ZAMESTNANECKÁ NEISTOTA: INDIVIDUÁLNE A ORGANIZAČNÉ DÔSLEDKY

Job insecurity represents a prevailing problematic issue for many employed people. In this study we examined chosen individual and organizational consequences of the job insecurity. On the individual level we focused of job satisfaction, whereas on the organizational level we focused on affective commitment and turnover intentions. Research sample consisted of 111 respondents (men 45% and women 55%) acquired via non–probability sampling. The average age of respondents was 37,98 years (SD = 6,88). Four measures were used. Namely: Scale of affective and cognitive job insecurity (Elizur, & Borg, 1992), Job Satisfaction Scale (Warr, Cook, & Wall, 1979), Affective Commitment Scale (Meyer, & Allen, 1997) and Turnover intention scale (Roodt, 2004). The results suggested that job insecurity is significantly negatively associated with job satisfaction. Moreover affective job insecurity seems to be significant predictor of worsen job satisfaction. However, job insecurity was not significantly linked to affective commitment or to fluctuation. The present study provides results that are first of its kind acquired on the Slovak sample. Nevertheless more, preferably longitudinal, studies are needed on this topic.