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Although research on job insecurity (JI) and its relationship with employee performance has increased in recent years, results are mixed and inconclusive. The objectives of this paper are to explore 1) the conceptualizations of JI, 2) the relationship between JI and different performance dimensions, 3) the theoretical perspectives used to explain the JI–performance relationship and 4) the mechanisms and contextual boundaries that affect the JI–performance relationship.

Following the PRISMA guidelines, the authors systematically searched for peer-reviewed empirical studies published before July 2021 in Web of Science and Scopus. The authors analyzed 81 empirical studies published on the conceptualization of job insecurity, its relationship with employee performance, and what mechanisms and contingency factors are studied. The authors used thematic analysis to analyze the articles.

Results of this review show that the quantitative cognitive dimension is dominant in extant JI literature. Furthermore, in-role performance and OCB were most often investigated in relation to the four dimensions of job insecurity, drawing from a range of theoretical perspectives to explain this relationship. Moreover, a variety of mechanisms and contextual factors on individual, individual work-related, individual-level attitudes and job-level characteristics have found to play a role in this relationship.

This study has a number of limitations. The first pertains to the exclusion of articles in languages other than English and non-peer reviewed papers. It is possible that the search strategy used may not have identified other studies that may have met the established criteria in order to be included in our research. However, this method was chosen to guarantee the quality of the included articles in this study and in line with previous meta-analyses and literature reviews (De Witte et al., 2016; Sverke et al., 2019). Second, one selection criteria focused on how performance was assessed in the studies incorporated in this literature review. The authors excluded studies that addressed performance from the perspective of the organization (i.e. studies that measured performance at the organizational level). The authors herewith might have excluded studies that focused on one or multiple job insecurity constructs, but the authors herewith included studies that were comparable in terms of performance indicator outcomes. Future studies could expand the search by investigating, as a next step, the impact on organizational performance. Finally, since the focus of this literature review was on the relationship between job insecurity and performance indicators, including the mechanisms and boundary conditions that affect this relationship, the authors did not include focus on how job insecurity can be influenced (Shoss, 2017), and herewith lack information on the predictors side of job insecurity. However, by narrowing the authors focus to mediators and moderators, the authors were able to come up with an extensive list of factors that impact the job insecurity–performance relationship and herewith provide fruitful areas for future research. Future studies could expand these findings by providing an overview of predictors of different job insecurity constructs, to see whether there are potential different predictors of job insecurity conceptualizations (Jiang and Lavaysse, 2018).

The study review contributes to the systematization of the current empirical evidence on this area of research. This is especially important and enables room to take an additional step toward understanding the consequences of job insecurity on performance. Specifically, it is important for organizations and policymakers to be aware of the different conceptualizations of job insecurity that exist and how they impact employee performance. In addition, an overview of potential mechanisms and boundary conditions that affect this relationship provides insights as to how organizations can intervene to affect reactions to job insecurity.

The study findings are relevant and may be of interest to decision makers in organizations and national authorities that must have information on quality concerning the effects of job insecurity on performance.

Based on these findings the authors show the impact of the different conceptualizations of job insecurity and how they affect job performance. In addition, the authors provide recommendations for future studies how to better handle the integration of different conceptualizations and measures of job insecurity and its different approaches.

This study uses a job-demand resource perspective to test a conceptual model in which psychological contract breach has a negative relation with job performance (adaptivity and proficiency) through perceived job insecurity. Further, it has also been proposed that higher levels of role conflict will strengthen the impact of psychological contract breaches on job performance through job insecurity.

Two-wave data were collected from 449 working adults from the retail sector with managerial occupations in Chile. The moderated mediation models were tested through SPSS macro (developed by Preacher and Hayes, 2004).

The findings supported the hypotheses; first, psychological contract breach negatively influences job performance through job insecurity; and second, role conflict moderates the indirect relationship in a way that lower levels of role conflict buffer the relationship between psychological contract breach and job performance through job insecurity (versus higher levels of role conflict).

This study has practical and theoretical implications. On the one hand, it establishes how and when psychological contract breaches might harm individual job performance. On the other hand, it can be a guide to managers and employees who can find evidence about how harmful a breach of employees’ psychological contract can be.

The purpose of this paper is to test competing models of the relationship between job insecurity and two forms of impression management (self- and supervisor-focused) on job performance. Specifically, does job insecurity lead to greater subsequent impression management; or, does preventative use of impression management subsequently lead to reductions in job insecurity? Additionally, how do these both relate to in-role performance?

Using two-wave survey data collected from 184 working adults in the USA and the two-step approach recommended by Cole and Maxwell (2003) and Taris and Kompier (2006), the authors tested cross-lagged relationship between job insecurity and both forms of impression management by comparing four different models: a stability model, a normal causation model (with cross-lagged paths from T1 job insecurity to T2 impression management), a reversed causation model (with cross-lagged paths from T1 impression management to T2 job insecurity) and a reciprocal causation model (with all cross-lagged paths described in the normal and reversed causation model).

Results were supportive of the reversed causation model which indicated that greater use of supervisor-focused impression management at Time 1 predicted lower levels of job insecurity at Time 2 (after controlling for prior levels of job insecurity); moreover, job insecurity at Time 1 was then significantly associated with more positive in-role behaviors at Time 2. Moreover, the test of the indirect effect between T1 impression management and T2 performance was significant.

These results suggest that impression management clearly plays an important role in understanding the relationship between job insecurity and job performance. However, employees appear to utilize impression management as a means of pre-emptively enhancing their job security, rather than as a tool to reactively cope with perceived job insecurity.

The purpose of this paper is to examine the weekly effects of job insecurity on employee voice and silence. Specifically, the authors argue that because employment fulfils important needs, employees’ needs are less fulfilled when they feel that their job is at risk (i.e. high job insecurity). Consequently, the authors argue that employees engage in less voice and more silence because when employees’ needs are not fulfilled, they are less committed to the organization and/or protect their personal resources.

The authors tested their hypotheses in a five-week long diary study among 97 employees.

The authors found that employees reported lower need fulfilment in those weeks and the week after job insecurity was higher, which, in turn, decreased employee voice and increased employee silence in those weeks and the week after.

The study shows that feelings about one’s job insecurity fluctuate from week to week and that the weekly negative effects associated with increased job insecurity can be explained from a needs fulfilment perspective. The study also highlights the importance of studying voice and silence simultaneously.

Managers could indirectly increase employees’ voice and decrease employees’ silence by reducing feelings of job insecurity to increase employees’ feelings of predictability of and control over their future.

The authors studied short-term effects of job insecurity on both employee voice and silence, and examined need fulfilment as an underlying mechanism to explain the effects of job insecurity.

This study aims to explore and evaluate how sociodemographic, psychographic and situational factors jointly determine the satisfaction and expenditure of sports tourists, two key variables for the sustainability and development of sport tourism.

To meet the objective of the study, structural equation modelling was applied to data collected through a face-to-face survey of 520 sports tourists practising outdoor sports in the Valle del Jerte region (Cáceres, Spain) during the months of March and April 2024.

The findings revealed that older and higher income tourists experienced higher levels of satisfaction with sporting activities. Specifically, young women with a high educational and economic level were found to have the highest expenditure in the sports destination. Furthermore, it was confirmed that authenticity, distance and water sports activities had a positive impact on visitor satisfaction, and that tourist expenditure was influenced by local connection and all sociodemographic and situational factors considered.

This analysis contributes to the sport tourism literature by combining factors of different typologies into a single model and by incorporating expenditure behaviour as a dependent variable and the type of sport activity variable as a situational factor affecting expenditure. This approach expands existing knowledge by providing a more comprehensive view of the effect of sociodemographic, psychographic and situational factors on sport tourism, allowing destination managers to design effective strategies that optimise the satisfaction and expenditure of sports tourists.

本研究旨在探讨和评估社会人口、心理和情境因素如何共同决定体育游客的满意度和消费, 这是体育旅游可持续发展的两个关键变量。

为实现研究目标, 我们采用结构方程模型（SEM）对 2024 年 3 月至 4 月期间在 Valle del Jerte 地区（西班牙卡塞雷斯）从事户外运动的 520 名体育游客进行了面对面调查。

结果显示, 收入较高的老年游客对体育活动的满意度较高。特别是, 教育和经济水平较高的年轻女性在体育目的地的消费最高。此外, 研究还证实, 真实性、距离和水上运动活动对游客满意度有积极影响, 而游客消费则受当地关联性以及所有社会人口和情景因素的影响。

这项分析将不同类型的因素整合到一个模型中, 并将消费行为作为因变量, 将体育活动类型作为影响消费的情景因素, 从而为体育旅游文献做出了贡献。这种方法能更全面地了解社会人口、心理和情境因素对体育旅游的影响, 从而扩展现有知识, 使目的地管理者能够设计有效的战略, 优化体育游客的满意度和消费。

Este estudio busca explorar y evaluar cómo los factores sociodemográficos, psicográficos y situacionales determinan conjuntamente la satisfacción y el gasto de los turistas deportivos, dos variables clave para la sostenibilidad y el desarrollo del turismo deportivo.

Para cumplir con el objetivo del estudio, se aplicó un modelo de ecuaciones estructurales (SEM) a los datos recabados a través de una encuesta presencial a 520 turistas deportivos que practicaban deportes al aire libre en la comarca del Valle del Jerte (Cáceres, España) durante los meses de marzo y abril de 2024.

Los resultados revelaron que los turistas de mayor edad y con ingresos más elevados experimentaban mayores niveles de satisfacción con las actividades deportivas. En concreto, se observó que las mujeres jóvenes con un nivel educativo y económico alto eran las que más gastaban en el destino deportivo. Además, se confirmó que la autenticidad, la distancia y las actividades deportivas acuáticas influían positivamente en la satisfacción de los visitantes y que el gasto de los turistas estaba influenciado por la conexión local y por todos los factores sociodemográficos y situacionales considerados.

Este análisis contribuye a la literatura sobre turismo deportivo al combinar factores de diferentes tipologías en un único modelo y al incorporar el comportamiento de gasto como variable dependiente y la variable tipo de actividad deportiva como factor situacional que incide en el gasto. Este enfoque amplía el conocimiento existente al ofrecer una visión más completa del efecto de los factores sociodemográficos, psicográficos y situacionales en el turismo deportivo, lo que permite a los gestores de destinos diseñar estrategias eficaces que optimicen la satisfacción y el gasto de los turistas deportivos.

Links between urban areas and public space have always had a central presence in the field of Urban Sociology. During the last four decades, and in relation with globalization processes, reflection about city places and what constitutes the “public” has increasingly been in line with what has been called an “emplacing heritage process,” which emerged as a controversial point of intervention in urban areas. In this sense, itineraries have been considered of primary importance in urban heritage signification, recognition, and symbolic production. In short, these routes appear as ways in which public space is materially and symbolically occupied, becoming emplacing heritage processes in themselves.

In this chapter, we study two heritage-making processes through neighborhood itineraries, which are carried out in district territory and are located in two peripheral neighborhoods belonging to the City of Madrid (Hortaleza and Carabanchel). Ultimately, the point here is that these routes are not merely a pathway that “goes” along acknowledged heritage places; these itineraries are an emplacement and a signification of patrimony itself. These processes act as markers of iconic places and as remembrance performances of neighborhood memory. We would argue that routes around historical places in Carabanchel, as well as the “Three Wise Men” popular parades in Hortaleza bring shared geographical imaginaries, collective memory, and iconic places together in everyday experiences of both places. These itineraries change both urban sites in terms of their neighborhood heritage by disputing spatial discourses and imaginaries of heritage, urban place, and neighborhood.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

An international team of researchers carried out a review of the existing peer-reviewed studies of job insecurity (JI). The results showed the quantitative cognitive dimension has dominated. Meanwhile, in-role performance and OCB (organizational citizenship behaviors) were most often investigated in relation to the four dimensions of job insecurity, drawing from a range of theoretical perspectives.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

What challenges do we envisage when considering the Internet as a platform to deliver training for librarians, editors and Webmasters working in the development of a collaborative virtual library? After some considerations concerning technology‐based distance training developments for librarians, the experience of the Latin American Council of Social Sciences is described where the Internet is used to deliver training to librarians, editors and Webmasters of their member institutes in Latin America and the Caribbean. Choosing a virtual campus platform, building multinational teams for teaching and learning, working on the design of course content and preparing full‐text bibliography, managing the course and evaluating its results have been the main challenges for this experience, which is described to help library networks in developing regions think about the Internet as a possible platform for training staff located in institutions with access to the Internet.