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Objectives: Changes in employment contracts may impact the quality of working life, job insecurity, health and work-related attitudes. We examined the validity of two partly competing theoretical approaches. Based upon a segmentation approach, we expected no change in scores among stable trajectories, whereas upward trajectories were expected to be for the better and downward trajectories to be for the worse (Hypothesis 1). As turnover theories suggest that this hypothesis may only apply to workers who do not change employer, we also examined these contract trajectories stratified for a change of employer (Hypothesis 2). Methods & Results: Drawing on the 2007 and 2008 waves of the Netherlands Working Conditions Cohort Study (N = 9,688), repeated measures analysis of covariance showed little across-time change in the criterion variables, thus largely disconfirming our first hypothesis. These results could (at least partly) be explained by employer change; this was generally associated with improved scores among all contract trajectories (Hypothesis 2). However, workers receiving a less stable contract from the same employer were found to be at risk for health and well-being problems. Conclusions: Segmentation theory-based assumptions on contract trajectories primarily apply to stable and downward contract trajectories at the same employer, whereas assumptions from turnover theories better apply to contract trajectories combined with a change of employer. Future research should focus more closely on factors predicting "involuntary" downward trajectories into precarious temporary employment or unemployment.
Behavioural Science Institute, Department of Work and Organizational Psychology, Radboud University Nijmegen.
This article was published in the following journal.
Name: Journal of occupational health
To determine the relationship between visual function and quality of life, education, mental health and employment among young adults with Retinitis Pigmentosa (RP).
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to analyze the production of knowledge about interventions on quality of working life.
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This study, driven on schizophrenic patients, is aimed at : 1. Measuring the efficiency of the cognitive remediation program RECOS (COgnitive REmediation in Schizophrenia) on the c...
Within the first year after diagnosis, data on employment and quality of life will be collected and evaluated in patients with malignant melanoma
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This prospective randomized study evaluates the impact of Supportive Employment (SE) compared to standard vocational rehabilitation (VRP) on occupational, sobriety, psychiatric, and qualit...
RATIONALE: Studying quality-of-life, employment, peripheral neuropathy, and informal care costs in patients having cancer treatment may help identify the intermediate- and long-term effect...
Paid work for mentally or physically disabled persons, taking place in regular or normal work settings. It may be competitive employment (work that pays minimum wage) or employment with subminimal wages in individualized or group placement situations. It is intended for persons with severe disabilities who require a range of support services to maintain employment. Supported employment differs from SHELTERED WORKSHOPS in that work in the latter takes place in a controlled working environment. Federal regulations are authorized and administered by the U.S. Department of Education, Office of Special Education and Rehabilitative Services.
A measurement index derived from a modification of standard life-table procedures and designed to take account of the quality as well as the duration of survival. This index can be used in assessing the outcome of health care procedures or services. (BIOETHICS Thesaurus, 1994)
A generic concept reflecting concern with the modification and enhancement of life attributes, e.g., physical, political, moral and social environment; the overall condition of a human life.
Phenomenon of workers' usually exhibiting overall death rates lower than those of the general population due to the fact that the severely ill and disabled are ordinarily excluded from employment.
The branch of applied psychology concerned with the application of psychologic principles and methods to industrial problems including selection and training of workers, working conditions, etc.
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