Documents De Cuyper, Nele 12 results

"This study aims to examine how contract type, perceived mobility and optimism are linked to perceived employability (PE). The pattern of results was investigated first cross-sectionally (n = 1379, Time 1) and then longitudinally with a one-year time lag (n = 803, Time 2) with a sample of Finnish university researchers and teachers. Moderated hierarchical regression analyses showed that perceived mobility was positively associated with PE among permanent workers but not among temporary workers, whereas optimism was positively related to PE among all the workers at both Time 1 and Time 2. In light of these results, it seems that permanent employees especially benefit from perceived mobility in terms of higher PE, whereas optimism is beneficial for all employees' PE."

"The aim of this study was to investigate how perceptions of job insecurity and fairness associate with individual well-being (job satisfaction and general health) and organizational attitudes (organizational commitment and turnover intention), under the condition that the psychological contract as perceived by the employee includes a promise on job security, or not. More specifically, we suggest that (H1) job insecurity is negatively related to individual well-being and organizational commitment and positively related to turnover intentions when job security is expected as part of the psychological contract, (H2) that job insecurity is negatively related to fairness perceptions when job security is expected as part of the psychological contract, (H3) that fairness associates positively with individual well-being and organizational commitment and negatively with turnover intentions and (H4) that the association between job insecurity, individual well-being and organizational outcomes is mediated by fairness under the condition that job security is expected as part of the psychological contract. Thus, we propose a model of mediated moderation. Results based on a sample of Belgian employees (N = 559) supported our hypotheses for organizational outcomes. For individual well-being, the mediation framework was not conditional upon a perceived promise of job security as part of the psychological contract. We conclude that employees' perceptions of job insecurity and fairness are important factors in employees' well-being and their attitudes towards the organization. More importantly, these perceptions can in part be shaped by organizational agents such as managers and supervisors. Additionally, the active utilization of the psychological contract in management strategies seems to have favourable results for the fostering of pro-organizational attitudes among employees."

"We investigated interactions between perceived employability and employees' perceptions about psychological contract obligations made by the employer in relation to life and job satisfaction, self-rated performance, and turnover intention. We hypothesized that perceived employability relates positively to job satisfaction, life satisfaction, and self-rated performance and negatively to turnover intention under the condition of many promises. Conversely, perceived employability relates negatively to job satisfaction, life satisfaction, and self-rated performance and positively to turnover intention under the condition of few promises. Analyses using a sample of 463 workers from seven Belgian organizations showed that perceived employability was positively related to all outcomes except job satisfaction. The number of promises was positively related to job and life satisfaction, and to self-rated performance, and negatively to turnover intention. Contradictory to our expectations, with the exception of turnover intention, the relationships between perceived employability and the outcomes were relatively stronger and positive under the condition of few promises compared with many promises."

"The present study aimed to add to the extensive variable-centred literature on the Job Demands–Resources (JD–R) model by validating the model using a person-centred approach. A two-step cluster analysis in a sample of Flemish community employees (N = 307) showed that job demands and job resources co-occur in four job profiles: demanding (high demands, low resources), resourceful (low demands, high resources), poor (low demands and low resources) and rich (high demands and high resources) jobs. In line with the JD–R model, employees in demanding jobs evidenced the poorest well-being (high burnout and low work engagement). Resourceful as well as rich jobs were the most optimal job profiles: employees with such profiles reported the least burnout and the most work engagement. The discussion centres on the theoretical lessons learned from the differences among the job profiles, the practical importance of cluster analysis as a diagnostic tool and the presence of job resources. "

"In this study, the authors seek to account for possible transitions from temporary to permanent employment in relation to perceived psychosocial work characteristics, i.e. job insecurity, workload, job control and organizational communication. The study compared three groups of Finnish hospital workers utilizing a two-wave design with a two-year time lag: (1) workers who were temporarily employed at Time 1 but permanently employed at Time 2 (temporary-to-permanent workers; n = 25); (2) workers who were temporarily employed at Time 1 and at Time 2 (long-term temporary workers; n = 45); and (3) a reference group of workers who were permanently employed at Time 1 and Time 2 (permanent workers; n = 316). The results showed that temporary-to-permanent workers experienced less job insecurity but more workload at Time 2 than at Time 1. Furthermore, long-term temporary workers experienced higher workload at Time 2 than at Time 1, and they also reported a negative change in organizational communication during the follow-up. "

"Previous research suggests that contract preference (volition) is more important in predicting job satisfaction among temporaries than formal employment status (temporary vs permanent employment). This study provides an advanced test of this assumption by(1) investigating whether volition either mediates or moderates the relationship between employment status and outcomes, and(2) considering multiple outcomes: job satisfaction, organizational commitment, irritation and turnover intention. Analyses were based on a sample of 189 temporaries and 371 permanents. No evidence was found for mediation by volition. However, the interaction terms between employment status and volition were significant for all outcomes, except for organizational commitment: volition was positively related to the outcomes among the permanent sample, but not among the temporary sample. Implications for future research are discussed."

"This study aims to investigate the association between contract type (temporary vs permanent employment) and unhealthy behaviour (alcohol dependence and cigarette smoking) in a sample of Turkish health care workers (N = 480). The authors hypothesize that temporary compared with permanent workers are more likely to depend on alcohol and to smoke cigarettes owing to increased work-related stress. Conditional logistic regressions were used to estimate the odds ratios of alcohol dependence and smoking status according to contract type. Controlling for gender, occupational position, education, family status, age, tenure and income, temporary workers compared with permanent workers were 5.6 times more likely to be alcohol dependent. However, no significant differences were established for smoking status. The study underlines the association between temporary employment and alcohol dependence, and, in particular, the possibility of reversed causation and possibilities for generalizing results to other populations and to other countries, as an important route for future research."

"Extensive use of temporary employment may create a climate of job insecurity among permanent workers in a specific organization. This climate is likely conditional upon the proportion of temporary workers in the organization, and upon the reasons for hiring temporary workers. The percentage of temporary workers may relate to permanent workers' shared perceptions of job insecurity. Employers' motives for hiring temporary workers may relate to permanent workers' perceptions of job insecurity when these motives threaten the position of permanent workers. Conversely, the relationship with a climate of job insecurity is likely negative when the organization hires temporary workers to support permanent workers. Analyses are based on samples of Belgian (N = 216) and Spanish (N = 404) permanent workers among 14 and 29 organizations, respectively. The results show a positive relationship between the percentage of temporary workers and a climate of job insecurity among permanent workers. Few motives were predictive for permanent workers' climate of job insecurity. The findings are interpreted with reference to the specific Belgian and Spanish context."

"This study investigates workers' early retirement intention among blue- and white-collar workers along two processes as described in the Job Demands—Resources model: (1) an energetic process wherein job demands are associated positively with early retirement intention through perceived ill-health, and (2) a motivational process wherein job resources are associated negatively with early retirement intention through work enjoyment. Analyses are based on 1812 Belgian workers aged 45 or older. Results from structural equation modelling provided support for the motivational process, with a stronger relationship between job resources and work enjoyment among blue-(vs white-) collar workers. The energetic process was not supported: the relationship between job demands and early retirement intention was direct and not indirect through perceived ill-health, and this relationship was stronger among white- (vs blue-) collar workers."