Today's workers around the world are experiencing growing uncertainty about their future employment. Living in the chronic threat to the continuity of their employment (i.e., job insecurity) has adverse consequences. To understand where job insecurity comes from, we take a resources-demands perspective to synthesize and meta-analyze 57 theoretical sources of job insecurity. Using 3-decade (1986-2018) data from 425 independent samples representing 219,190 individuals from 39 countries, we find that the vast majority of theoretical predictors explain meaningful variance in job insecurity. Interestingly, resources (facilitating goal attainment), compared with demands (hindering goal attainment) have stronger relationships with job insecurity. Moreover, individualism, gross domestic product, and egalitarianism at the country level strengthen the negative relationships between resources and job insecurity and attenuate the positive relationships between demands and job insecurity, whereas power distance, national unemployment rate, and income inequality at the country-level lessen the negative relationships between resources and job insecurity and aggravate the positive relationships between demands and job insecurity. Finally, organizational practices account for significantly more variance in qualitative job insecurity than quantitative job insecurity, whereas personal factors and organizational social indicators explain a similar amount of variance in qualitative and quantitative job insecurity. Results suggest that gathering personal and organizational resources is more important than removing demands in terms of reducing job insecurity; having access to more resources in an attempt to diminish job insecurity is especially functional in countries high in individualism, gross domestic product, and egalitarianism, or low in power distance, national unemployment rate, and income inequality. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

中文翻译：

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一种解决工作不安全感来源的资源需求方法：多层次元分析调查。

今天，世界各地的工人正面临着越来越多的未来就业的不确定性。生活在对其就业连续性的长期威胁中（即工作不安全）会产生不利后果。为了了解工作不安全感的来源，我们从资源需求的角度来综合和元分析 57 种工作不安全感的理论来源。使用来自 39 个国家的 219,190 个人的 425 个独立样本的 3 年（1986-2018）数据，我们发现绝大多数理论预测变量解释了工作不安全感的有意义的变化。有趣的是，与需求（阻碍目标实现）相比，资源（促进目标实现）与工作不安全感有更强的关系。此外，个人主义、国内生产总值、国家层面的平均主义加强了资源与工作不安全之间的负相关关系，减弱了需求与工作不安全之间的正相关关系，而国家层面的权力距离、国家失业率和收入不平等则减弱了资源与工作之间的负面关系。不安全感并加剧需求与工作不安全感之间的积极关系。最后，组织实践对定性工作不安全感的解释明显多于定量工作不安全感，而个人因素和组织社会指标解释了定性和定量工作不安全感的相似差异。结果表明，在减少工作不安全感方面，收集个人和组织资源比消除需求更重要；在个人主义、国内生产总值和平等主义高或权力差距、全国失业率和收入不平等程度低的国家，获得更多资源以减少工作不安全感尤其有效。（PsycInfo 数据库记录 (c) 2021 APA，保留所有权利）。