Improving one's work-related skills may be particularly valuable for workers coping with jobs at risk. The present study investigates the effect of job insecurity on participation in formal development activities and examines the antagonistic roles of need for development and availability of learning opportunities in this relationship. We used data from the Dutch Longitudinal Internet Studies for the Social Sciences panel (LISS-panel) of 3744 employees who were followed over an eight-year period. This study applied random-intercept cross-lagged panel modeling to examine long-term within-individual changes. Results indicated that increases in job insecurity were related to increases in the need for development and decreases in learning opportunities. No significant relationships were found between changes in the need to improve one's skills and changes in participation in formal development, and between changes in learning opportunities and changes in participation in formal development. Our results suggest a duality: while individuals coping with increases in job insecurity experience increases in their need for learning opportunities, they experience decreases in the likelihood of receiving these opportunities. We also found a direct effect from job insecurity on participation, in which increases in job insecurity were related to decreases in participation in development activities. These findings showcase the long-term consequences of job insecurity on employee development.

提高一个人的工作相关技能对于应对工作风险的工人可能特别有价值。本研究调查了工作不安全感对参与正式发展活动的影响，并检验了发展需求和学习机会可用性在这种关系中的对立作用。我们使用了来自社会科学小组（LISS 小组）的荷兰纵向互联网研究的数据，该小组对 3744 名员工进行了为期八年的跟踪调查。本研究应用随机截距交叉滞后面板模型来检查个体内部的长期变化。结果表明，工作不安全感的增加与发展需求的增加和学习机会的减少有关。在需要改进的变化之间没有发现显着的关系' 的技能和参与正式发展的变化，以及学习机会的变化和参与正式发展的变化之间的关系。我们的结果表明了一个二元性：当个人应对工作不安全感增加时，他们对学习机会的需求增加，但他们获得这些机会的可能性却降低了。我们还发现工作不安全感对参与有直接影响，其中工作不安全感的增加与参与发展活动的减少有关。这些发现展示了工作不安全感对员工发展的长期影响。虽然应对工作不安全感增加的个人对学习机会的需求增加，但他们获得这些机会的可能性却降低了。我们还发现工作不安全感对参与有直接影响，其中工作不安全感的增加与参与发展活动的减少有关。这些发现展示了工作不安全感对员工发展的长期影响。虽然应对工作不安全感增加的个人对学习机会的需求增加，但他们获得这些机会的可能性却降低了。我们还发现工作不安全感对参与有直接影响，其中工作不安全感的增加与参与发展活动的减少有关。这些发现展示了工作不安全感对员工发展的长期影响。