Job insecurity is recognized as one of the most prominent job stressors for employees. Despite decades of research, the concurrent examination of both quantitative (i.e. perceived threat of job loss) and qualitative (i.e., perceived threat of losing some job features) job insecurity and the analysis of their different relationships with well-being at work have received relatively scarce attention. This study examined a moderated mediation model of the relationship between quantitative job insecurity and well-being at work. In doing so, the focus was on the mediating effects of qualitative job insecurity and the moderating effects of self-esteem in the abovementioned relationships. Drawing from Warr’s model, four indicators of well-being at work were included (i.e., vigor, emotional exhaustion, job satisfaction and psychological symptoms) offering a more detailed analysis of the consequences of job insecurity. A sample of 751 Italian employees participated in a self-report questionnaire. Results showed that qualitative job insecurity fully mediated the effects of quantitative job insecurity on outcomes. Concerning job satisfaction, the conditional indirect effect of quantitative job insecurity varied significantly on the basis of selfesteem, showing the moderating role of the latter variable. These findings provided additional evidence of the different role of job insecurity dimensions on well-being in workplaces. Moreover, the overall moderated mediation analysis provided new insights about the buffering role of selfesteem. Finally, implications for human resource management and stress management were provided.

中文翻译：

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定量/定性工作不安全感和幸福感的关联：自尊的作用。

工作不安全感被认为是员工最突出的工作压力源之一。尽管进行了数十年的研究，但同时对定量（即感知的失业威胁）和定性（即感知的失去某些工作特征的威胁）工作不安全感的检验以及它们与工作幸福感的不同关系的分析得到了相对较稀缺关注。本研究检验了定量工作不安全感与工作幸福感之间关系的调节中介模型。这样做的重点是定性工作不安全感的中介作用和自尊在上述关系中的调节作用。根据 Warr 的模型，工作中的幸福感包括四个指标（即活力、情绪耗竭、工作满意度和心理症状）提供了对工作不安全后果的更详细分析。一份由 751 名意大利员工组成的样本参加了自我报告问卷。结果表明，定性工作不安全感完全调节了定量工作不安全感对结果的影响。关于工作满意度，定量工作不安全感的条件间接效应在自尊的基础上变化显着，显示了后一个变量的调节作用。这些发现提供了额外的证据，证明工作不安全因素对工作场所幸福感的不同作用。此外，整体调节中介分析提供了关于自尊的缓冲作用的新见解。最后，提供了对人力资源管理和压力管理的影响。