The long arm of job insecurity: Its impact on career-specific parenting behaviors and youths' career self-efficacy

Relationship between Family Variables and Career Adaptability: A Meta-Analysis

This study aimed to examine the relationship between family variables (i.e., family support, family SES, parental career-related behavior (PCB) support, PCB interference, and a PCB lack of engagement) and career adaptability through a meta-analysis. A systematic search for relevant studies was conducted using research databases. Twenty-four quantitative studies were yielded from 1684 records on the association between family variables and CA that were published between 1981 and 2024. Two researchers conducted data extraction independently, following coding standards. Comprehensive Meta-Analysis Version 3.3 was used in this study. The result showed that PCB support demonstrated a moderately significant correlation with CA and the largest effect size (r = 0.325). A non-significant result was found only for the correlation between PCB interference and CA. Except for gender, the moderating effects of region, age, CA measure, and publication year were found in the relationship between some family variables and CA. One limitation is the restricted range of the samples due to few studies investigating samples from regions other than Asia. The findings can highlight future directions for family studies and career research and hold practical implications for institutes, companies, and communities related to career development. This study was registered in the Open Science Framework (10.17605/OSF.IO/76HNQ).

Career self-efficacy as a mediator between career-specific parental behaviors and school career support on career doubt

This study evaluates whether career-specific parental behaviors and school career supports predict career doubt via the mediation of career self-efficacy. 227 participants aged between 18 and 25 completed an online questionnaire. Structural equation model (SEM) analysis showed that school career support was significantly related to career doubt via the mediation of career self-efficacy. However, the hypothesized mediation of career self-efficacy between career-specific parental behaviors and career doubt was not supported. Limitation and implications are discussed.

The job insecurity of others: On the role of perceived national job insecurity during the COVID-19 pandemic

Political scientists and sociologists have highlighted insecure work as a societal ill underlying individuals' lack of social solidarity (i.e., concern about the welfare of disadvantaged others) and political disruption. In order to provide the psychological underpinnings connecting perceptions of job insecurity with societally-relevant attitudes and behaviors, in this article the authors introduce the idea of perceived national job insecurity. Perceived national job insecurity reflects a person's perception that job insecurity is more or less prevalent in their society (i.e., country). Across three countries (US, UK, Belgium), the study finds that higher perceptions of the prevalence of job insecurity in one's country is associated with greater perceptions of government psychological contract breach and poorer perceptions of the government's handling of the COVID-19 crisis, but at the same time is associated with greater social solidarity and compliance with COVID-19 social regulations. These findings are independent of individuals' perceptions of threats to their own jobs.

What do job insecure people do? Examining employee behaviors and their implications for well-being at a weekly basis

The current study investigated employees' weekly responses to experienced job insecurity. Based on appraisal theory, it was postulated that employees may adopt three coping strategies in response to job insecurity (i.e., remaining silent, adapting, or being proactive) in order to maintain or improve their weekly well-being. We introduced a multilevel moderated mediation model, explaining how weekly job insecurity would be related to well-being in the following weeks through these three behaviors. We also expected that subordinate emotional regulation and supervisor prosocial motivation (both defined as trait variables) would function as contextual factors moderating the relationships of job insecurity with employee behavior and well-being. A 5-week diary study of 149 subordinates partially supported the model. The results showed longitudinal conditional indirect effects of job insecurity on subordinate well-being depending on subordinate emotional regulation style and supervisor prosocial motivation. In doing so, the study offers two main contributions to the job insecurity literature. First, employees are not passive responders to perceived job insecurity, but active shapers through coping depending on the context. Subordinates' emotional regulation strategy and supervisors' prosocial motivation, as trait variables, impact on how subordinates respond to perceived job insecurity over weeks. From a practical point of view, the dynamic nature of perceived job insecurity suggests implications for interventions to maintain subordinates' well-being.

Securing jobs with individual trait and organisational support?

Purpose

In view of the COVID-19 pandemic’s impact on organisations and employees, this study aims to investigate a reverse relationship between role conflict, burnout and job insecurity, and proposed emotional intelligence (EI) and organisational support as individual and organisational factors, respectively, that may moderate this chain relationship. Drawing on conservation of resources (COR) theory, this paper proposes that organisational support as an organisational factor and EI as an individual ability may aid in minimising the perception of the depletion of resources and play a moderating role in conflict–burnout–job insecurity relationships.

Design/methodology/approach

This study was undertaken in Australia with a focus on those who were employed and worked during the COVID-19 pandemic. The survey was conducted online using the Qualtrics platform as it offers user-friendly features for respondents. In total, 723 usable responses were generated for data analysis. Structural equation modelling was performed to test the hypotheses of this study.

Findings

The results show that role conflict was significantly related to burnout, which in turn led to job insecurity. EI and organisational support reduced the impact of burnout on job insecurity.

Originality/value

Theoretically, this research deepens an understanding of COR and role theory and contributes to mental health research and organisational studies. COR depicts individuals’ reservation of resources for desired or expected outcomes. This study approached from a depletion of resources perspective and revealed the consequences for both individuals and organisations. This study also expands role theory and includes job and family-derived roles to deepen the role conflict during the pandemic. Whilst most research taps into the job performance and behaviour domain to understand the impact of role conflict, this study proposed a novel concept of a mediation relationship between role conflict, burnout and job insecurity in line with the status quo of the pandemic. Consequently, this study contributes to job attitude research by approaching the antecedents from a combination of organisational, individual and situational factors because role conflict is reflected as a clash of job demands, family obligations and responsibilities, and the pandemic situation.

The parental career-related behaviors questionnaire (PCB): Psychometric properties in adolescents and young adults in the Italian context

Over the last few years, the role of parental career-related behaviors in career development has been identified in several studies. Specifically, these behaviors involve difficulties in the adolescents' career decision-making. In the literature, there is a validated scale for measuring parental career-related behaviors in the Italian language, but the validation refers to the Swiss context. Thus, the present study aimed to test the psychometric proprieties of the parental career-related behaviors questionnaire (PCB) in a sample of 323 adolescents and, after an item-adaption, in a sample of 374 university students in Italy. Confirmatory factor analyses were performed to support the three-dimensional structure of the original PCB. Moreover, associations between PCB and career decision-making difficulties were investigated. The results showed that the PCB is a useful instrument for measuring parental career-related behaviors also in the Italian context. Finally, the PCB dimensions were meaningfully related to career decision-making difficulties.

Rethinking solutions for re-balancing the education–job mismatch

Purpose

In the international graduate job market, education–job mismatches are affecting recruitment, and consequently efficiency. The purpose of this paper is to identify a widening gap in “global operating skills”, then put forward a structure for addressing the education–job mismatch, based on data gathered from higher education teachers and graduate recruiters. Framed as a case examining the contemporary context in Russia, the objective is to identify a cross-cultural management (CCM) skills set for graduates who are pursuing a career in an international environment. The study therefore has implications for managers and educators who work in this sector.

Design/methodology/approach

The study identifies a number of factors that need to be taken into account for developing CCM competence among graduate job seekers. Set in the specific case of a Russian higher education institutions and one of its international partners, stakeholder theory is used for theoretical underpinning and data collection. A qualitative-oriented mixed-methods approach was designed to: explore the education–job mismatch by using documentary sources and direct observations; collect data in a three-step sequence (focus groups, interviews and interactive seminar).

Findings

The key findings revealed the extent of the education–job mismatch. Specifically: a lack of transferable CCM skills, mismatch between the provision of CCM skills development in higher education and the needs of recruiters, and curriculum shortfall in terms of CCM skills. Furthermore, areas such as cross-cultural communication and cross-cultural awareness require urgent attention; new approaches are needed to enhance the knowledge transfer of CCM skills to students, in order to better equip them to work in an increasingly international workplace.

Research limitations/implications

The enquiry provides a snapshot of knowledge transfer regarding CCM skills based on a particular case, from the perspective of teachers and recruiters. While care was taken to respect the language and cultural norms, the interview guide captured only a narrow dimension of the subject area. The modest size of the sample does not allow any generalisations when interpreting the data. The findings should not be applied to other national contexts, disciplines or sectors.

Practical implications

The authors put forward actions for enhancing the implementation of an international education programme (IEP), emphasising the importance of co-creating with stakeholders. The distinguishing features of an IEP are identified and a framework for explaining the opportunities generated by such a programme is developed. Failing to address the “skills gap” may trigger long-term ramifications for both business and society.

Social implications

Academics and students claim to be dissatisfied with the current delivery of CCM skills. The identification of an education–job mismatch implies that CCM skills are not being effectively transmitted within higher education. This study sets out to identify and explain the current situation of CCM skills development in contemporary society. The genesis of this study stems from the topical debate surrounding reconceptualising higher education to reflect a more international-oriented approach.

Originality/value

Research into CCM is frequently undertaken from an Anglo-centric perspective, or sets out to compare an “Anglo” environment with a non-Anglo setting. Few CCM studies are set in the context of a contemporary Post-Soviet society.

Career-Specific Parenting Practices and Career Decision-Making Self-Efficacy Among Chinese Adolescents: The Interactive Effects of Parenting Practices and the Mediating Role of Autonomy

This study examined the unique and interactive effects of various career-specific parenting practices (i.e., parental career support, interference, and lack of engagement) on Chinese high school students’ career decision-making self-efficacy (CDSE) as well as the mediating role of autonomy in such associations. Based on data from 641 Chinese high school students (47.6% male; mean age = 15.28 years old, SD = 0.49) in 2016, two moderated mediating effects were identified. Higher level of parental career engagement strengthened the positive association between parental career support and adolescents’ autonomy, which in turn, was associated positively with adolescents’ CDSE. Parental career interference related negatively with adolescents’ CDSE via autonomy when lack of parental career engagement was low, but related positively with adolescents’ CDSE via autonomy when lack of parental career engagement was high. These findings advance our understanding of the underlying processes between career-specific parenting practices and adolescents’ CDSE. Implications for practices were discussed.

Parents’ Career Values, Adaptability, Career-Specific Parenting Behaviors, and Undergraduates’ Career Adaptability

This study examined how Chinese parents’ career values and adaptability predict their career-specific parenting behaviors and their children’s career adaptability. We conducted a survey study with Chinese university students and their parents ( N = 264), and found support for the mediating roles of career-specific parenting behaviors in linking parents’ vocational characteristics and children’s career adaptability. Specifically, parental support is positively related to parents’ intrinsic fulfillment values, work–life balance values, and career adaptability. Moreover, parental support mediates the relationship between these variables and undergraduates’ career adaptability. Parental engagement mediates the negative effect of external compensation values and positive effect of work–life balance values on undergraduates’ career adaptability. Parental interference is negatively related to parents’ work–life balance values, and positively related to their external compensation values and career adaptability, but does not significantly predict undergraduates’ career adaptability. These findings advance current understanding of the career construction theory.

A Crossover Study From a Gender Perspective: The Relationship Between Job Insecurity, Job Satisfaction, and Partners' Family Life Satisfaction

Background: In the last years, many changes have involved the labor context: new ways of working, more flexibility and uncertainty, new and more insecure job contracts. In this framework, perceived job insecurity, worker's perception about potential involuntary job loss, has received renewed interest, also for those workers with a permanent contract in Italy. Consequences of job insecurity on work-related outcomes such as job satisfaction have been demonstrated; nevertheless, its possible effects outside the workplace seem to be underestimated so far. Moreover, literature highlighted the importance to consider gender as a possible moderator in the relationship between one partner's stressors and the other partner's strain. Aim: According to spillover and crossover theories, this study aim was to investigate the relationship between job insecurity and family life satisfaction of both partners, through the mediation of job satisfaction. The model has been simultaneously tested in two groups, women and men, in a sample of permanent workers. Method: The research involved a convenience sample of 344 employees with permanent contract (53% female) from different occupational sectors. Participants (focal persons) and their partners filled out a self-report questionnaire. Results: The multi-group SEM indicated a full mediation of job satisfaction in the relationship between job insecurity on the one side, and both individual's and his/her partner's family life satisfaction on the other side in both groups. Conclusion: These study findings highlighted how job insecurity may be indirectly and negatively related to both members' family life satisfaction, through the mediation of job satisfaction. As regards gender, similar spillover and crossover patterns emerged, contributing to that literature that highlights a greater similarity in the models of interaction between work and family among women and men. Interventions should be aimed at reducing perception of job insecurity among workers, including those with permanent contract. Employers should improve communication and flow of information about future organizational changes. Moreover, interventions useful to monitor and reinforce employees' job satisfaction should be planned. Finally, career practitioners may provide counseling and coaching projects aimed at strengthening employees' employability and their ability to deal with changes.

Manager Characteristics and Employee Job Insecurity around a Merger Announcement: The Role of Status and Crossover

Most existing research theorizes individual factors as predictors of perceived job insecurity. Incorporating contextual and organizational factors at an information technology organization where a merger was announced during data collection, we draw on status expectations and crossover theories to investigate whether managers' characteristics and insecurity shape their employees' job insecurity. We find having an Asian as opposed to a White manager is associated with lower job insecurity, while managers' own insecurity positively predicts employees' insecurity. Also contingent on the organizational climate, managers' own tenure buffers, and managers' perceived job insecurity magnifies insecurity of employees interviewed after a merger announcement, further specifying status expectations theory by considering context.