Ricerc@Sapienza

The recent global financial crisis has resulted in heightened levels of employee job insecurity, as well as an increased reliance on a contingent workforce. The purpose of the current study was to examine the conjoint effects of these factors on employee safety-related outcomes. Using survey data from a sample of 1228 employees from a variety of different private and public organizations in Italy, we tested theoretically-derived competing vulnerability and immunity hypotheses regarding the interaction between contingent work and job insecurity.

Building on the job demands–resources model and the social identity theory, the present study examined the underlying mechanisms (i.e., job insecurity) and boundary conditions (i.e., group member prototypicality) for the relationships between contagion of positive (i.e., joy) and negative (i.e., fear) emotions and job burnout (i.e., emotional exhaustion, cynicism). Data from 367 employees in the United States suggest that job insecurity mediates the negative relationship between contagion of joy and burnout and the positive relationship between contagion of fear and burnout.

The purpose of this study was to examine individual and organizational antecedents and consequences of safety-related moral disengagement. Using Conservation of Resources theory, social exchange theory, and psychological contract breach as a theoretical foundation, this study tested the proposition that higher job insecurity is associated with greater levels of subsequent safety-related moral disengagement, which in turn is related to reduced safety performance.

European employees are increasingly likely to work in cases of illness (sickness presenteeism, SP). Past studies found inconsistent evidence for the assumption that temporary workers decide to avoid taking sick leave due to job insecurity. A new measure to identify decision-based determinants of SP is presenteeism propensity (PP), which is the number of days worked while ill in relation to the sum of days worked while ill and days taken sickness absence.

This article employs a Counterfactual Decomposition Analysis (CDA) using both a semi-parametric and a non-parametric method to examine the pay gap due to perceived job insecurity over the entire wage distribution of dependent workforce in Italy. Using the 2015 INAPP Survey on Quality of Work, our results exhibit a mirror J-shaped pattern in the pay gap between secure and insecure workers, with a significant sticky floor effect, i.e. a greater effect of job insecurity at the lowest quantiles.

Although the use of agency contracts has become the norm in all public and private organizations, existing studies are
mostly cross-sectional in nature, generally comparing behavioral differences between permanent full time workers with
the plethora of all contingent workers, making difficult to generalize results. Few empirical investigations have so far
studied attitudes and behaviors of agency workers and how the peculiar type of contract influences their work-related

Purpose – The purpose of this paper is to extend knowledge about theoretical explanations of the job insecurity-performance relationship. Specifically, the authors examine how and why job insecurity is negatively associated with task and contextual performance (i.e. organizational citizenship behavior) and whether organizational identification may account for these relationships. Design/methodology/approach – The mediational hypotheses were examined using structural equation modeling in a heterogeneous sample of Italian employees.

The detrimental effects of job insecurity are well recognized in the scientific literature. In this paper, we investigate the impact of qualitative job insecurity on an outcome that has been somewhat neglected to date: organizational identification. In addition, we test the moderating role of organizational justice in the relationship between qualitative job insecurity and organizational identification. A group of 170 workers completed a questionnaire assessing qualitative job insecurity, overall organizational justice, and identification with the organization.