Job Insecurity

Introduction

GLIMPSE OF THE STUDY

The journal article adopted, “Workplace bullying as an antecedent to job insecurity and intention to leave: a 6 month prospective study” indicates that previous researches points out workplace bullying is an emerging problem which affects 15% of employees. The definition of workplace bullying has been illustrated in a time lag of 6 months and shows the reader that, it might result in job insecurity and an intention to leave the organization. Two hypotheses has been stated in the article. The first one explaining the exposure of bullying behavior to job insecurity and the second one predicting the intention to leave.

OPERATIONAL DEFINITIONS

Workplace bullying as defined by the article means, “the process in

The fear of losing one’s own job could be associated to Quantitative job security and the concern about certain valued aspects of a job such as insufficient/inadequate salary prospects could be associated to Qualitative job insecurity. The author of the article claims that if the employees are bullied there is a high likelihood that these workers may feel that their job is at stake and shall exhibit higher and higher levels of job insecurity. The study invariably looks upon the longitudinal relationship between bullying and job insecurity. The study actually revolves around the Leymann hypothesis and attempts to address the same. This particular proposition points out that bullying in the work place is linked with the rejection in working life. The author further puts forward the concept of powerlessness. This word has been associated with the target of the organization. Powerlessness of the target in terms to fight job insecurity if at all it

Also, there existed a positive correlation between bullying behaviors and intention to leave. Both the hypothesis proved to be true. Bullying behavior predicted increased job insecurity and also exposure to bullying behavior resulted in increased intention to leave. The reference to shock helps to analyze important situations at work and also compare them to the standards.

These results indicate that employers/ potential employers have important implications for HR initiatives in companies were employees face bullying behavior either from the superiors or peers. It is necessary that HR executives keep an eye on the job security and employee turnover as a result of bullying behavior. The research looks into how the employee as well as the company might suffer as result of bullying behaviors being committed. It also provides an insight into the after effects such as health impairment and threat to career growth as a