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Job security is the probability that an individual will keep their job; a job with a high level of security is such that a person with the job would have a small chance of losing it. Many factors threaten job security: globalization, outsourcing, downsizing, recession, and new technology, to name a few.
Job embeddedness was first introduced by Mitchell and colleagues [1] in an effort to improve traditional employee turnover models. According to these models, factors such as job satisfaction and organizational commitment and the individual's perception of job alternatives together predict an employee's intent to leave and subsequently, turnover (e.g., [4] [5] [6] [7]).
Americans say they feel a high degree of job security at work, but more workers report feeling dissatisfied with the amount they are paid, according to a new Pew Research Center poll. In the ...
Economic impact analyses usually employ one of two methods for determining impacts. The first is an input-output model (I/O model) for analyzing the regional economy. . These models rely on inter-industry data to determine how effects in one industry will impact other s
By Michael Kling With unemployment just over 10%, job security is one of the top desires of employees today. Along with good pay and benefits, people want to find a company that's not going to ...
Quality of working life (QWL) describes a person's broader employment-related experience.Various authors and researchers have proposed models of quality of working life – also referred to as quality of worklife – which include a wide range of factors, sometimes classified as "motivator factors" which if present can make the job experience a positive one, and "hygiene factors" which if ...
Job stacking is the practice of maintaining multiple full-time jobs, made possible by the rise of remote work. Workers may point to rising living costs, a desire for greater job security , and free time during the workday as motivations for job stacking.
Evidence for the dual process: a number of studies have supported the dual pathways to employee well being proposed by the JD-R model. It has been shown that the model can predict important organizational outcomes (e.g. [9] [10] [3] Taken together, research findings support the JD-R model's claim that job demands and job resources initiate two different psychological processes, which ...