Organizational antecedents and outcomes of job insecurity: a longitudinal study in three organizations in Finland

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Evolution of Research on Job Insecurity (2010, background): “Further support was provided by Kinnunen et al. (2000), who showed that organizational communication, in particular, announcing a restorative strategy (Greenhalgh 1991), reduced job insecurity.”
The role of organizational communication and participation in reducing job insecurity and its negative association with work-related well-being (2010, background): “In two longitudinal studies, however, Kinnunen and colleagues (Kinnunen et al., 1999, 2000) did not find a significant effect of organizational communication on job insecurity one year later, probably owing to the long period between the two measurement waves.”
The Interactive Effects of Job Insecurity and Organizational Cynicism on Work Effort Following a Layoff (2008, unknown): “…Martin, & Brockner, 1993), job involvement (Allen, Freeman, Russell, Reizenstein, & Rentz, 2001; Brockner, Grover, & Blonder, 1988), organizational commitment (Brockner, 1988; Rosenblatt & Ruvio, 1996), organizational efficiency (Kinnunen et al., 2000), and turnover (Spreitzer & Mishra, 2002).”
The moderating role of personality characteristics on the relationship between job insecurity and strain (2005, result): “This result is in line with earlier research (Ashford et al., 1989; Kinnunen et al., 2000), but extends this research by including three personality characteristics in the analysis (negative affectivity, positive affectivity, and external locus of control).”