Key Points: Resources and demands both matter for job insecurity but the former matters more.  Loss of resources and increase in demands are more crucial for part-time employees and blue collar workers and these groups are more prone to job insecurity.  Gender, tenure and union membership doesn’t seem to matter for job insecurity.  The extent
Continue Reading

Key Points: 1. Costing organizations billions of dollars in lost productivity and other expenses, deviant workplace behaviours are harmful not only to employees but also to organizations at large. 2. Workplace deviance is distinct from counterproductive workplace behaviour with the key distinction being that workplace deviance includes specific negative work behaviours. 3. Workplace deviance can
Continue Reading

Key Points: Burnout is a multi-dimensional concept, that is not about working long hours. Job performance suffers when people experience burnout, and there are stronger performance impacts for feelings of inefficacy. Organizational interventions to support well-being and curb burnout need to focus on the measurement of burnout and how it may affect various occupations differently.
Continue Reading

Key Points: Relationship between turnover rates and organizational performance is significant and negative. Voluntary and reduction-in-force (RIF) turnover have more negative impact than involuntary turnover rates in the context of organizational performance. We have been going through a tough job market with lots of uncertainties: Covid lockdowns, rising and waning inflation, disruption of supply chains,
Continue Reading