Relationship Between Security And Job Security

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Section Two: Employee attitudes towards security or job sercurity.
The picture of Canada as revealed through a research by the Fraiser Institute as follows; according to Lamman et al (2013 p 35) some data was complied for job losses in 2013 for Canada as a whole and all the provinces. There were numerous reasons that include firms moving locations, firms going out of business, changing business conditions, and dismissal. Lamman et al displayed statistics to say 3.6 percent of those employed in the private sector experienced job loss in Canada, compared to only 0.7 percent of those employed in the public sector. All in all, public sector lost less jobs than the private setor did. The case of Canada is just a prove that they are many factors
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It has been proved through a variety of studies that some consistency in the strength or even the direction of the relationships between job security and several work-related decisions observed. As cited in Vinthessonthi, (Westman et al 2001), it is revealed that there is a relationship between job security and burnout. As a result these have a potential to shape the aspect of job security in both public and private sector organizations. It means that good job security will lessen the mobility of employees and job insecurity causes employees to look out for better of …show more content…
One can learn from the statement that a worker is not separated from a wage, the two have a dichonomous relationship. As a result a worker depend wholly on the capitalist for a wage to support personal life and family members. Noah and Steve (2015, p 36) have said, “In employment, two parties are involved, which are their skills, and the other part with their money. The imbalance of this therefore could result in job dissatisfaction which may lead to resignation and low performance of some workers”. In other words, job dissatisfaction is one of the greatest challenges faced by workers. Given the situation of some firms and foodchain stores in Botswana that pay P1, 200.00 as monthly salary. It is suffice to say they are faced with job dissatisfaction. Employees have attitudes about many aspects of their jobs, careers, and organizations; however, the most focal employee attitude is job satisfaction (ibid). It is common knowledge that job satisfaction is known to have a positive turnover intentions and which translates to the fact that dissatisfaction will increase the rate employee turnover intention in the

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