role characteristics, for employee well-being and motivation. More specifically, the purpos ...
Burnout among health-care employees is an issue that has received considerable research attention... more Burnout among health-care employees is an issue that has received considerable research attention, and numerous studies have found burnout to be predicted by various work-related demands and resour ...
Exit, voice, loyalty, and neglect as employee responses to companies in decline have been investi... more Exit, voice, loyalty, and neglect as employee responses to companies in decline have been investigated in several studies. When individuals work and act in an environment that is turbulent with org ...
As market mechanisms are growing more widespread there is also a gradual restructuring of health ... more As market mechanisms are growing more widespread there is also a gradual restructuring of health care. The creation of quasi markets in order to achieve competition, increased cost consciousness, n ...
Purpose: The affective space of human emotions is considered to be structured by two dimensions: ... more Purpose: The affective space of human emotions is considered to be structured by two dimensions: the pleasure vs. displeasure continuum and the degree of arousal. Highly energetic positive states, such as engagement, are distinguished from more passive ones, such as satisfaction. Both can be considered indicators of employees’ well-being. The aim of this study was to investigate whether employees characterized by contrast levels of work centrality and turnover intention, differ with respect to feelings of engagement and satisfaction. We hypothesized that divergent attributes of those two emotions are linked to contrasting causes.Design/Methodology: In order to test this assumption we conducted a study, in which 579 Swedish employees completed a questionnaire measuring positive feelings at work, intention to leave the company and work centrality.Results: Multivariate analyses revealed that the feeling of satisfaction was negatively associated with decision of leaving the job. However, among employees expressing an intention to remain in the organization, highly engaged were primarily those, who considered work as central in their lives.Limitations: Findings refer to a general, overall feelings. It is recommended to check whether differences between satisfaction and engagement hold also on a state level of emotions.Research/Practical Implications: Satisfaction is a sign of reaching an acceptable level of what is expected from a job. However, results suggest that this is not enough to be engaged. Individuals have to highly value their work to feel engaged.Originality/Value: This study explores the difference between two forms of employees’ well-being, which is often ignored in work psychology.
This chapter aims to illustrate the relation between the objective of the research study, its sam... more This chapter aims to illustrate the relation between the objective of the research study, its sample and design, the choice of data analyses, as well as those conclusions that may be drawn. Quantit ...
This article examines how qualitative job insecurity, work motivation and perceived investment in... more This article examines how qualitative job insecurity, work motivation and perceived investment in employee development (PIED) are associated with employees’ contextual performance in terms of extra-role behaviours (ERBs). The authors propose a three-way interaction model and suggest that the way qualitative job insecurity relates to employees’ ERBs is contingent upon their work motivation and PIED. Results showed that there was a significant three-way interaction between job insecurity, PIED and intrinsic motivation (but not for extrinsic motivation) for ERBs. Employees who reported high qualitative job insecurity but had low intrinsic motivation engaged in more ERBs when they were given ample opportunities for development, while highly intrinsically motivated individuals exhibited fewer ERBs when the organization supported their professional development. This study contributes to the job insecurity and motivation literatures. To increase ERBs, organizations are advised to reduce qualitative job insecurity and to provide ample learning opportunities for employees who have low levels of intrinsic motivation.
This article examines how qualitative job insecurity, work motivation and perceived investment in... more This article examines how qualitative job insecurity, work motivation and perceived investment in employee development (PIED) are associated with employees’ contextual performance in terms of extra-role behaviours (ERBs). The authors propose a three-way interaction model and suggest that the way qualitative job insecurity relates to employees’ ERBs is contingent upon their work motivation and PIED. Results showed that there was a significant three-way interaction between job insecurity, PIED and intrinsic motivation (but not for extrinsic motivation) for ERBs. Employees who reported high qualitative job insecurity but had low intrinsic motivation engaged in more ERBs when they were given ample opportunities for development, while highly intrinsically motivated individuals exhibited fewer ERBs when the organization supported their professional development. This study contributes to the job insecurity and motivation literatures. To increase ERBs, organizations are advised to reduce qu...
Purpose: This study explores similarities and differences between women and men with similar work... more Purpose: This study explores similarities and differences between women and men with similar working conditions (working within the same sector, in the same organization, and in the same occupation ...
The Swedish labor market is gender segregated. This means that gender differences in health can b... more The Swedish labor market is gender segregated. This means that gender differences in health can be confounded by factors associated with sector and occupation. Thus, sector and occupation need to b ...
Job insecurity is a stressor empirically linked to various negative outcomes, such as impaired wo... more Job insecurity is a stressor empirically linked to various negative outcomes, such as impaired work attitudes and adverse health symptoms. Less is known about how these negative consequences can be ...
Previous research has identified a link between job insecurity perceptions and turnover intention... more Previous research has identified a link between job insecurity perceptions and turnover intentions among employees. It has also been suggested that in times of turmoil and insecurity in the organiz ...
This study investigates the importance of these new potential stressors above and beyond more tra... more This study investigates the importance of these new potential stressors above and beyond more traditional role characteristics, for employee well-being and motivation. More specifically, the purpos ...
Burnout among health-care employees is an issue that has received considerable research attention... more Burnout among health-care employees is an issue that has received considerable research attention, and numerous studies have found burnout to be predicted by various work-related demands and resour ...
Exit, voice, loyalty, and neglect as employee responses to companies in decline have been investi... more Exit, voice, loyalty, and neglect as employee responses to companies in decline have been investigated in several studies. When individuals work and act in an environment that is turbulent with org ...
As market mechanisms are growing more widespread there is also a gradual restructuring of health ... more As market mechanisms are growing more widespread there is also a gradual restructuring of health care. The creation of quasi markets in order to achieve competition, increased cost consciousness, n ...
Purpose: The affective space of human emotions is considered to be structured by two dimensions: ... more Purpose: The affective space of human emotions is considered to be structured by two dimensions: the pleasure vs. displeasure continuum and the degree of arousal. Highly energetic positive states, such as engagement, are distinguished from more passive ones, such as satisfaction. Both can be considered indicators of employees’ well-being. The aim of this study was to investigate whether employees characterized by contrast levels of work centrality and turnover intention, differ with respect to feelings of engagement and satisfaction. We hypothesized that divergent attributes of those two emotions are linked to contrasting causes.Design/Methodology: In order to test this assumption we conducted a study, in which 579 Swedish employees completed a questionnaire measuring positive feelings at work, intention to leave the company and work centrality.Results: Multivariate analyses revealed that the feeling of satisfaction was negatively associated with decision of leaving the job. However, among employees expressing an intention to remain in the organization, highly engaged were primarily those, who considered work as central in their lives.Limitations: Findings refer to a general, overall feelings. It is recommended to check whether differences between satisfaction and engagement hold also on a state level of emotions.Research/Practical Implications: Satisfaction is a sign of reaching an acceptable level of what is expected from a job. However, results suggest that this is not enough to be engaged. Individuals have to highly value their work to feel engaged.Originality/Value: This study explores the difference between two forms of employees’ well-being, which is often ignored in work psychology.
This chapter aims to illustrate the relation between the objective of the research study, its sam... more This chapter aims to illustrate the relation between the objective of the research study, its sample and design, the choice of data analyses, as well as those conclusions that may be drawn. Quantit ...
This article examines how qualitative job insecurity, work motivation and perceived investment in... more This article examines how qualitative job insecurity, work motivation and perceived investment in employee development (PIED) are associated with employees’ contextual performance in terms of extra-role behaviours (ERBs). The authors propose a three-way interaction model and suggest that the way qualitative job insecurity relates to employees’ ERBs is contingent upon their work motivation and PIED. Results showed that there was a significant three-way interaction between job insecurity, PIED and intrinsic motivation (but not for extrinsic motivation) for ERBs. Employees who reported high qualitative job insecurity but had low intrinsic motivation engaged in more ERBs when they were given ample opportunities for development, while highly intrinsically motivated individuals exhibited fewer ERBs when the organization supported their professional development. This study contributes to the job insecurity and motivation literatures. To increase ERBs, organizations are advised to reduce qualitative job insecurity and to provide ample learning opportunities for employees who have low levels of intrinsic motivation.
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