Globalization is on the agenda as a cause of job insecurity, but knowledge regarding the relationship between globalization, management practices, and employee job insecurity is in fact limited. This study aims to investigate this multilevel association, defining globalization by the interrelated aspects of competition, liberalization, and technological innovation, and management by offensive practices such as external collaboration, organizational change, numerical flexibility, and work intensification. Questionnaire data were collected in 2010 from 3392 employees of 569 Danish companies and analyzed with multilevel modeling. The results show that international collaboration and numerical flexibility are associated with higher job insecurity. The level of job insecurity 60 Globalization and Job Insecurity in Danish Firms Sabine Raeder et al. varies with occupational position, age group, and company size. Because globalization and the management of globalization are associated with employee job insecurity, companies should react in a timely way to globalization pressures: for example, by involving employees, communicating clearly, and supporting employees with lower education.

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全球化与丹麦公司的工作不安全感：多层次研究

全球化是引起工作不安全感的原因，但是，有关全球化，管理实践和员工工作不安全感之间关系的知识实际上是有限的。这项研究旨在调查这种多层次的关联，通过竞争，自由化和技术创新的相互关联的方面来定义全球化，并通过进攻性实践（例如外部协作，组织变革，数字灵活性和工作集约化）进行管理。在2010年，我们从569家丹麦公司的3392名员工中收集了问卷调查数据，并通过多级建模进行了分析。结果表明，国际合作和数字灵活性与更高的工作不安全感相关。工作不安全感的水平60丹麦企业的全球化与工作不安全感Sabine Raeder等人。根据职业，年龄段和公司规模的不同而不同。因为全球化和全球化的管理与员工的工作不安全感相关，所以公司应该及时应对全球化的压力：例如，通过让员工参与进来，进行清晰的沟通并为受过高等教育的员工提供支持。