Chapter 1 Introduction

1.1 Background

In the recent period, the economic recessions and technology are the main causes due to which the
organizations have to restructure which in the end causes the reorganizing and downsizing. All
These changes create the issue of job insecurity in organizations. In recent decades the
Organizational downsizing has become a frequent phenomenon due to changes in the world
economy.
In the literature there are many definitions of career insecurity, e.g “powerlessness to maintain
desired continuity in a threatened job situation” (Green and Rosen, 1984), and “an overall concern
about the future existence of the job” (Rosen and Ruvi, 1996). The definition of career insecurity is
given by De Witte (2005) as “the threat which a person perceives that he will loss the career and all
the fears related to that menace. According to De Witte and many other authors, A individual
occurrence observed from the interpretation and evaluation of one’s present job is called job
insecurity and in this situation the Employees may take this in a variety of ways; some of them feel
insecure about their career, while others will not.
This research on has been focused on exploring causes and consequences of job insecurity
perception on individuals. The Rubatch (1994) explained that the thing which is most unsafe is the
career insecurity which worker face. Millions of people feel threat about losing their jobs while
many people misplace their jobs without become aware of or sometimes no prior information.
Career insecurity stuck between job and being without a job, as it refers to those persons who are
employed and are threatened by being fired. The feeling of job insecurity produces stress because
in this situation the individual don’t know that what techniques and methods should be used to
tackle the situation or what will happen to me in the near future. For example, when the person in
actual loses his employment, insecurity get finished, and the person can handle the situation and he
starts search for another job. An employee who is secure can work with better efficiency for more
hours as compared to unsecured one. Especially when the teaching faculty feels insecure, of course

1
their students will suffer because they will not perform their duties properly. It is generally
observed that the government sectors and permanent employees feel more satisfied, confident and
secure concerning their prospect as compare to the job holders in private sector and contract based
employees who are far less secure and less motivated about their careers.
Ducker (1997) stated “knowledge has power. It controls access to advancement and opportunity
and strengthen the nation”. The main department for any nation is Education sector which leads
towards development and progress, Education brings change in technology, the education changes
the way of life and global environment can also be changed by the education but for this we need
suitable policy making. In Pakistan 135 DAI’s are under HEC, 74 are public sector universities and
61 are private. In KP there are 16 Public and 10 private universities (HEC, 2012).

The research tradition has been developed than the past decades, focusing on the negative results
of job insecurity for individual employees by De Witte (1999). In many theoretical models of work
psychology, the career insecurity is a work stressor. That’s why job insecurity has a harmful
impact on employees’ well-being and health. Research conducted by (Ash et al., (1989) showed
the negative correlation of career insecurity with well-being of employees. particularly the
negative association with job satisfaction, which is found in almost every research .In terms of
health-related consequences, mental distress and Physical health complaints have a tendency to
raise with the level of job insecurity. Changes in the workplace environment and organizational
structure have amplified the belongings of psychosomatic factors .The mental, physical and social
health of employees is badly affected by the job insecurity. Many researchers have proved that the
insecurity of career is deeply related with anxiety, quiescent troubles and tension. Job insecurity
also produces job dissatisfaction. Ashford et al., (1989).while Shan (1998)describing the
importance of job satisfaction described that a predictor of teacher retention is that the teacher job
satisfaction, which effects the teacher commitment with the school and at last effects the school’s
performance.

1.2 Problem statement

A university has a vital role in the intellectual, financial and social growth of a nation. Same as the
teaching community play a critical part in the advancement of a university. Goals and objectives of
university system cannot be achieved without an efficient, satisfied, secure and committed
academic staff. Insecure teachers cannot give better job performance and effectiveness. The job

2
security for the academic staff must be given extraordinary concentration to help the university to
attain the objective of producing highly skilled labor so that the socio-monetary requirements of
the country can be achieved, the job security for the teaching faculty must be given special
attention. This research is aimed to solve the problems related to the teachers of private DAI’s in
KPK who think insecure about their careers by exploring the reasons /causes of career insecurity,
by finding the consequences of career insecurity and To overcome the problem of career
insecurity.

1.3 Objectives of this research

The main goal of the current research is to find out the causes and consequences of career
insecurity in private degree awarding institutions of (KP) Pakistan.

The study will be aiming to

1: To identify the causes of career insecurity

2: To find out the consequences of career insecurity on teachers

3: To find out the consequences of career insecurity on institution

1.4 Significance

Besides money there are many other factors which effect one’s job and career. Career
insecurity plays a vital role to change the working life. The employees who are more conscious
about their future they are more sensitive about the security of their career. The career
insecurity not just adversely affects the employees ‘rather overall organization. The
phenomenon of career insecurity is globally increasing due to the changing nature of job and
policies of organizations. However there is no reason to neglect the importance of career
insecurity. By accepting the significance of career insecurity this research is conducted on the
teachers of private degree awarding institutions of KP because the teachers play vital role in
developing the generations and The university system is a tool by which civil society and
national identity are built through shared values and a commitment to a common goal. It can
train and produce high level manpower for national development.

This research is conducted on career insecurity in two ways, first, to find out the causes of

3
career insecurity and second the consequences of career insecurity so that this research can
contribute towards the teachers of private degree awarding institutions of KP by making them
the feeling of secure career so that they can give their best performance.

4
1.5 List of Hypothesis of the study
Table # 1.1

Hypotheses Code

1 The attributes of career insecurity are correlated with negative consequences for H1
Teachers of private degree awarding institutions.

The attributes of career insecurity i.e. Reorganizations, Role conflict, Locus of

2 H2
control and Temporary contracts influence in resulting negative consequences of
career insecurity for Teachers of private degree awarding institutions.

The demographic variable gender has significant influence on overall research

3 variables i.e. Reorganizations, Role conflict, Locus of control and Temporary H3
contracts influence in resulting negative consequences of career insecurity for
Teachers of private degree awarding institutions.

The demographic variable age has significant influence on overall research

4 variables i.e. Reorganizations, Role conflict, Locus of control and Temporary H4
contracts influence in resulting negative consequences of career insecurity for
Teachers of private degree awarding institutions.

The demographic variable Designation has significant influence on overall

5 research variables i.e. Reorganizations, Role conflict, Locus of control and H5
Temporary contracts influence in resulting negative consequences of career
insecurity for Teachers of private degree awarding institutions.

5
Chapter 2 Literature review
This portion reveals the prose related to causes and consequences of career insecurity in details
with different subheads. The theoretical details have been incorporated, while the demographic
attributes have also been discussed. This chapter ends with the list of working concepts, the
hypothetical structure of the study and hypothesis.

2.1 Career Insecurity

Ever since 1970’s, restructuring, decline, industrial revolution and worldwide competition have
surprisingly altered the environment of job (Hooward, 1995). Over the past two decades the
changes in working life for many employees cause stance of insecurity regarding the character and
survival of their careers (Jacob, Klanderms, & vain Vuren, 1991). Among the first to focus the
concept of job insecurity were Green and Rosen (1984) who define the career insecurity and
explained the causes, individual possessions and organizational cost. They added that job
insecurity is based on the worker’s view and understanding of the instantaneous job situation. With
this commencement of career insecurity as initial position, many definitions are existing in the
prose. e.g...Career insecurity is defined as: “one’s expectations about continuity in a job situation”
Daavy, Kenicki, & Secheck( 1997); “an overall concern about the future existence of the job”
Rosen &Ruviio(1996); .

6
2.2 Causes of Career Insecurity

It is understood that career insecurity is about a worldwide observable fact. This research includes
four factors which affect the teachers, which in turn gives the strong reactions in the form of career
insecurity .these factors are called the causes of career insecurity. Following are the different
causes of career insecurity.

2.2.1Reorganizations

The change in the composition of organization and setting of place of work have augmented the
problems and issues for employees’ .In the words of Greenhalgh and Rosenblatt (1984) changes
such as reorganizations, downsizings mergers and new technologies are the causes of threat for
individuals. In the line with Brocknner (1988), the staff cuts and layoffs which are directly related
to job insecurity. Downsizing is one of the most normally used strategies in reorganization.
Downsizing means human resources diminution. Ketts de Varies and Blazs (1997) defined
downsizing as “the planned elimination of positions or jobs”.

2.2.2 Role conflict

When persons are confronted with inappropriate role expectations in the many social classes they
engage it creates the role conflict. When role conflict reaches at extreme level will cause high
levels of job insecurity, role conflict produces some anxiety in employees; such anxiety heightens
the stance of career insecurity. Moreover, our conjecture on organizational transform is probably
also applicable for situations involving role ambiguity.

2.2.3 Temporary Contracts

When an employee remains in a position only for a definite period of time. Holding a contract job
may also effects discernment of career insecurity. Those job holders who are permanent may feel
not as much of job insecurity. These job holders may greatly involve in their jobs and are more
involved in their job than temporary employees would, Sverke et al., (2000). Barling& Gallagher,
1996;by agreeing with sverke stated that the permanent workers may practice less job insecurity.
Same like this Nässwall & De Witte,(2003); also stated that temporary workers experience more
job insecurity than permanent or full-time employees

7
2.2.4 Locus of control

Some of the studies have also investigated that the personality traits are related to career insecurity.
These studies reflects that workers with an external locus of control feel high level of career
insecurity ,high level of self-worth have been associated to lower levels of job insecurity (Haartley
et al., 1991). Sverke et al., (2004) describes that the negative affectivity or internal locus of
control increases the career insecurity.

2.3 Consequences of career insecurity

It is not surprising that the causes always have their effects or consequences; either positive or
negative. Workers will react to the altering characteristics of employment circumstances. Green
and Rosen (1984) stated that the employees must retort when they feel themselves insecure in their
jobs, and obviously their retorts have negative effects on organization’s performance and
efficiency”. As the protected work condition is quickly altering into anxious. It will not just impact
on the happiness and health of the persons but also but also on their behavior, job attitude for the
animation of the organization.

2.3.1 Dissatisfaction with job

Research defines job satisfaction as a valuable reaction to job and job events (Lockie, 1969).
Previous research shows that the most commonly outcome of job insecurity is dis-satisfaction with
job. Ashf et al. (1989) showed that secure people are satisfied more with their jobs as compared to
insecure employees .One study by Olldham, Julick, Ambrosse, Sttepina, & Branad, (1986) stated
that people with higher perception of job security were less satisfied with their jobs. People
respond effectively to jobs in terms of how they see the jobs (Hack & Olldham, 1976).

2.3.2 Health related problems

Job insecurity is conceptualized as a basis of stress involving potential loss, fear and unease Green
and Rosen (1984). Lack of slumber, vertigo, and loss of enthusiasm all these are the forms of
somatic complaints and all these somatic complaints occur due to stress while the job insecurity

8
works as the stress producing agent. The review of the literature by Ferriie (2001) explains it as
again and again, job insecurity appear to lift self-reported general and psychosomatic morbidity
but also sickness and absence. Particularly, it is strongly associated with festering
symptoms.Chenge et al. (2005).

2.4 Demographic variable

A Demographic variable is a variable that is collected to describe the nature and distribution of the
sample used with inferential statistics. Within statistics and research, these are the variables such
as age, gender and socioeconomic measures etc. Age is a demographic factor which influence, as
the age increases the threat of job loss increases. For example, in the line with (De Witte, 1999)
People in their 30s and 40s are in an age-group who is responsible for raising children and families
are dependent on them, in such cases they tend to occurrence the likelihood of job loss more
negatively than persons who are only accountable for their own sustenance. It can also be the
reason for the older persons that they may be threaten by the job loss because there is a difficulty to
find new jobs in many sectors as compared to youngsters (Haartley et al., 1991). Gender also
participate a role in how a person percept in diverse occurrence from beginning to end. Some
studies focus on how gender affects the career insecurity reflects that men have a propensity to
perceive high level of career insecurity than women (e.g., Kinn et al., 1999; Rosen, Tailmud,
&Ruivio, 1999).beside the age and gender there is another demographic factor naming designation
at any job, designation also affects the job. adding together to all the factors the job nature also
plays a role in the perception of career insecurity.

2.5 Working Concepts

Table 2.1 List of the Demographic Attributes

Variables Definitions

1 Age 20-to-30 years, 31-to-40 years, 41-to-50 years, 51 years and onwards

2 Gender Male and Female

3 Designation Lecturer, Assistant professor, Associate professor, Professor

9
 Table 2.2 List of the Extracted Concepts (Variables)

Variables Definitions

A transform in the composition of a corporation through a fusion or consolidation,

1 Reorganizations
acquirement and transfer.

Locus
2
The degree to which persons consider that they can manage dealings.
of control

Temporary
3
contracts When a worker is anticipated to stay in a job only for a definite time period.

4 Role conflict When workers confront with mismatched role expectations.

Career
5 Professed despondency to continue desired job.
insecurity

10
 Table 2.3 Operationalization of concepts (Measurements)

Variable Definitions

1 Reorganizations Reorganizations (RO) measure by Green and Rosen, (1984), using a scale

ranging from 1 to 5 while 1 denotes (strongly agree) and 5 (strongly

disagree) used to identify the Reorganizations in private degree awarding

institutions.(Alpha value = 0.923)

2 Role Role conflict (RC) measure by Rizzo, House and Lirtzman’s (1970) using

a scale ranging from 1 to 5 while 1 denotes (strongly agree) and 5 (strongly

Conflict
disagree) used to identify the Role conflict in private degree awarding

institutions.

3 Locus of Locus of control Developed by Levenson and Miller (1976) using a scale

ranging from 1 to 5 while 1 denotes (strongly agree) and 5 (strongly

Control
disagree) will be used to identify the Locus of control in private degree

awarding institutions.(Alpha value= .888)

4 Temporary Temporary contracts were measured (from the scale by Kanungo, 1982) using

a scale ranging from 1 to 5 while 1 denotes (strongly agree) and 5

Contracts
(strongly disagree) used to identify the Role conflict in private degree

awarding institutions.

11
5 Career Career insecurity was measured by Job Insecurity Scale – Abridged (Ashford et
al., 1989) using a scale ranging from 1 to 5 while 1 denotes (strongly agree)
Insecurity and 5 (strongly disagree) used to identify the career insecurity in private
degree awarding institutions.

12
2.7 Theoretical Framework
The research model obtained from the related prose to lead the researcher in additional research.
This research builds a model as adopted conceptual framework of research and then develops the
model from previous researches. The conceptual framework of this research can be drawn as
follow:

Figure 2.1 Schematic Diagram of the Theoretical Framework

Independent Variables Dependent variables

Causes of career Career

insecurity Insecurity

 Reorganizations
 Role conflict
 Locus of control
 Temporary
contracts

Demographic Variables

 Gender
 Age
 Designation

13
Chapter 3

Research Methodology

This chapter includes the detailed Methodology of research. Description of research approach,
population and sample, method for data collection and analysis are discussed in detail. The survey
approach has been followed, by using closed ended questionnaire with 5 -point measurement
scale. Regression, Correlations and significance tests like t-test f-distribution and ANOVA have
been used for the analysis of data. the significance of interrelationships between different research
and demographic variables is checked.

3.1Survey Methodology
Survey research is used: “to assess needs and set goals ,to answer the questions which have been
raised, to solve problems that have been posed or observed, to determine whether specific
objectives have been met or not, to analyze trends across time, and generally, to describe what
exists, in what amount, and in what context.” (Isac & Michail, 1997). Pinsoneault and Kremer
(1993) defined a survey as a “methods or ways for collecting information about the characteristics,
actions, or opinions of a large group of people”. Kremer (1991) identified 3 unique characteristics
of survey research First; quantitative aspect of a specified population. The relationships amongst
variables are often examined in these aspects. Second, subjective in which the data needed for
survey research is collected from people. Finally, portion of the population is selected.

3.2 Population and Sampling

3.2.1Research Population
Levin (1984) defined population as a gathering of each and every element related to our research
work and about which we draw conclusion (Levin (1984). For this study the population comprises
of academicians working in private sector universities in KP .In KP there, there are 10 private
sector universities (HEC, 2012). The population among these universities is 500.

3.2.2 Sample & Sampling Procedure

A portion of a population chosen that represent all the characteristics of that population is called

14
sample. It means that every element of population has or has got the equal probability to be
selected in the sample. Generally it consists of some of the observations but in certain situations it
may include the whole of the population .the information derived from the sample data is used to
draw the conclusions about the population. (Chaudhaery 1999).Salant and Dillman (1994)
observed that to define the target population as narrowly as possible is a first requirement for a
sample selection .
The sample size has been selected by using a standard formula which is given below:

= ((SD*SD)/ (((E*E)/ (Z*Z)) + ((SD*SD)/N)))

3.3 Data Collection

The procedure of congregation of information and measuring concerned variables, in an
conventional systematic fashion is called data collection, which enable to answer affirmed
research questions, test hypotheses, and assess outcomes. The following data sources were used:

3.3.1The Primary Sources

For primary data collection a designed questionnaire was distributed among the teachers of private
degree awarding institutions in (KP).150 questionnaires are floated out of which 105 were
returned back. In this way the response rate was 70% (The model consisted of 5 demographic
variables and Five research variables (i.e., Dependent & independent variable. 5 point Likert scale
is used where 1 represents a “strongly agree”and 5 represents “strongly disagree”. Statistical
Package for Social Sciences (SPSS 17) has been used for data analysis.

3.4 Data Analysis Tools

The use of automated data assortment tools to facilitate data tabulation and manipulation is
espoused by Isac and Michail (1997,) .Data preparation involves the raw data by converting it into
a form in which analysis and reporting can be made. Thus, the process of data reduction includes
editing, tabularization, coding, graphical summarization and statistical summarization (Wiers,
1984). Some of the statistical tools are used in almost every area of study and practice. The

15
descriptive and inferential tools and techniques used in social sciences are at broader level (Levin,
1984).

Both descriptive and inferential statistics have been used for the analysis of data:

3.4.1 Descriptive tools: This analysis both the demographic and research variables are
undertaken using the tools like, frequencies, means, standard deviations, standard
errors etc.
3.4.2 Inferential tools: This analysis is to identify and measure the nature of relationship
between all the variables included in the questionnaire, inferential analysis are
conducted by applying the following tests:
 Correlation Analysis
 Regression Analysis
 Tests of Significance to test hypotheses

3.5: Reliability of the instruments

Reliability analysis is performed to ensure the consistency of measurement; such analysis is
carried out to ensure that the scale used in questionnaire is properly measuring the constructs. It
also measures the internal reliability of items in a questionnaire. Cronbaach’s alpha is the
commonly used technique in research to measure the reliability of scale. Usually Cronbaach’s
alpha reliability coefficient value range from 0 to1. The closer the value to 1.0, greater will be
internal consistency of the items in the scale.

1. Reorganizations

Scale consisted 5 points Likert having range of 1 (sturdily agree) to 5 (sturdily disagree) to identify
the effect of reorganizations on career insecurity. Cronbach’s alpha was obtained (0.92)

2. Role Conflict

16
Scale consisted 5 points Likert having range of 1 means sturdily agree to 5 means sturdily
disagrees to identify the effect of role conflict on career insecurity. Cronbach’s alpha was obtained
(0.929)

3. Locus of control

Scale consisted 5 points Likert having range of 1 means sturdily agree to 5 means sturdily disagree
to identify the effect of locus of control on career insecurity. Cronbach’s alpha was obtained
(0.862)

4. Temporary contracts

Scale consisted 5 points Likert having range of 1 means sturdily agree to 5 means sturdily disagree
to identify the effect of Temporary contracts on career insecurity. Cronbach’s alpha was (0.85)

5. Health related problems

Scale consisted 5 points Likert having range of 1 means sturdily agree to 5 means sturdily disagree
to identify the effect of career insecurity on teachers health related problems. Cronbach’s alpha
value was (0.961)

6. Dissatisfaction with job

Scale consisted 5 points Likert having range of 1 means sturdily agree to 5 means sturdily disagree
to identify the effect of career insecurity on teachers dissatisfaction with job. Cronbach’s alpha
value coefficient was obtained (0.984)

17
Chapter 4

Data analysis
This chapter incorporates the analysis of the data obtained through questionnaires; the data has
been analyzed in the form of descriptive and inferential statistics and reported in the form of
demographic information tables, descriptive tables etc .Descriptive section represents the
‘descriptive-statistics’ of demographic aspect of respondents as well as of the research variables.
In addition inferential statistics is used in hypothesis testing which is related to demographic
variables such as test of significance and research variables e.g correlation and regression analysis.

4.1 Descriptive Results

The frequencies distribution along with the graphs showing results of demographic variables is
given below. All these tables are easy to understand.

Table 4.1Gender (Male, Female)

F % Valid % CP
Male 69 30.7 65.7 65.7

Female 36 16.0 34.3 100.0

Total 105 46.7 100.0

Table 4.1 shows that total were 105 respondents out of which 69 were male, while 36 were
females.

Table 4.2(Age)

F % Valid % CP

25 to 35 years 51 22.7 48.6 48.6

36 to 45 years 36 16.0 34.3 82.9
46 to 55 years 18 8.0 17.1 100.0
Total 105 46.7 100.0

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The frequency of Age can be seen in Table 4.2 shows that university teachers are categorized in 3
groups with respect to their age, 25 to 35 years, 36 to 45 years, and 46 to 55 years. 51 respondents
belonged to 20 to 35 years age, 36 respondents were having age of 36 to 45 years, 18 were from 46
to 55 years of age group.

Table 4.4(Designation)
F % Valid % CP

Lecturer 71 31.6 67.6 67.6

assistant professor 18 8.0 17.1 84.8

associate professor 11 4.9 10.5 95.2

Professor 5 2.2 4.8 100.0

Total 105 46.7 100.0

This table 4.4 shows the designation of the university teachers . Designation is categorized in 3
groups which includes Lecturer, Assistant professors and Associate professors. 71 respondents
were Lecturers, 18 respondents were Assistant Professors while 11 respondents were Associate
Professors and only 5 professors.

19
Table 4.5: Descriptive Statistics on Research Variables (n= 105)

N Min Max Mean S.D

R-organizations 105 1.20 4.60 2.7219 1.17227
Role conflict 105 1.20 4.80 2.6057 1.28646
Temporary contracts 105 1.00 5.00 2.8762 1.47541
Locus of control 105 1.00 5.00 2.9333 1.43458
Career insecurity 105 1.23 4.90 3.0395 1.66303

Table 4.5, descriptive statistics of the research variables shows teachers in private degree awarding
institutions of (KP)Strongly agree with Re-organizations, Role conflict, Temporary contracts,
Locus of control

The mean values and standard deviation for the following variables are as: Re-organizations
(M=2.72, SD=1.17). Role conflict is (M=2.60, SD=1.28) . temporary contracts is (M=2.87,
SD=1.47). The external Locus of control is (M=2.93, SD=1.43)

4.2Testing of Hypotheses

4.2.1 Correlation Analysis for Identifying Associations

H1: The attributes of career insecurity are correlated with negative consequences for Teachers of
private degree awarding institutions.

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 Table 4.6

RO RC TC LOC TWB

Reorganization R 1

P
Role Conflict R .985** 1

P .000

Temporary Contracts R .587** .597** 1

P .000 .000

External Locus of R .657** .645** .894** 1

Control P .000 .000 .000

Consequences of Career R .640** .633** .926** .871** 1

Insecurity P .000 .000 .000 .000

**. Correlation is significant at the 0.01 level (2-tailed).

The table # 4.6 reflects the Pearson correlation analysis to test the hypothesis number 1. The lowest
r= (0.633) while utmost correspondence value is (0.926).likewise all these correlations are
extremely significant with P-values having (0.000). Given these results, it is therefore decided that
H1 is substantiated with significant correlation statistics.

21
Table 4.2.2 Cause-and-Effect Relationships
H2: The attributes of career insecurity i.e. Reorganizations, Role conflict, External Locus of
control and Temporary contracts influence in resulting negative consequences of career insecurity
for Teachers of private degree awarding institutions.
4.7(a): Model Summary

Model R R Square Adjusted R Square Std. Error of the Estimate

1 .938a .879 .875 .58900

For calculating the involvement of independent variable towards dependent variable, multiple
regression analysis was run to test the effects of reorganizations, role conflict, temporary contracts
and locus of control on career insecurity of teachers.
Table # 4.7 (a) gives r2 of (0.87), meaning that 87% of change in career insecurity is explained by
the predictors (reorganizations, role conflict, temporary contracts and external locus of control).
Given these results, Hypothesis 2 is accepted as true because 87% of variation in career insecurity
is attributed to the predictor.

Table 4.7 (b) Coefficients of Regression

Coefficients

Unstandardized Standardized
Coefficients Coefficients
Model B Std. Error Beta t Sig.
1 (Constant) -.441 .179 -2.465 .015
Reorganizations .717 .300 .506 2.388 .019
Role conflict .505 .270 .390 1.867 .065
Temporary contracts .876 .091 .777 9.633 .000
External Locus of .111 .100 .095 1.112 .269
control

a. Dependent Variable: career insecurity

The results in table 4.7 (b) shows that Increase in 1 unit of reorganizations increases (0.50) units of
career insecurity, it means that there is direct relationship of Reorganizations with career
insecurity felt by the teachers, with significance level at (0.19).If 1 unit of role conflict increased
(0.39) units of career insecurity will be decreased, it shows that this variable has a negative impact
on teachers career insecurity. This result is showing significant level of (0.06).Increase in 1 unit of

22
temporary contracts will increase career insecurity by (0.77) units. It means this variable has a
strong impact on teacher’s career insecurity. This result remained significant at (0.000).similarly
when of locus of control increases (0.09) units of career insecurity will be increased; it shows that
this variable has a positive impact on teachers’ career insecurity. This result is significant at (0.01).

4.2.3 Mean Differences between the Demographic Groups

A. The Impact of Gender on Teachers career insecurity
H3: The demographic variable gender has significant influence on overall research variables i.e.
Reorganizations, Role conflict, Locus of control and Temporary contracts influence in resulting
negative consequences of career insecurity for Teachers of private degree awarding institutions.

Table 4.8 (a) The Impact of Gender on Teachers career insecurity

Gender N Mean Std. Deviation Std. Error Mean

Career insecurity Male 55 3.4218 1.65812 .22358

Female 50 2.6190 1.57974 .22341

Reorganizations Male 55 2.8109 1.18598 .15992

Female 50 2.6240 1.16103 .16419

Role conflict Male 55 2.7309 1.32062 .17807

Female 50 2.4680 1.24645 .17628

Temporary contracts Male 55 3.3818 1.44326 .19461

Female 50 2.3200 1.31227 .18558

External Locus of Male 55 3.3455 1.40723 .18975

control Female 50 2.4800 1.33615 .18896

23
Table 4.8 (b) Independent Samples Test on private degree awarding institutions (Male & Female)
F Sig. T Df Sig. (2-tailed)

Career insecurity EVA 2.260 .136 2.534 103 .013

EVNA 2.540 102.765 .013

Reorganizations EVA .767 .383 .815 103 .417

EVNA .815 102.424 .417

Role Conflict EVA 1.389 .241 1.046 103 .298

EVNA 1.049 102.848 .297

Temporary contracts EVA 2.144 .146 3.931 103 .000

EVNA 3.949 103.000 .000

External Locus of EVA .298 .586 3.224 103 .002

control EVNA 3.232 102.797 .002

To test the mean differences between Male and Female samples, T-test procedure was used on five
test variables (Reorganizations, role conflict, temporary contracts, and external locus of control
and career insecurity). According to the table of mean differences (Table 4.8 a) the male
employees are giving higher scores than the female respondents.

The results of four T-tests (Table 4.8 b ) are giving insignificant result for Reorganizations p-value
(0.417) and role conflict , P-value (0.298) while significant results for career insecurity p-value
(0.013), however temporary contracts with p-value (0.000) and external locus of control with p-
value (0.002) remained highly significant. It is therefore decided that there are significant mean
differences between male and female respondents on all the five variables. Thus the Thus
hypothesis (H3) concerning to gender is accepted.

B. The Impact of age on Teachers career insecurity

H4: The demographic variable age has significant influence on overall research variables i.e.
Reorganizations, Role conflict, Locus of control and Temporary contracts influence in resulting
negative consequences of career insecurity for Teachers of private degree awarding institutions.

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Table (4.9)Impact of age on Teachers career insecurity
Sum of Mean
Squares Df Square F Sig.
Career Between Groups 31.405 2 15.702 6.251 .003
insecurity Within Groups 256.25 102 2.512
Total 287.60 104
Reorganizations Between Groups 7.328 2 3.664 2.756 .068
Within Groups 135.52 102 1.329
Total 142.90 104
Role conflict Between Groups 6.548 2 3.274 2.017 .138
Within Groups 165.58 102 1.623
Total 172.17 104
Temporary Between Groups 19.234 2 9.617 4.735 .011
Contracts Within Groups 207.17 102 2.031
Total 226.30 104
Locus of Between Groups 19.895 2 9.947 5.226 .007
control Within Groups 194.18 102 1.903
Total 214.03 104

To test the mean differences between groups of age levels of respondents, F-test procedure was
used on five test variables (Reorganizations, role conflict, temporary contracts, and locus of
control and negative consequences of career insecurity.

Among the results of all Five F-tests in (Table 4.9) are giving significant results for temporary
contracts (0.01), locus of control (0.007)and negative consequences of career
insecurity(0.003),except reorganizations and role conflict i.e., P-value (0.068 and 0.138
respectively). It is therefore decided that there are significant mean differences among permanent
and temporary employees on three variables because the p values for all these three variables are
less than (0.005) and because of the p-values are greater than 0.05for remaining two variables.
Thus, this hypothesis # 5 is partially accepted only on three out of five variables.

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D. The Impact of designation on Teachers career insecurity
H5: The demographic variable Designation has significant influence on overall research variables
i.e. Reorganizations, Role conflict, Locus of control and Temporary contracts influence in
resulting negative consequences of career insecurity for Teachers of private degree awarding
institutions.

Table (4.10)the Impact of designation on Teachers career insecurity

Sum of Mean
Df F Sig.
Squares Square

Between Groups 30.654 2 15.327 6.084 .003

Career insecurity Within Groups 256.975 102 2.519

Total 287.630 104

Between Groups 6.287 2 3.143 2.347 .101

Reorganizations Within Groups 136.633 102 1.340

Total 142.920 104

Between Groups 5.990 2 2.995 1.839 .164

Role conflict Within Groups 166.127 102 1.629

Total 172.117 104

Between Groups 22.557 2 11.279 5.644 .005

Temporary
Within Groups 203.833 102 1.998
contracts
Total 226.390 104

Between Groups 17.857 2 8.929 4.642 .012

Locus of control Within Groups 196.176 102 1.923

Total 214.033 104

To test the mean differences between groups of designation levels of respondents, F-test procedure
was used on five test variables (Reorganizations, role conflict, temporary contracts, and locus of
control and teachers wellbeing). According to the table # 4.10about mean differences

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Among the results of all Five F-tests (Table #4.10) three variables i.e. (Career insecurity,
temporary contracts, and locus of control) are giving highly significant results with P-values
ranging from (0.003, 0.005 and 0.012 respectively) exceptreorganizations and role conflict i.e.,
P-value (0.101), and (0.164). It is therefore decided that there are significant mean differences
among permanent and temporary employees on three variables because the p values for all these
three variables are less than (0.005) and because of the p-values are greater than 0.05 for remaining
two variables. Thus, this hypothesis # 6 is partially accepted only on three out of five variables.

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Chapter 5

5.1 Conclusions and Recommendations

In this research the analyses were carried out through SPSS. Preliminary analyses of descriptive
statistics were conducted through reliability coefficients and correlation matrix for key study
variables. The reliability of the questionnaire was conducted through the help of SPSS for all
variables. All the variables have shown the value of Cronbach’s alpha nearer to 1.which means
highly reliable. In the current research the Male respondents are more in numbers and most of them
are Masters Degree holders. Most of the respondents belonged to the age category of 20 to 40
years.

The research analysis showed that the teachers in degree awarding private institutions of Khyber
pakhtunkhwa strongly agreed with the independent variables of the research which produce
negative consequences of career insecurity. The mean values and standard deviation for the
Re-organizations was (M=2.72, SD=1.17). Role conflict was (M=2.60, SD=1.28). Temporary
contracts is (M=2.87, SD=1.47). Locus of control is (M=2.93, SD=1.43) .so, all these correlations
are highly significant with P-values having (0.000).The involvement of independent variable
towards dependent variable was calculated through regression to explore the relationship between
independent variables i.e.(reorganizations, role conflict, temporary contracts and locus of control)
and negative consequences of career insecurity. Table # 4.7(a) gives r2 of (0.87), meaning that 87%
of change in career insecurity is explained by the predictors (reorganizations, role conflict,
temporary contracts and locus of control).

Demographic variables including Gender and Job status, The T test was produced on five test
variables (Reorganizations, role conflict, temporary contracts, and locus of control and negative
consequences of career insecurity). The mean differences in Table 4.8(a) showing that the Male
teachers are feeling more insecure due to all these variables rather than females. According to table
# 4.11 the temporary employees are giving higher scores than the permanent respondents.
F-test procedure was used on five test variables (Reorganizations, role conflict, temporary
contracts, locus of control and teachers wellbeing) to test the mean difference of demographic

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variables such as Age and designation. The teachers of private degree awarding universities
produced mean differences in different age groups like the teachers having more age felt more
insecure and the teachers at higher designations felt less insecure due to all these variables.

5.2 Discussions

In this research the results are described of all private degree awarding institutions of KP. The aim
was to choose all private degree awarding institutions of KP so that wide range of areas would be
represented. In this study the researcher investigated the causes and consequences of career
insecurity in such a way that the causes of career insecurity are the independent variables such as
Reorganizations, Role conflict, Temporary contracts and Locus of control., while the
consequences of career insecurity are taken as dependent variables of the study .the demographic
information was collected regarding age, gender, job status and designation of teachers.

The hypothesis # 1 was used to test the model .the results of the correlation table shows that all the
variables have strong positive correlation because the value of “r” is greater than (0.5) and near to
1.Here the positive relation explains that increase in reorganization increases the negative
consequences of career insecurity. Supportedby (Erling Barth, 2012).

the positive correlation found in between Role conflict and negative consequences of career
insecurity depicts that the when role conflict is increased negative consequences of career
insecurity increases, a study among Japanese automotive employees show that role conflict was
absolutely linked with the poor wellbeing (Kanai & Wakabayashi, 2001).while the positive
correlation in Locus of control and poor wellbeing depicts that the when Locus of control is
increased poor wellbeing increases, Gangster and Fuseilier (1989) concluded that control was a
very important element of well-being.

Specially the Locus of control in the place of work (that is, belief that one has control at work) has
similarly been associated to employee wellbeing (e.g., Spactor, 1988; Spactor & O'Conel, 1994).

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Here the positive relation explains that increase in temporary contracts increases the poor
wellbeing, supported by Alessandra F. (1998)

The results depicts that all the independent variables (Reorganizations, Role conflict, Locus of
control and temporary contracts) all are associated with career insecurity. The significant F-value
of 128.7 depicts that the effectiveness of independent variables could not have happened by
chance. The extent of the association between Teachers wellbeing and a amalgamation of the four
independent variables is reflected in the values of the coefficient of multiple regression (R = 0.938)
and multiple R square (R2 = 0.879), as shown in Table 4.7(a). Thus, about 87.90 % of the total
variance in teachers’ wellbeing is accounted for by a combination of the four independent
variables

Results found that higher the age higher the insecurity is felt by the teachers. Age is one the
demographic factor which has a direct relationship with career insecurity, as the age increase
career insecurity also increases which in turn causes the menace of job loss. Persons in their 30’s &
40’s, are in an age range who are accountable for their families may experience the effects of job
insecurity more harmfully than persons who are only responsible for their self (D Wiette,
1999).The mean differences in Table 4.8(a) showing that the Male teachers are feeling more
insecure due to all these variables rather than females. Kiennunen et al., 1999; Rosen, Tailmud,
&Ruvio, 1999) also reported that studies men tend report higher levels of job insecurity than
women. The temporary employees are more affected by the career insecurity than the permanent.
Research investigates career insecurity Perceptions between impermanent employees and
permanent employees find that people having contract for a limited time practice more career
insecurity than permanent (Nässwall and D Wiitte, 2003; Severke et al., 2000) Study supported by
(Toker 2011) thatthe teachers working in higher education and find that those who professors are
more satisfied instead of instructor or lecturers.

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5.3 Conclusion
By addressing the hypothetical and practical issues regarding the conceptualization of career
insecurity its antecedents and consequences, in private degree awarding institutions of (KPK)
Pakistan. Study concludes that majority of the teachers feel insecure due to all these four
independent variables.

Teachers have two fold effects on society. His job not only to clear the concepts of knowledge but
also have strong influence on the personality and character of the students He or she is playing
with the new born or developing minds in this regard they build or destroyed the nation. So it is
very important to protect the teacher from all worries relating to his career.

In this research according to descriptive statistics, male teachers are more insecure than females.
Usually when they are in between 30 to 45 years of their age. Most of them were master degree
holders married and on lower level of designation.

Analysis concluded that temporary contracts and locus of control are the main perusing factors for
insecurity felt by the teachers which reduces the teachers’ wellbeing. The other factors like
Reorganizations and role conflict are also have very strong and positive impacts on the teachers’
career insecurity which is negatively affecting their wellbeing.

5.4 Recommendations

Based on the study, the government, Higher Education Commission and the management of
private degree awarding institutions should take following recommendations in consideration
which could improve the career insecurity perception and reduce its negative consequences for the
teachers.

First, job insecurity affects employees ‘wellbeing. Hence the important steps should be taken by
the management in account to assess this impact on the employees’ well being, job involvement
and job satisfaction etc.

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 Second, of course organizational changes have to occur in every organization but these
organizational changes should be carefully introduced and handled by the management. The
involvement of employees should be making possible in bringing these changes so that the
employees feel that they are treated fairly in implementing the changes. The attitudes of employees
are influenced by the fairness perceived by the employees in past organizational changes. Then the
Individuals may expect that previously experienced fairness will continue in future, that when
layoff decisions are made, and that, if laid off themselves their contributions will be considered,
they will be treated in a supportive manner (e.g. given help in finding another job).

Third, the employees’ perception on job insecurity and its consequences are also affected by the
locus of control. The management should provide training to employees to be more self-confident
and heightened their internal locus of control because those Employees who having the high
internal locus of control are found to be more confident and are prepared to face the consequences
of job insecurity.

Fourth, the role conflict also influences the employees’ perception on job insecurity and its
consequences. Teachers who are well aware of their roles expected by them can reduce the
chances of career insecurity. Management should focus on teachers’ roles and make clear that
which roles are expected of them. For this purpose institutions should provide detailed job
description at the time of new appointments.

Fifth, the evidence from this study provides insights into that the temporary contracts potentially
played a role in perceiving career insecurity .the management should design the policies that
encourage firms to hire regular employees to reduce the negative consequences of career
insecurity.

Future research can be useful from the following suggestions: Firstly, future studies should be
made on the comparison of public and private university teachers and their perceptions about job
insecurity. The comparative study of their perception of job insecurity and its consequences by
comparing both the public and private universities could give different results. Secondly, this
study used the Pearson correlation coefficient as a measure of linear relationships association
between two variables. Other methods can also be used for measuring non-linear relationships
between variables in future analyses.

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