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Please use this identifier to cite or link to this item: http://hdl.handle.net/2031/3607

Title: The effect of job insecurity and job stress on psychological well-being among Chinese working adults
Authors: Wong, Christy Wing Yin
Department: Department of Applied Social Studies
Discipline: Social Psychology
Issue Date: 2003
Supervisor: Dr. Lai Julian Chuk Ling
Subjects: Job insecurity
Job stress
Psychological well-being
Job satisfaction
Life satisfaction
Abstract: Objectives: This study examined the impact of job insecurity and job strain on psychological well-being. Methods: A total of 96 participants completed questionnaires that assess their job insecurity, job stress and job satisfaction, life satisfaction, and psychological distress. Job insecurity was assessed by the quantitative and qualitative job insecurity model of Hellgren, Sverke, and Isaksson (1990), job stress and job satisfaction were measured by Job Demands/Control model developed by Karasek (1979), life satisfaction was measured by the Satisfaction With Life Scale, and psychological distress was measured by the General Health Questionnaire (GHQ). Results: Results of multiple regression analyses indicated that job strain and qualitative job insecurity were reliable and unique predictors of both job satisfaction and life satisfaction. Psychological distress had no significant association with any of the predictor variables. Qualitative job insecurity had greater impact on predicting job satisfaction than quantitative job insecurity. That is, the sense of threat of impaired quality in employment features affected the life and job satisfaction level of the present young and well-educated sample more than the threat of the future loss of the present job. Discussion: The findings imply that the loss of job features may be more important than the loss of continuity in the job itself, therefore it is more important for organizations to maintain a sense of qualitative job security. This relationship is of interest to managers in organization around the world, because organizations with satisfied employees tend to be more effective than organization with unsatisfied employees.
Appears in Collections:Applied Social Studies - Postgraduate Diploma Papers - Psychology

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