Who suffers more from job insecurity? A Meta-Analytic review

By G. H. Cheng, D. Chan. 2008

1,086 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/e4509039450350e61e80414077e64c4ec14dccc6

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In General Health Professions

1. Hans De Witte
2. Nele de Cuyper
3. Tinne Vander Elst
4. K. Näswall
5. Lixin Jiang
6. L. Lavaysse
7. Ulla Kinnunen *
8. A. van den Broeck

In Organizational Behavior and Human Resource Management

1. Hans De Witte
2. Nele de Cuyper
3. Tinne Vander Elst
4. Ulla Kinnunen *
5. A. van den Broeck
6. Lixin Jiang
7. L. Lavaysse
8. S. Mauno

Citations in the corpus

• Cognitive and Affective Job Insecurity: A Meta-Analysis and a Primary Study (2018, methodology): “Indeed, two aforementioned meta-analyses by Cheng and Chan (2008) and Sverke et al. (2002) find that JI has a negative relation with organizational commitment.”
• Job insecurity, perceived employability and targets' and perpetrators' experiences of workplace bullying (2009, background): “In an attempt to systematize the rich literature to date, a number of review papers have been published (see e.g. Cheng & Chan, 2008; Sverke, Hellgren, & Näswall, 2002), which have inspired many of the recent studies.”
• The Impact of Career Mentoring and Psychosocial Mentoring on Affective Organizational Commitment, Job Involvement, and Turnover Intention (2013, background): “…Meyer, Stanley, Herscovitch, & Topolnytsky, 2002), and shown these work attitudes to provide predictive value in reducing employee turnover intention and turnover (e.g., Cheng & Chan, 2008; Griffith, Hom, & Gaertner, 2000; Huselid & Day, 1991; Reid, Allen, et al., 2008; Shim & Rohrbaugh, 2011).”
• The role of organizational communication and participation in reducing job insecurity and its negative association with work-related well-being (2010, background): “Job insecurity is defined as the employee’s overall concern about the continued existence of the job in the future (Cheng and Chan, 2008; De Witte, 1999; Sverke et al., 2002).”
• Job satisfaction and mental health of temporary agency workers in Europe: a systematic review and research agenda (2020, positive): “…conditions (Benach, Benavides, Platt, Diez-Roux, & Muntaner, 2000; Kalleberg, 2000; Kalleberg, Reskin, & Hudson, 2000) as well as job insecurity (Cheng & Chan, 2008; Sverke, Hellgren, & Näswall, 2002) are associated with reduced job satisfaction and unfavourable mental health outcomes (M.…”
• Job Insecurity, Job Instability, and Job Satisfaction in the Context of the COVID-19 Pandemic (2021, positive): “Job insecurity generates negative stress on results and work attitudes such as job satisfaction, leading to poor performance (Cheng & Chan, 2008).”
• Differentiating cognitive and affective job insecurity: Antecedents and outcomes (2012, background): “Although this distinction has been noted (Borg & Elizur, 1992; Cheng & Chan, 2008; Probst, 2003; Reisel & Banai, 2002), little empirical work has examined its importance (Huang, Lee, Ashford, Chen, & Ren, 2010).”
• Job insecurity and work outcomes: The role of psychological contract breach and positive psychological capital (2017, background): “As a major workplace stressor, job insecurity leads to negative attitudes towards the organisation, impaired health and well-being, and decreased performance (Cheng & Chan, 2008).”