| Abstract [eng] |
Job insecurity and employee well-being is not a new concept and relationship between job insecurity and employee well-being has been analysed for a long time since now. Based on various sources we can conclude that job insecurity affects the employee well-being (Sarwar et al., 2021). The context of the COVID-19 pandemic has forced us to reconsider the problem. The main reason for job insecurity is various changes (Sverke et al. 2019). The Covid-19 pandemic, meanwhile, has affected the global economy and labour market. Organizations were forced to change and find new ways to perform their main functions (Carnevale and Hatak, 2020). Employee job insecurity is likely to perpetuate several times increasing various negative consequences for organizations and the employee itself (Jung et al., 2021). Object: job insecurity and employee well-being in the context of the COVID-19 pandemic. Objective: to reveal the relationship between job insecurity and employee well-being in the context of the COVID-19 pandemic. Key findings: research indicates that higher job insecurity is related to lower employee well-being. Qualitative job insecurity has a stronger link to employee well-being than quantitative job insecurity. Research has shown that the threat of losing previous work conditions is more important for employee psychological, social and health well-being than the threat of job loss. Permanente employees are more likely to have higher level of well-being than temporary employees. Research has shown that working at home would have a negative effect to job insecurity and positive effect to employee wellbeing. Also, research indicates the individual employee’s characteristics impact for job insecurity and employee well-being. Employee with higher education demonstrates lower level of job insecurity and higher level of employee well-being. |
