Background: Previous research suggests that job insecurity is associated with poor mental health, but research examining how different aspects of job insecurity relate to clinical measures of poor mental health are lacking. We aimed to investigate the association between cognitive and affective job insecurity and incident purchases of psychotropic drugs.

Methods: We included 14,586 employees participating in the Swedish Longitudinal Occupational Survey of Health (SLOSH), who answered questions on cognitive and/or affective job insecurity in 2010, 2012 or 2014. Respondents were followed in the Swedish Prescribed Drug Register (2.5 years on average). We investigated the association between job insecurity and incident psychotropic drugs with marginal structural Cox models.

Results: Affective job insecurity was associated with an increased risk of purchasing any psychotropic drugs (Hazard Ratio (HR) 1.40 (95% Confidence Interval (CI) 1.04–1.89)) while cognitive job insecurity was not (HR 1.15 (95% CI 0.92–1.43)). Cognitive and affective job insecurity were both associated with antidepressants, affective job insecurity with anxiolytics, but no association was found with sedatives. Women and younger workers seemed to have higher risk compared to men and older workers, but differences were not statistically significant.

Limitations: Although job insecurity and psychotropic drugs were assessed through independent sources and several covariates were considered, unmeasured confounding cannot be ruled out.

Conclusions: The findings support that affective job insecurity is a risk factor for psychotropic drug treatment, that it may be relevant to distinguish between different types of job insecurity, and to consider sex and age as moderating factors.

The negative effects of job insecurity on work attitudes are well-known. The uncertainty management theory (UMT) suggests that organisational justice may help to deal with the stressor job insecurity. This study presents the results of a multi-level investigation on the moderating influence of informational justice on the negative effects of quantitative and qualitative job insecurity on work attitudes. Full data of 183 Swedish accountants, five time points with one-year time lags, confirmed the predictions based on the UMT. The few studies that tested this proposition found generally confirming results. This study adds to the current knowledge with several accounts. One is that qualitative job insecurity, anticipation of losing valued job features, is included whereas previous research has only dealt with the general worry of job loss. Second the focus is on informational justice as a moderator which has been neglected so far although more likely to buffer the negative effects on work attitudes. Third, the data is analysed in a multi-level fashion such that the fluctuation of job insecurity and organisational justice over the time of five years and the common between-person differences are investigated simultaneously. Organisations that undergo changes that create job insecurity in their employees may offset the negative consequences by using informational justice.

Purpose: Job insecurity has been recognized as a predominant work stressor in work environment research for the past thirty years. Thus far, two meta-analyses have been published on the consequences of job insecurity for individual and organizational outcomes. However, these meta-analyses were published in 2002 and 2008 and contain only a few broad outcomes. Since then, the amount of published job insecurity studies have increased substantially, investigating a wider range of outcomes. The aim of the present meta-analysis was to extend previous knowledge by investigating the effects of job insecurity on a broader spectrum of outcomes than the previous meta-analyses have done.

Design/Methodology: Literature searches with the search terms “job insecurity”, “job uncertainty”, “job security”, and “job security satisfaction” in relevant databases during the time period 1980─2016 resulted in 523 peer-reviewed papers published. The outcome variables were divided in to three thematic categories: work related attitudes and behaviors, mental and physical health, and life outside work.

Results: The results suggest that job insecurity has a substantial and negative impact on the wide range of outcomes included.

Limitations: The study cannot address the question of direction (causality) of the relationships presented and did not control for potential confounding variables.

Research/Practical implications: Job insecurity is demonstrated to have strong, negative effects on organizational performance and individual health and well-being as well as for life outside work.

Originality/Value: Adding to previous knowledge, this study both broadens and deepens the understanding of the negative consequences associated with job insecurity.

Research has consistently shown adverse consequences of job insecurity. Such adversity includes poorer mental and physical health as well as reduced well-being. Moreover, findings suggest that job insecurity increases interference between work and family domains. While most job insecurity research focuses on quantitative aspects, including overall worries regarding the future existence of a job, there is a qualitative dimension which includes worries about losing valued characteristics of the job. Studies of the two dimensions suggest that quantitative and qualitative job insecurity have diverse effects on different health-related outcomes. This makes it meaningful to investigate whether and how individuals and groups vary in their job insecurity perceptions across these two dimensions. While most studies have taken on a variable-oriented approach focusing on relationships between variables and the identification of predictors and consequences in specific populations, it tends to neglect variation between individuals. A person-oriented approach, including for instance latent profile analysis, uses the variation between individuals to form groups of individuals with similar variability. This study investigates such individual differences in perceptions of quantitative and qualitative job insecurity to go beyond categorizations of high and low job insecurity and forward the understanding of how individuals within a population may vary in their experiences. Specifically, the aim was to explore whether it would be possible to identify different job insecurity profiles among women and men working full-time. Moreover, variations between profiles in work/home interference, health, and well-being were investigated.

We invited working women and men with positions requiring a higher education, aged 32-58 years and residing in Sweden, to a questionnaire study (response rate: 56 per cent). The analysis included self-ratings of quantitative and qualitative job insecurity, work/home interference, health, and well-being, and demographics, from 1169 full-time working adults (52.4 per cent women). Latent profile analysis was performed to identify profiles. Subsequent analyses included profile comparisons of demographics, work/home interference, health, and well-being. Four different job insecurity profiles were identified: 1) Secure (n = 715), 2) Secure: quality concerned (n = 238), 3) Insecure: employment concerned (n = 149), and 4) Insecure (n = 67). Comparing the profiles, significant differences emerged for work/home interference (i.e., family/work conflict), self-rated health, and well-being. As would be expected, the Secure had better self-rated health and well-being than the others, while the finding for family/work conflict seemed less consistent.

Obviously, the study design limits conclusions regarding causality. Also, the study included full- time workers with a higher education which limits generalization. Yet, it was possible to distinguish different job insecurity profiles also in more privileged populations. Although the Secure profile was by far the largest, other profiles were characterized by concerns regarding overall insecurity, the employment, or job qualities. Using a person-oriented approach, this study adds to the fine-grained understanding of individual differences of job insecurity as an occupational stressor. This is important to facilitate targeted communication to vulnerable groups when organizational resources are limited, which, in turn, is key for developing a sustainable working life.

Forskning har visat att upplevelser av anställningsotrygghet bland arbetstagare är förenade med negativa konsekvenser i form av exempelvis sämre hälsa och lägre välbefinnande. Merparten av den tidigare forskningen utgår från en så kallat variabel-orienterad ansats. Det betyder att fokus ligger på att undersöka samband, prediktorer och konsekvenser av anställningsotrygghet. Den här ansatsen medför vissa begränsningar i och med att den inte tar tillräcklig hänsyn till det faktum att samband kan se olika ut i olika grupper av individer. Det hänger samman med att olika grupper av individer kan uppfatta anställningsotrygghet på olika sätt. Sådana variationer kan i sin tur ha olika konsekvenser för hälsa och välbefinnande. Istället för en variabel-orienterad ansats kan en person-orienterad ansats användas för att beskriva variationer mellan olika grupper av individer. För att klargöra om en person orienterad ansats kan tillföra något behöver upplevelser i anställningsotrygghet undersökas utifrån en sådan ansats. Den här empiriska studien syftade till att 1) undersöka om det är möjligt att urskilja olika kombinationer av upplevd anställningsotrygghet bland yrkesarbetande kvinnor och män och 2) om olika sådana kombinationer är kopplade till olika upplevelser av hälsa och välbefinnande. Självrapporterad anställningsotrygghet, inkluderande såväl kvantitativa som kvalitativa aspekter, samt hälsa och välbefinnande samlades in genom enkäter som besvarades av ungefär 1300 yrkesarbetande kvinnor och män. Person-orienterade analyser genomfördes med utgångspunkt i kvantitativ respektive kvalitativ anställningsotrygghet. Ytterligare analyser inkluderade gruppjämförelser avseende hälsa och välbefinnande för att undersöka variationer kopplade till olika kombinationer av anställningsotrygghet.De person-orienterade analyserna visade att det är möjligt att särskilja grupper med olika kombinationer av anställningsotrygghet. Det går alltså att identifiera olika profiler. Dessa profiler förekommer i olika utsträckning. Vidare jämförelser visade också på variationer i hälsa och välbefinnande. Sammantaget visar resultaten alltså att en person-orienterad ansats kan tillföra värdefull kunskap om olika grupper av individer. Det kan vara viktigt för att förstå och kunna möta olika grupper i arbetslivet med profilerade insatser.

With increased global competition in business and ever higher demands of flexibility, job insecurity is something that most employees will experience sooner or later. Anticipating job loss is an agonizing state of mind. In fact, experiencing insecurity related to the continuity of one’s job is regarded as more stressful than actually losing it. However, job insecurity perceptions do not arise out of nothing. They are of course embedded in a social context. Consider the ‘second great contraction’, the financial crisis that started in 2007 and the recession that followed it (e.g. Reihart & Rogoff, 2009): Watching the news and hearing about negative trends in employment rates, hearing about friends or family worrying about their future income, worrying about the future of your own job – it does something to you. Add to this picture that job insecurity can be shared within an organization, for instance amongst your coworkers. It thus becomes a shared perception, a climate of job insecurity. The aim of this article is to give a brief description of existing research on job insecurity, and to introduce the job insecurity climate construct to a broader audience.

Work is an essential part of most people’s lives. With increasing flexibility in work life, many employees experience job insecurity – they perceive that the future of their jobs is uncertain. However, job insecurity is not just an individual experience; employees can perceive that there is a climate of job insecurity at their workplace as well, as people collectively worry about their jobs. The overall aim of this thesis was to investigate the job insecurity climate construct and how it relates to work- and health-related outcomes and to individual job insecurity. Three empirical studies were conducted to investigate this aim. Study I investigated the dimensionality of the job insecurity construct by developing and testing a measure of job insecurity climate − conceptualized as the individual’s perception of the job insecurity climate at work − in a sample of employees working in Sweden. The results indicated that individual job insecurity and job insecurity climate are separate but related constructs and that job insecurity climate was related to work- and health-related outcomes. Study II examined the effects of individual job insecurity and job insecurity climate on work- and health-related outcomes in a sample of employees working in a private sector company in Sweden. The results showed that perceiving higher levels of job insecurity climate than others in the workgroup was associated with poorer self-rated health and higher levels of burnout. Study III tested the relationship between individual job insecurity and job insecurity climate in a sample of Flemish employees. The results indicated that individual job insecurity is contagious, as individual job insecurity predicted perceptions of job insecurity climate six months later. In conclusion, by focusing on perceptions of the job insecurity climate, the present thesis introduces a new approach to job insecurity climate research, showing that employees can perceive a climate of job insecurity in addition to their own individual job insecurity and, also, that this perception of the job insecurity climate at work has negative consequences for individuals and organizations.

Background: Job insecurity is a modern day work stressor, experienced by workers worldwide. Over the last few decades, increased flexibility and lack of stability in employment has made job insecurity a work stressor that keeps affecting more and more employees. Increased flexibility and lack of stability in employment makes individuals responsible for staying employable and securing their job. Among the individual-level negative consequences are threats to well-being, health and work attitudes. Stress theory explains how primary and secondary appraisal determines the perception of a stressor and eventual strain. This implicates that how individuals experience and interpret contextual clues influences their perception of job insecurity. The notion of such a link has been supported by previous research where relations between job insecurity and certain personality traits have been found. However, the single trait-approach has been criticized as it makes it difficult to compare results and develop theory further.

Aim: The purpose of this study is to examine the relationship between core self-evaluations and job insecurity, and the possible mediating effect of coping style.

Methods: The study investigated to what extent core self-evaluations influence the appraisal of job insecurity in a Swedish sample of white-collar workers (N=425). By applying the Preacher & Hayes’ macro for multiple mediation, the study also tested if there was a mediating effect of coping style on the relation between core self-evaluations and job insecurity. Data was collected in 2004 and 2005.

Results and Conclusion: The results show that core self-evaluations have predictive validity in relation to job insecurity. Core self-evaluations are also associated with task-based coping style. However, no mediating effect of coping style was found on the relation between core self-evaluations and job insecurity.

Purpose – The purpose of this paper is to develop and validate a measure of job insecurity climate by: first, testing whether job insecurity climate and individual job insecurity are two separate constructs; and second, investigating the relative importance of individual job insecurity and job insecurity climate in predicting work-related and health-related outcomes.

Design/methodology/approach – Data were collected by questionnaires in a simple stratified random sample of 1,380 white-collar workers in Sweden. The response rate was 56 percent.

Findings – Confirmatory factor analyses showed that job insecurity climate was distinct from individual job insecurity. Four separate ridge regression analyses showed that qualitative job insecurity climate was a significant predictor of demands, work-family conflict, psychological distress, and poor self-rated health and that quantitative job insecurity climate predicted demands and work-family conflict.

Research limitations/implications – The study is based on self-reports, which may involve common method bias. The cross-sectional study design limits the possibility to make causal inferences regarding the relationship between job insecurity climate and outcomes.

Practical implications – Future studies may consider measuring job insecurity climate in line with a referent-shift model. Work environment surveys in organizations that include measures of individual job insecurity and job insecurity climate can provide practitioners with a fuller picture of the psychosocialwork environment.

Originality/value – The present study adds to previous research by introducing a new approach to measuring and conceptualizing job insecurity climate.

Over the last few decades, increased flexibility and lack of stability in employment has made job insecurity a work stressor that affects more and more employees. Since worrying about potential job loss (quantitative job insecurity) or possible loss of valued job features (qualitative job insecurity) constitutes a subjective perception, it has been claimed that personality factors may be decisive for job insecurity perceptions. Furthermore, the perception of a stressor, in this case job insecurity, could be argued to be dependent on appraisals of available coping resources. This study investigates whether core self-evaluations predict job insecurity perceptions, and whether coping mediates this relationship, in a two-wave data set from a Swedish sample of white-collar workers (N = 425). The results show that core self-evaluations had a negative total effect on both qualitative and quantitative job insecurity. Core self-evaluations were positively related to problem-focused coping but not to emotion-focused coping. However, there was no mediating effect of coping style on the association between core self-evaluations and job insecurity.

Background: Job insecurity is a modern work stressor negatively affecting work attitudes, wellbeing and the health of employees worldwide. It has mainly been investigated as an individual level phenomenon, but drawing on the theoretical framework of social cognitive theory, it could be argued that job insecurity is also a social phenomenon. Behavioral, cognitive or other person-related factors as well as contextual factors interact in a reciprocal relationship, and shape individuals’ perceptions and interpretations of organizational events. Shared perceptions of job insecurity could be referred to as a job insecurity climate (Sora, Caballer, Peiró, & De Witte, 2009). However, it is not yet clear how job insecurity climate should be conceptualized. The multiple operationalizations of climate constructs found in organizational research, along with methodological concerns, motivates a study on the concept of job insecurity climate.

Aims:

(1)   A qualitative exploration the job insecurity climate construct

(2)   A validation study of a newly developed measure of job insecurity climate

Methods: Interviews were conducted with job insecure informants and informants working in organizations undergoing organizational change and who could be expected to experience some degree of job insecurity. Their participation was secured through snowball sampling, and a thematic analysis was conducted on the transcribed interviews. Further, questionnaire items for measuring job insecurity climate were developed, and data is currently being collected. The data collection will be finalized late November 2011.

Results/relevance: Preliminary results of the interview study gave an indication of how the job insecurity climate construct can be conceptualized. The thematic analysis revealed that the whole organization needs not be the social unit of a climate. The job insecure climate could rather be ascribed to specific groups, like for instance a group of professionals (e.g. computer technicians), a demographic group (e.g. female doctoral students), or a geographically defined unit (e.g. a branch office of a company). Depending on the focus of the study, job insecurity climate could be conceptualized either as a psychological climate or as an organizational climate. The validation of the questionnaire items will contribute further to our understanding of the job insecurity climate construct.

Background: Job insecurity, conceptualized as “the perception of a potential threat to the continuity of the current job” is a work stressor that is associated with negative consequences for well-being, health and work attitudes. So far, the individual has been the main unit of interest for research on job insecurity. However, job insecurity can also be seen as a social phenomenon, where the fous is on shared perceptions of job insecurity – a job insecurity climate. The social cognitive theory explains how behavioral, cognitive or other person-related and contextual factors interact in a reciprocal relationship. Related to job insecurity, then, this can help us understand how job insecurity climate can emerge.

Previously, a few studies have been published on job insecurity climate. But the measuring of job insecurity climate is still a relatively new area of interest to researchers. The multiple operationalizations of organizational climate found in organizational research along with methodological concerns, motivates a study on the concept of job insecurity climate and ways of measuring it.

Aim: The purpose of this study is to develop and test an instrument for measuring job insecurity climate.

Methods: As a first step, questionnaire items were developed to reflect job insecurity at a group level. Further, the study compared results from the newly developed job insecurity climate scale with aggregated individual-level data on job insecurity. The aim is to evaluate which type of scale of measurement is more appropriate for capturing job insecurity climate. The data will be collected in early 2011.

Results/relevance: The purpose of this study is to contribute to our understanding of job insecurity in general, as well as job insecurity climates in particular, and its consequences for employees.

Anställningsotrygghet – en oro för att mot sin vilja förlora jobbet – är något som de flesta anställda idag upplever under sina yrkesliv. Den beteendevetenskapliga forskningen inom detta område har skjutit fart sedan millennieskiftet, vilket motiverar behovet av en uppdaterad litteraturöversikt. Översikten omfattar prediktorer och konsekvenser av anställningsotrygghet samt vilka faktorer som har identifierats som viktiga när det gäller att mildra anställningsotrygghetens konsekvenser.

Purpose: A rapidly growing body of literature has shown that perceptions of job insecurity are related to negative outcomes, but less is known about the relative importance of different societal contexts. It has for instance been argued that the consequences of job insecurity may be more negative in countries that have a high level of social protection, because of the social stigma of unemployment. On the other hand, the lack of unemployment insurance programs may aggravate the negative consequences. The aim of this meta-analysis was to investigate if work- and health-related consequences of job insecurity vary between cultural and welfare contexts.

Design/Methodology: A literature search with the search terms “job insecurity”, “job uncertainty”, “job security”, and “job security satisfaction” in Psycinfo, Web of Science, and EBSCO produced a sample of 523 peer-reviewed papers published between 1980 and July 2016. Economic and social development, national welfare system, and tolerance for ambiguity were tested as moderators in the relationship between job insecurity and outcomes.

Results: The results indicate that the magnitudes of effects of job insecurity differ depending on the choice of classification system.

Limitations: The literature search was limited to published, peer-reviewed papers. This demarcation may have introduced a publication bias to the study.

Research/Practical implications: In addition to being an important individual and organizational concern, job insecurity is also intimately linked with societal level factors.

Originality/Value: This study contributes to an increased understanding of the importance of macro-level factors in the association between job insecurity and outcomes.

Purpose: While previous research has shown that job insecurity is linked to job performance, the number of studies exploring this relationship is limited and the results are mixed (Cheng & Chan, 2008; Sverke et al., 2002). This duality is also reflected in theoretical frameworks. For instance, psychological contract theory implicates that job insecurity may result in lower performance (De Cuyper & De Witte, 2006; Vander Elst et al., 2016), whereas impression management theory suggests that performance may increase as a consequence of perceived job insecurity (Huang et al., 2013). Further, the type of performance ratings used in previous studies has been discussed, and the sole use of self-ratings of performance is upheld as potentially problematic (e.g. Probst et al., 2017). In response to previous criticism of studies in this field regarding self-ratings of performance, both self- and supervisor-ratings of job performance are included in this study. Lastly, there have also been calls for more longitudinal studies in job insecurity research, addressing the question of short- and long-term effects of job insecurity (Greenhalgh & Rosenblatt, 2010). Taken together, this study seeks to address the mixed results found in previous research regarding the relationship between job insecurity and job performance. More specifically, the aim is to investigate how job insecurity is related to self- and supervisor-rated performance, both cross-sectionally and over time.

Design: The study is based on survey data collected among white-collar employees in a large industrial enterprise in Sweden. The data collection had a longitudinal design with 2 data waves. The questionnaire data will be supplemented with supervisor ratings of overall performance.

Findings: Questionnaire data from employees have been collected, and preliminary results indicate that job insecurity can result in lower job performance. Supervisor-ratings are currently being collected.

Research limitations: While the study adds to the literature by investigating both cross-sectional and longitudinal associations of job insecurity with self-rated as well as supervisor-rated job performance, it does not unravel the nature of causal associations. In addition, the results need replication in other national and occupational contexts.

Practical implications: The present study links job insecurity with lower performance. The results thus have important implications for organisations navigating high demands for flexibility and tight business margins. Organisations should make efforts to prevent job insecurity from emerging as a concern among employees in order to avoid reduced job performance.

Originality: By combining a longitudinal design with self- and supervisor-ratings of task performance, this study adds to previous research in two different ways: We investigate both (1) short- and long-terms associations between job insecurity and job performance, and (2) test these associations using both self- and supervisor-ratings of job performance.

The aim of this study is to examine job insecurity from a multilevel perspective and to investigate the roles of two types of job insecurity - job insecurity climate and individual job insecurity - for work-related attitudes and health outcomes. It further explores the role of the workgroup - as a social context - in shaping job insecurity perceptions. Data were collected from white-collar employees in a Swedish organization, with 126 participants nested in 18 groups. The results show that 19% of the variance in job insecurity climate perceptions, and none of the variance in individual job insecurity perceptions, could be attributed to group membership. Further, compared to other members of their group, those perceiving a stronger job insecurity climate reported lower levels of negative self-rated health and higher burnout scores. These results imply that the workgroup is an important social context for job insecurity climate perceptions.

The aim of this study is to examine job insecurity from a multilevel perspective and to investigate the roles of two types of job insecurity – job insecurity climate and individual job insecurity – for work-related attitudes and health outcomes. We further explore the role of the workgroup – as a social context – in shaping job insecurity perceptions. Data was collected from white-collar employees in a Swedish organization, with 126 participants nested in 18 groups. The results show that 19% of the variance in job insecurity climate perceptions, and none of the variance in individual job insecurity perceptions, could be attributed to group membership. Further, compared to other members of their group, those perceiving a stronger job insecurity climate reported lower levels of negative self-rated health and higher burnout scores. These results imply that the workgroup is an important social context for job insecurity climate perceptions and, thus, that leaders should take job insecurity climate perceptions at the workgroup level into account.

Job insecurity is a work stressor that has detrimental effects on work related attitudes, well-being and health. Job insecurity has mainly been investigated as an individual level phenomenon. Consequentially, the focus of past research is only on personal determinants and consequences of the employee’s perception, and social/organizational factors have not been taken into account to any large extent. However, drawing on sense making theory, it can be argued that job insecurity is a social phenomenon as well. Conceptualized as job insecurity climate, job insecurity could be considered a product of the reciprocal relationship between behavior, cognitive and other personal factors, and the social environment.

The aim of this study is to examine job insecurity from a multilevel perspective and explore to what extent the variance in job insecurity perceptions is dependent on the individual, and how important the work group as a social context in shaping job insecurity perceptions. We also aim to investigate the effects of job insecurity, both climate and individual job insecurity, on job satisfaction, productivity, burnout, and subjective health. By including both individual level job insecurity and job insecurity climate perceptions in the analysis, a deeper understanding is gained of the relation between job insecurity and negative outcomes, and thus contributes to extending our knowledge about job insecurity as a work life stressor.

Results from a pilot study of a Swedish sample using multilevel modeling showed that the work group accounts for about 5% of the variance in job insecurity climate perceptions and 2.6% of individual job insecurity perceptions. This indicates that the social context has some impact on perceptions of job insecurity. However, since the respondents in this sample perceived a very low sense of job insecurity, these results had to be replicated with another sample. Data from a second sample (N=126) were recently collected, and preliminary results show that belonging to a group accounted for 20% of the variance in job insecurity climate perceptions and 0% of the variance in perceptions of  job insecurity. These results could have implications for future studies on climate, indicating that perceptions of one’s own job insecurity do not necessarily match one’s perceptions of the job insecurity climate.

Job insecurity is a work stressor that has detrimental effects on work related attitudes, well being and health. In psychological research, studies on job insecurity focus on the subjective perception of insecurity and not on the objective circumstances. Job insecurity has mainly been investigated as an individual level phenomenon. Consequentially, the focus of this research is only on personal determinants and consequences of the employee’s perception, and social/organizational factors are not taken into account. Drawing on social cognitive theory, it can be argued that job insecurity is a social phenomenon as well. Conceptualized as job insecurity climate, job insecurity could be seen as a product of the reciprocal relationship between behavior, cognitive and other personal factors, and the social environment. Previous studies on job insecurity climate used aggregated individual level data from individual level job insecurity scales. However, a possible limitation of this research is that aggregating individual level data does not necessarily reflect a social climate. In this study, we measure job insecurity climate with a scale that contains organizational level referents. Thus, the study contributes to answering pressing methodological questions in research on job insecurity climate. Aim: The aim of this study is to examine job insecurity conceptualized both as a psychological climate and as an organizational climate. We also aim to investigate possible effects on work related attitudes and subjective health. Methods: The data were collected in a Swedish organization (N=1280) through online questionnaires with a response rate of 73%. The questionnaire consisted of validated scales measuring individual level perceptions of job insecurity, job insecurity climate, work related attitudes and subjective health outcomes. Analyses and results: We will perform multi-level analyses on the data set. Conclusion: Including both individual perceptions and climate in the analysis will provide a deeper understanding of the relation between job insecurity and negative outcomes, thereby contributing to deepening our knowledge about job insecurity as a work life stressor. Furthermore, comparing job insecurity conceptualized as a psychological climate with job insecurity as an organizational climate will contribute to the methodological discussion about how to best conceptualize job insecurity climate.

Bakgrund: Anställningsotrygghet, det vill säga en oro för att mot den egna viljan förlora jobbet, har visatsig vara kopplat till olika prestationsrelaterade utfall. Antalet studier är dock få med resultatsom pekar åt delvis olika håll. Därför är det angeläget att försöka sammanställa tidigareforskning på ett systematiskt sätt genom en meta-analys.

Syfte: Den här studien syftade till att undersöka hur anställningsotrygghet hänger samman med olikaaspekter av prestation i arbetet, däribland arbetsprestation och medarbetarbeteenden. I detingick också att undersöka faktorer som kan påverka dessa samband, såsom metodrelateradefaktorer samt kontextuella faktorer som speglar vilken typ av välfärdssystem en studiegenomförts i.

Metod: En meta-analys genomfördes på primärstudier som identifierades genom systematisklitteratursökning i för området relevanta databaser

Resultat: Över lag visar resultaten att anställningsotrygghet hänger samman med försämrad prestation iarbetet. Resultaten är jämförbara oberoende av om studiedesignen var tvärsnittlig ellerlongitudinell. Sambandet mellan hög anställningsotrygghet och försämrad prestation framstårsom svagare i välfärdssystem som är förenade med en högre grad av skyddsnät för den enskildaindividen. Även om merparten av resultaten visar på entydiga samband mellananställningsotrygghet och försämrad prestation behövs dock forskning som inkluderar mer avlongitudinella studier i olika välfärdskontexter för att ytterligare klargöra sambandens karaktär.