Emanuel Federica, Molino Monica, Presti Alessandro Lo, Spagnoli Paola, Ghislieri Chiara
Department of Psychology, University of Turin, Turin, Italy.
Department of Psychology, University of Campania "Luigi Vanvitelli", Caserta, Italy.
Front Psychol. 2018 Aug 15;9:1481. doi: 10.3389/fpsyg.2018.01481. eCollection 2018.
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. 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. 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. 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. 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.
在过去几年里，劳动环境发生了诸多变化：新的工作方式、更高的灵活性和不确定性、新型且更无保障的工作合同。在此背景下，感知到的工作不安全感，即员工对潜在非自愿失业的认知，重新受到关注，在意大利，即使是持有长期合同的员工也不例外。工作不安全感对诸如工作满意度等与工作相关结果的影响已得到证实；然而，其在工作场所以外可能产生的影响至今似乎仍被低估。此外，文献强调了将性别视为一方压力源与另一方压力之间关系的可能调节因素的重要性。根据溢出和交叉理论，本研究旨在通过工作满意度的中介作用，调查工作不安全感与双方家庭生活满意度之间的关系。该模型在两组样本（女性和男性）的长期员工中同时进行了测试。这项研究涉及来自不同职业部门的344名持有长期合同的员工（53%为女性）的便利样本。参与者（核心人员）及其伴侣填写了一份自我报告问卷。多组结构方程模型表明，在两组样本中，工作满意度在工作不安全感与个人及其伴侣的家庭生活满意度之间的关系中起到了完全中介作用。这些研究结果凸显了工作不安全感如何通过工作满意度的中介作用，与双方的家庭生活满意度产生间接且负面的关联。至于性别，出现了类似的溢出和交叉模式，这为强调男女工作与家庭互动模式具有更大相似性的文献增添了内容。干预措施应旨在降低员工（包括持有长期合同的员工）对工作不安全感的认知。雇主应改善关于未来组织变革的沟通和信息流通。此外，应规划有助于监测和增强员工工作满意度的干预措施。最后，职业从业者可以提供咨询和辅导项目，旨在增强员工的就业能力及其应对变化的能力。
