: With globalization and increased international competition have come more flexible forms of employment and increased job insecurity. The authors address the impact of perceived job insecurity on employees' work attitudes and intentions. After reviewing relevant research on stress theory and the relationship between job insecurity and its consequences, they test two hypotheses on 942 employees in Spain, namely: first, that job insecurity relates negatively to job satisfaction and organizational commitment and positively to intention to leave; and, second, that job insecurity, economic need and employability interact in the prediction of these outcomes.

An important amount of literature about job insecurity and its consequences has been developed during the past few decades (Sverke, Hellgren, & Näswall, 2002 Sverke, M., Hellgren, J. and Näswall, K. 2002. No security: A meta-analysis and review of job insecurity and its consequences. Journal of Occupational Health Psychology, 7(3): 242–264. [Crossref], [PubMed] [Google Scholar]). Most of this research has focused on an individual-analysis perspective, without taking into account social context. Although job insecurity climate has not been empirically examined, several authors have implicitly assumed that job insecurity contexts exist in some organizations where layoffs have occurred. Therefore, they examined layoff survivors' reactions. From this perspective, the aim of this study was to validate the job insecurity climate concept and examine its influence on employees' job attitudes. In order to provide additional support, this objective was examined in two samples: 428 employees belonging to 20 Spanish organizations and 550 employees in 18 Belgian organizations. The results showed that job insecurity climate emerged within the organizations in both samples, and that it influenced employees' job satisfaction and organizational commitment above and beyond individual perceptions of job insecurity in the Spanish sample. The implications and limitations of this study are discussed.

The corona virus disease 2019 (COVID-19) pandemic is one of the most important healthcare and societal challenges to have emerged in the last century. It may have effects on both physical and psychosocial health, but studies considering the impact on vulnerable populations, such as people with chronic pain, are needed. In this cross-sectional study, an online survey of relevant chronic pain domains, coping strategies, triggers and potential related variables was answered by 502 Spanish individuals with chronic pain. Participants were mainly women (88%) with longstanding chronic pain and moderate to high pain intensity and disability. The perception of pain aggravation and the most pain-related outcomes were observed. Contextual variables such as job insecurity, worries about the future, people cohabiting, being close to someone who had passed away, or being potentially infected with COVID-19 were related to worse outcomes. More than half the participants altered their pain management style (e.g., increased medication intake) and several changes occurred with respect to pain triggers (cognitions, feelings of insecurity and loneliness, and sleeping problems were more frequently reported as triggers during lockdown). Our preliminary results highlight the negative effects of lockdown on patients with chronic pain as well as the need to make available cost-effective and remotely accessible healthcare resources for counteracting them.

Extensive use of temporary employment may create a climate of job insecurity among permanent workers in a specific organization. This climate is likely conditional upon the proportion of temporary workers in the organization, and upon the reasons for hiring temporary workers. The percentage of temporary workers may relate to permanent workers’ shared perceptions of job insecurity. Employers’ motives for hiring temporary workers may relate to permanent workers’ perceptions of job insecurity when these motives threaten the position of permanent workers. Conversely, the relationship with a climate of job insecurity is likely negative when the organization hires temporary workers to support permanent workers. Analyses are based on samples of Belgian (N = 216) and Spanish (N = 404) permanent workers among 14 and 29 organizations, respectively. The results show a positive relationship between the percentage of temporary workers and a climate of job insecurity among permanent workers. Few motives were predictive for permanent workers’ climate of job insecurity. The findings are interpreted with reference to the specific Belgian and Spanish context.