High levels of job insecurity persist in the aftermath of the recent global economic crisis. In this chapter, we summarize the current state of the literature by reviewing causes and consequences of job insecurity; potential mediating variables that serve as explanatory mechanisms for the numerous adverse effects of job insecurity on employee well-being; and moderating variables that impose boundary conditions on these adverse effects and suggest possible points of intervention at the individual, organizational, and sociocultural levels. We conclude our chapter by considering emerging research agendas and offering suggestions for future research directions.
Tahira M. Probst and Lindsey M. Lavaysse
Jason C. Potwora and Tahira M. Probst
Understanding the role of gender in organizations is becoming increasingly relevant. With attention focusing on diversity, organizations need to develop approaches that focus on the root cause of workplace inequity, rather than only the symptoms. Research into gender in organizations has shifted focus over time from viewing gender as something brought into organizations by employees, to viewing organizations as stages for the reproduction of gender expectations. While theory has moved to stress the importance of the context, current methods of measuring that context, while useful, have limitations. To address these issues, this chapter discusses the concept of organizational gender climate and introduces a new way of measuring gender climate.
Lindsey M. Lavaysse and Tahira M. Probst
This chapter considers the role of stereotype threat experienced by women in the workplace. Stereotype threat is a unique psychological phenomenon that occurs when individuals fear confirming negative stereotypes about one or more of their social group identities. The authors outline a number of ways in which stereotype threat is already known to impact women and propose additional means by which this phenomenon may manifest at work along with new avenues for research on this topic. The chapter ends with potential points for intervention as well as recommendations for leaders or managers to practice in an organization that are more inclusive of their female workers.
Lixin Jiang, Tahira Probst and Robert R. Sinclair
Tahira M. Probst, Erica L. Bettac and Christopher T. Austin
A large and growing body of research suggests national surveillance statistics on workplace injuries and illnesses may suffer from significant under-reporting by employees and organizations. This chapter presents evidence of major discrepancies between accidents experienced by employees, what gets reported to organizations, and ultimately what organizations report to the regulatory authorities. Moreover, we review individual-, workgroup- and organizational-level predictors of under-reporting. Finally, we discuss the need for more comprehensive multilevel research examining the interplay among these predictors, as well as research on practical interventions that organizations can utilize to improve the accuracy of accident reporting.