A Temporal Comparison of the Effects of Unemployment and Job Insecurity on Wellbeing

Analyses of individuals\' working lives make a variety of assumptions about the relationship between time, wellbeing and economic stress. Some assume that stress will accumulate in adverse environments, leading to chronic effects of, for instance, long-term unemployment or job insecurity. Other studies emphasize the acute effects of changes per se, and assume adaptation. This paper examines how employees respond both to acute and chronic job insecurity This paper will use two datasets. The first is from a survey of over 300 UK employees employed in 26 companies; this dataset included both qualitative and quantitative data, at both employer and employee levels. The second dataset consisted of longitudinal data from the British Household Panel Survey. It was found that the unexpected announcement of job insecurity can cause a sudden and marked spike in psychological symptoms. Looking at longer-term effect for prolonged periods of job insecurity, wellbeing (i.e. symptoms of anxiety and depression) continues to deteriorate for at least a year, with no sign of leveling off or recovery. This is in contrast to the findings on long-term unemployment, where there is evidence of adaptation and slight improvements in psychological wellbeing after six months. The reasons for these opposing patterns between job insecurity and unemployment are discussed in terms of the challenge for individuals attempting to cope with perceived future uncertainty during the prolonged recovery from the current recession.Job Insecurity, Recession, Wellbeing, Unemployment, Chronic Stress

Flexicurity as a moderator of the relationship between job insecurity and psychological well-being

Flexicurity has been heralded as the solution to simultaneously maintain the well-being of employees through employment security while allowing employers to benefit from flexibility. This paper examines one of the claimed benefits that countries with flexicurity policies will reduce the stress on employees who experience job insecurity. More specifically, it is argued 10 that more generous unemployment benefits along with active labour market policies to facilitate rapid re-employment reduces the anxiety associated with insecurity. Analyses of two international data sets found little evidence for this moderation of the link between insecurity and well-being in countries that are assumed to be exemplars of flexicurity. The economic rationality behind these claims is questioned, and a psychological approach to job 15 insecurity is suggested as an alternative

Bridging the gaps in employee colunteering: Why the third sector doesn't always win

Employee Volunteering (EV) schemes represent a cornerstone of many company Corporate Social Responsibility (CSR) strategies, being identified as a classic “win-win” situation in which businesses contribute significant resources into local communities while gaining a more skilled and engaged workforce and increased reputational benefits. This article questions the “win-win” scenario of EV arguing that existing research has focused predominantly upon the business–employee dimension while largely ignoring the role of third sector organizations engaging in these relationships. By focusing more directly on third sector experiences, the article identifies four “gaps” which place considerable constraints on the reach and impact of EV. It demonstrates the importance of not simply presuming a “win” for the third sector and the added value that can be gained from redirecting EV research toward the “business/nonprofit interface”

Sleeping with the enemy? : strategic transformations in business - NGO relationships through stakeholder dialogue

Campaigning activities of non-governmental organisations (NGOs) have increased public awareness and concern regarding the alleged unethical and environmentally damaging practices of many major multinational companies. Companies have responded by developing corporate social responsibility strategies to demonstrate their commitment to both the societies within which they function and to the protection of the natural environment. This has often involved a move towards greater transparency in company practice and a desire to engage with stakeholders, often including many of the campaign organisations that have been at the forefront of the criticisms of their activity. This article examines the ways in which stakeholder dialogue has impacted upon the relationships between NGOs and businesses. In doing so, it contributes to the call for more ‘stakeholder-focused’ research in this field (Frooman in Acad Manag Rev 24(2): 191–205, 1999; Steurer in Bus Strategy Environ 15: 15–69 2006). By adopting a stakeholder lens, and focusing more heavily upon the impact on one particular stakeholder community (NGOs) and looking in depth at one form of engagement (stakeholder dialogue), this article examines how experiences of dialogue are strategically transforming interactions between businesses and NGOs. It shows how experiences of stakeholder dialogue have led to transformations in the drivers for engagement, transformations in the processes of engagement and transformations in the terms of engagement. Examining these areas of transformation, the article argues, reveals the interactions at play in framing and shaping the evolving relationships between business and its stakeholders

Job quality in Europe

Promoting job quality and gender equality are objectives of the European Employment Strategy (EES) in spite of a downgrading of the attention given to both in the revised employment guidelines and the re-launch of the Lisbon Process. However, advances on both of these objectives may be important complements to the employment rate targets of the EES, as access to good quality jobs for both sexes is likely to help sustain higher employment rates. While the European Commission has a broad view of the concept of job quality in practice, it relies on a selection of labour market type indicators that say little about the quality of the actual jobs people do. Using data from the 2005 European Working Conditions survey, we analyse job quality along three dimensions: job content, autonomy and working conditions. We conclude that gender and occupational status, along with other job characteristics such as working time and sector, have more influence on an individual’s job quality than the country or ‘national model’ they are situated in. Our results also demonstrate the value of developing indicators of job quality that are both gender sensitive and derived at the level of the job rather than the labour market in order to advance EU policy and academic debate on this topic

At the margins of the medical? Educational psychology, child guidance and therapy in provincial England, c.1945-1974

This article mobilises archival material from local authorities in England to assess the shifting role of psychologists within local school health services from the 1930s through to the reorganisation of the National Health Service (NHS) in 1974. It argues that psychologists were increasingly positioned between therapist, diagnostician and social worker, that this was bound together with a local discourse of children’s emotional well-being and that the increasing fluidity of the psychologist’s role emerged from local policies designed to stress the ‘educational’ nature of their role. In so doing, it extends work by John Stewart on child guidance and more long-standing histories of local, ‘municipal’ medical services. It suggests ways in which the older, localised provision of public health services in Britain persisted after the creation of the NHS and argues the need for a more flexible understanding of what was ‘medical’ about the local welfare state in this period

Factors Affecting Public Engagement by Researchers: a Study on Behalf of a Consortium of Uk Public Research Funders

The "Factors affecting public engagement by researchers" project suggests that the embedding of public engagement in institutional cultures is best understood as a 'work in progress'. There are positive indications in the project outputs that public engagement is increasingly part of the landscape of higher education and research institutions, and that participation in and value placed on public engagement has increased in recent years. At the same time, the research suggests that researchers and institutions remain uncertain about systems of rewards for public engagement, within the context of a profession that is driven by research (and teaching). The project suggests that public engagement is more firmly embedded in the context of the arts, humanities and social sciences than it is among researchers in science, technology, engineering and mathematics. Wide-ranging research over a lengthy period shows that institutional change of this kind is highly challenging and that higher education institutions are known to be relatively slow to change. Within this context, the project indicates that, while recent and current strategies have been helpful, longer term effort -- perhaps targeted in particular domains -- is required