Occupations at risk and organizational well-being: an empirical test of a Job Insecurity Integrated Model

One of the more visible effects of the societal changes is the increased feelings of uncertainty in the workforce. In fact, job insecurity represents a crucial occupational risk factor and a major job stressor that has negative consequences on both organizational well-being and individual health. Many studies have focused on the consequences about the fear and the perception of losing the job as a whole (called quantitative job insecurity), while more recently research has begun to examine more extensively the worries and the perceptions of losing valued job features (called qualitative job insecurity). The vast majority of the studies, however, have investigated the effects of quantitative and qualitative job insecurity separately. In this paper, we proposed the Job Insecurity Integrated Model aimed to examine the effects of quantitative job insecurity and qualitative job insecurity on their short-term and long-term outcomes. This model was empirically tested in two independent studies, hypothesizing that qualitative job insecurity mediated the effects of quantitative job insecurity on different outcomes, such as work engagement and organizational identification (Study 1), and job satisfaction, commitment, psychological stress and turnover intention (Study 2). Study 1 was conducted on 329 employees in private firms, while Study 2 on 278 employees in both public sector and private firms. Results robustly showed that qualitative job insecurity totally mediated the effects of quantitative on all the considered outcomes. By showing that the effects of quantitative job insecurity on its outcomes passed through qualitative job insecurity, the Job Insecurity Integrated Model contributes to clarifying previous findings in job insecurity research and puts forward a framework that could profitably produce new investigations with important theoretical and practical implications

Dimensionality, reliability and validity of a multidimensional job insecurity questionnaire. preliminary findings in the italian context

Job insecurity is considered one of the major work stressors in the contemporary working life. Despite a long tradition of research, to date many questions about job insecurity are still open, including those regarding its measurement model. The present study aimed to introduce a Multidimensional Job Insecurity Questionnaire (MJIQ) and provide support for its psychometric properties. The MJIQ was composed by 20 items and is aimed at offering a complete and balanced assessment of job insecurity in its major dimensions (i.e. quantitative and qualitative) and narrow facets (affective and cognitive). Participants were employees from private and public Italian organizations (N=405). Results of Exploratory Factor Analysis supported the emergence of two major dimensions, namely quantitative and qualitative job insecurity. The invariance of the measurement model tested via Multi-group Confirmative Factor Analysis showed that the MJIQ parameters were invariant across gender. The two major dimensions of job insecurity evidenced good reliability and strong concurrent validity with wellknown job insecurity outcomes. Overall, these preliminary results show that MJIQ is a reliable and valid measure to tap the complexity of the job insecurity construct

Promoting individual and organizational ocbs: the mediating role of work engagement

In today's dynamic organizational environment, employees with a tendency to display discretional behaviors beyond their prescribed formal job duties represent a plus. Underpinned by the theories of social exchange and conservation of resources, these behaviors can be influenced by their level of job satisfaction (JS), defined as the extent to which employees like their work, and work engagement (WE), defined as a positive work-related state of mind. The present study investigates the mediating mechanism of WE in the relationship between JS and organizational citizenship behaviors (OCBs), which refer to discretionary behaviors that could benefit an organization (OCBs-O) and/or its members (OCBs-I). The mediational hypothesis is examined using structural equation modeling (SEM) among 719 Italian private and public sector employees. The significance of total, direct, and indirect effects was tested via bootstrapping. The results showed that JS was positively related to WE, which, in turn, was positively related to both OCBs-I and OCBs-O. The SEM results supported the hypotheses: WE fully mediated the relationship between JS and OCBs-I, and it partially mediated the relationship between JS and OCBs-O. This study sheds new light on this mechanism. Consequently, it is useful for HRM policy. It also helps us to better understand how satisfied and engaged employees are willing to adopt positive organizational behaviors

Silver-Russell syndrome. Clinical and etiopathological aspects of a model genomic imprinting entity

Silver-Russell syndrome is characterized by asymmetrical intrauterine growth retardation, with normal head circumference and small, pointed chin, which results in a triangular face. It can also include body asymmetry, among other characteristics. Its global incidence is estimated at 1 in 30 000-100 000 births, even though this figure may be underestimated. In approximately 60 % of cases, a molecular cause can be identified, and the main one is hypomethylation of the paternal allele at the imprinting control region 1 located at 11p15.5-p15.4. It is necessary to make the diagnosis of this entity, exclude differential diagnoses, and know (epi)genotype-phenotype correlations in order to ensure an adequate follow-up, provide available therapeutic options, and offer a timely family genetic counseling. The objective of this article is to describe the current status of the Silver-Russell syndrome, a model of genomic imprinting disorder

Fifty years of impact on liver pathology:a history of the Gnomes

Professional societies play a major role in medicine and science. The societies tend to be large with well-developed administrative structures. An additional model, however, is based on small groups of experts who meet regularly in an egalitarian model in order to discuss disease-specific scientific and medical problems. In order to illustrate the effectiveness of this model, the history and practices are examined of a long-standing successful example, the International Liver Pathology Group, better known as the Gnomes. The history shows that groups such as the Gnomes offer a number of important benefits not available in larger societies and nurturing such groups advances science and medicine in meaningful ways. The success of the Gnomes’ approach provides a road map for future small scientific groups