References
[1]. Sverke,M.,&Hellgren,J.(2002).The nature of job insecurity:Understanding employment uncertainty on the brink of a new millennium.Applied Psychology,51(1),23-42.
[2]. Mak,A.S.,&Mueller,J.(2000).Job insecurity,coping resources and personality dispositions in occupational strain.Work&Stress,14(4),312-328.
[3]. Biron,C.,Brun,J.P.,Ivers,H.,&Cooper,C.(2006).At work but ill:psychosocial work environment and well-being determinants of presenteeism propensity.Journal of public mental health,5(4),26-37.
[4]. Cooper,C.L.,&Lu,L.(2019).Excessive availability for work:Good or bad?Charting underlying motivations and searching for game-changers.Human Resource Management Review,29(4),100682.
[5]. Probst,T.M.,Gailey,N.J.,Jiang,L.,&Bohle,S.L.(2017).Psychological capital:Buffering the longitudinal curvilinear effects of job insecurity on performance.Safety science,100,74-82.
[6]. Sweetman,D.,Luthans,F.,Avey,J.B.,&Luthans,B.C.(2011).Relationship between positive psychological capital and creative performance.Canadian Journal of Administrative Sciences/Revue Canadienne des Sciences de l'Administration,28(1),4-13.
[7]. Costa,S.,&Neves,P.(2017).Job insecurity and work outcomes:The role of psychological contract breach and positive psychological capital.Work&Stress,31(4),375-394.
[8]. Kim,J.H.,Yoon,J.,Bahk,J.,&Kim,S.S.(2020).Job insecurity is associated with presenteeism,but not with absenteeism:A study of 19 720 full-time waged workers in South Korea.Journal of occupational health,62(1),e12143.
[9]. Johns,G.(2010).Presenteeism in the workplace:A review and research agenda.Journal of organizational behavior,31(4),519-542.
[10]. Simpson,R.(1998).Presenteeism,power and organizational change:Long hours as a career barrier and the impact on the working lives of women managers.British Journal of Management,9,37-50.
[11]. Luthans,F.,Avey,J.B.,Clapp-Smith,R.,&Li,W.(2008).More evidence on the value of Chinese workers'psychological capital:A potentially unlimited competitive resource?.The International Journal of Human Resource Management,19(5),818-827.
[12]. Luthans,F.(2002).The need for and meaning of positive organizational behavior.Journal of Organizational Behavior:The International Journal of Industrial,Occupational and Organizational Psychology and Behavior,23(6),695-706.
[13]. Snyder,C.R.,Irving,L.M.,&Anderson,J.R.(1991).Hope and health.Handbook of social and clinical psychology:The health perspective,162,285-305.
[14]. Lee,Y.T.,&Seligman,M.E.(1997).Are Americans more optimistic than the Chinese?.Personality and social psychology bulletin,23(1),32-40.
[15]. Youssef-Morgan,C.M.,&Luthans,F.(2013).Psychological capital theory:Toward a positive holistic model.In Advances in positive organizational psychology.Emerald Group Publishing Limited.
[16]. Youssef-Morgan,C.M.,&Luthans,F.(2013).Psychological capital theory:Toward a positive holistic model.In Advances in positive organizational psychology.Emerald Group Publishing Limited.
[17]. Luthans,F.,Youssef,C.M.,&Avolio,B.J.(2007).Psychological capital:Investing and developing positive organizational behavior.Positive organizational behavior,1(2),9-24.
[18]. Cartwright,S.,&Cooper,C.L.(2002).ASSET:An organisational stress screening tool—The management guide.Manchester,UK:RCL Ltd.
[19]. Koopman,C.,Pelletier,K.R.,Murray,J.F.,Sharda,C.E.,Berger,M.L.,Turpin,R.S.,...&Bendel,T.(2002).Stanford presenteeism scale:health status and employee productivity.Journal of occupational and environmental medicine,14-20.
[20]. Jacobson,D.(1995).Trends in international business thought and literature:Job insecurity:Emerging social roles of the 90s.The International Executive,37(3),303-314.
[21]. Witte,H.D.(1999).Job insecurity and psychological well-being:Review of the literature and exploration of some unresolved issues.European Journal of work and Organizational psychology,8(2),155-177.
Cite this article
Li,S. (2023). The Effect of Job Insecurity on Presenteeism: The Moderating Role of Psychological Capital. Lecture Notes in Education Psychology and Public Media,3,896-902.
Data availability
The datasets used and/or analyzed during the current study will be available from the authors upon reasonable request.
Disclaimer/Publisher's Note
The statements, opinions and data contained in all publications are solely those of the individual author(s) and contributor(s) and not of EWA Publishing and/or the editor(s). EWA Publishing and/or the editor(s) disclaim responsibility for any injury to people or property resulting from any ideas, methods, instructions or products referred to in the content.
About volume
Volume title: Proceedings of the 3rd International Conference on Educational Innovation and Philosophical Inquiries (ICEIPI 2022), Part II
© 2024 by the author(s). Licensee EWA Publishing, Oxford, UK. This article is an open access article distributed under the terms and
conditions of the Creative Commons Attribution (CC BY) license. Authors who
publish this series agree to the following terms:
1. Authors retain copyright and grant the series right of first publication with the work simultaneously licensed under a Creative Commons
Attribution License that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this
series.
2. Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the series's published
version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgment of its initial
publication in this series.
3. Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and
during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See
Open access policy for details).
References
[1]. Sverke,M.,&Hellgren,J.(2002).The nature of job insecurity:Understanding employment uncertainty on the brink of a new millennium.Applied Psychology,51(1),23-42.
[2]. Mak,A.S.,&Mueller,J.(2000).Job insecurity,coping resources and personality dispositions in occupational strain.Work&Stress,14(4),312-328.
[3]. Biron,C.,Brun,J.P.,Ivers,H.,&Cooper,C.(2006).At work but ill:psychosocial work environment and well-being determinants of presenteeism propensity.Journal of public mental health,5(4),26-37.
[4]. Cooper,C.L.,&Lu,L.(2019).Excessive availability for work:Good or bad?Charting underlying motivations and searching for game-changers.Human Resource Management Review,29(4),100682.
[5]. Probst,T.M.,Gailey,N.J.,Jiang,L.,&Bohle,S.L.(2017).Psychological capital:Buffering the longitudinal curvilinear effects of job insecurity on performance.Safety science,100,74-82.
[6]. Sweetman,D.,Luthans,F.,Avey,J.B.,&Luthans,B.C.(2011).Relationship between positive psychological capital and creative performance.Canadian Journal of Administrative Sciences/Revue Canadienne des Sciences de l'Administration,28(1),4-13.
[7]. Costa,S.,&Neves,P.(2017).Job insecurity and work outcomes:The role of psychological contract breach and positive psychological capital.Work&Stress,31(4),375-394.
[8]. Kim,J.H.,Yoon,J.,Bahk,J.,&Kim,S.S.(2020).Job insecurity is associated with presenteeism,but not with absenteeism:A study of 19 720 full-time waged workers in South Korea.Journal of occupational health,62(1),e12143.
[9]. Johns,G.(2010).Presenteeism in the workplace:A review and research agenda.Journal of organizational behavior,31(4),519-542.
[10]. Simpson,R.(1998).Presenteeism,power and organizational change:Long hours as a career barrier and the impact on the working lives of women managers.British Journal of Management,9,37-50.
[11]. Luthans,F.,Avey,J.B.,Clapp-Smith,R.,&Li,W.(2008).More evidence on the value of Chinese workers'psychological capital:A potentially unlimited competitive resource?.The International Journal of Human Resource Management,19(5),818-827.
[12]. Luthans,F.(2002).The need for and meaning of positive organizational behavior.Journal of Organizational Behavior:The International Journal of Industrial,Occupational and Organizational Psychology and Behavior,23(6),695-706.
[13]. Snyder,C.R.,Irving,L.M.,&Anderson,J.R.(1991).Hope and health.Handbook of social and clinical psychology:The health perspective,162,285-305.
[14]. Lee,Y.T.,&Seligman,M.E.(1997).Are Americans more optimistic than the Chinese?.Personality and social psychology bulletin,23(1),32-40.
[15]. Youssef-Morgan,C.M.,&Luthans,F.(2013).Psychological capital theory:Toward a positive holistic model.In Advances in positive organizational psychology.Emerald Group Publishing Limited.
[16]. Youssef-Morgan,C.M.,&Luthans,F.(2013).Psychological capital theory:Toward a positive holistic model.In Advances in positive organizational psychology.Emerald Group Publishing Limited.
[17]. Luthans,F.,Youssef,C.M.,&Avolio,B.J.(2007).Psychological capital:Investing and developing positive organizational behavior.Positive organizational behavior,1(2),9-24.
[18]. Cartwright,S.,&Cooper,C.L.(2002).ASSET:An organisational stress screening tool—The management guide.Manchester,UK:RCL Ltd.
[19]. Koopman,C.,Pelletier,K.R.,Murray,J.F.,Sharda,C.E.,Berger,M.L.,Turpin,R.S.,...&Bendel,T.(2002).Stanford presenteeism scale:health status and employee productivity.Journal of occupational and environmental medicine,14-20.
[20]. Jacobson,D.(1995).Trends in international business thought and literature:Job insecurity:Emerging social roles of the 90s.The International Executive,37(3),303-314.
[21]. Witte,H.D.(1999).Job insecurity and psychological well-being:Review of the literature and exploration of some unresolved issues.European Journal of work and Organizational psychology,8(2),155-177.