Against the backdrop of various and sometimes unexpected transformations of working conditions, qualitative job insecurity has become increasingly prevalent in academia and beyond. As a result, there is a great need for identifying factors that may mitigate its detrimental outcomes on employee well-being. To do so, the current study aimed to investigate the role of two proactive participation strategies—participatory decision-making and job crafting—as a means of counteracting the effects of qualitative job insecurity on burnout, work engagement and job satisfaction. The study was based on a sample of higher education employees in Belgium and Switzerland (N = 915). To test the hypotheses, moderation analyses were conducted in the overall sample and across different staff categories (i.e., senior and junior academic staff, administrative employees). Around 30% of the tested moderation effects were statistically significant, revealing that the negative outcomes of job insecurity were less salient at high values of the moderators. In particular, our findings suggest that encouraging participative decision-making may serve as a means to maintain academic employees' job satisfaction and prevent burnout in turbulent times. Moreover, job crafting may be additionally targeted at preserving work engagement, even though its moderator effects were not universal.

中文翻译：

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应对学术界定性工作不安全的不利后果的积极策略

在工作条件发生各种有时出乎意料的变化的背景下，定性的工作不安全感在学术界和其他领域变得越来越普遍。因此，非常需要确定可能减轻其对员工福祉的不利影响的因素。为此，目前的研究旨在调查两种主动参与策略——参与式决策和工作塑造——作为抵消定性工作不安全感对倦怠、工作投入和工作满意度影响的一种手段的作用。该研究基于比利时和瑞士（N = 915）。为了检验这些假设，在整个样本和不同的工作人员类别（即高级和初级学术人员、行政人员）中进行了适度分析。大约 30% 的测试调节效果具有统计显着性，表明工作不安全的负面结果在调节器值较高时不那么显着。特别是，我们的研究结果表明，鼓励参与式决策可以作为保持学术员工工作满意度和防止在动荡时期倦怠的一种手段。此外，工作重塑可能还旨在保持工作投入，即使其调节作用并不普遍。