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The main purpose of the chapter is to explain the impact of labour market security on migration-related decisions, especially in terms of push-pull factors theory. There are different ways to understand work-related security; the chapter discusses the importance of job security, employment security and income security from labour migration perspective. The article presents the existing body of literature on theoretical concepts as well as on some methodological facets of the measurements of the level of particular aspects of work-related security. Special attention is paid to labour migrants in terms of their working conditions in both sending and receiving countries. An overview of previous migration studies proves that the issue of migrants’ labour market security was not the subject of any in-depth analyses. There are, however, many examples of research showing that, under certain conditions, migration decisions are influenced by, among others, the generosity of a welfare state, stability of job and the desire to achieve the so-called normal life. In the case of migrants from third countries (e.g. from Ukraine), income security is of particular importance alongside remuneration.

Using data from a retail chain of 193 bakery shops that underwent downsizing, we study the effects of two types of downsizing announcements – closure or sale to another operator – on sales in the affected shops, and how these effects are moderated by job security perceptions. On average, sales in the affected shops go down by 26% after a closure announcement and by 7% after a sale announcement. Sales decline more sharply in shops where employees had higher job security perceptions before the announcement. Our findings are consistent with psychological contract theory: a breach of an implicit contract promising job security in exchange for work effort results in a reciprocal effort withdrawal. We rule out several alternative explanations to our findings.

The main aim of this chapter is to analyse the impact of labour market security on contemporary Polish labour migrants’ choices and perceptions of their destination countries. Qualitative and quantitative empirical data were used to explain the differences between two main states enjoying popularity as destination countries for the migrants from Poland: the United Kingdom and Germany. The concepts of Varieties of Capitalism and of social models were used to explain differences between the analysed countries. Presented data confirm that some of the migrants choose countries where they can accomplish labour market security through job security (i.e. Germany), while others find their way better in countries where the model based on employment security is favoured (i.e. the United Kingdom). Special attention was also paid to Ukrainian workers in Poland, who prefer some elements of employment security alongside income security.

The aim of the chapter is a comparative analysis of the level of labour market security in four countries representing different social models: the United Kingdom, Germany, Poland and Ukraine. For this purpose, Eurostat, Organisation for Economic Cooperation and Development (OECD), European Social Survey (ESS) and European Working Conditions Survey (EWCS) data were used. They allowed to show significant differences which occurred in 2004–2017 in the situation of the employees in the analysed countries. The analysis showed that employees in both the United Kingdom and Germany are characterised by a relatively high level of labour market security, but such security is provided in two different ways – in the former country employment security is more important, while job security prevails in the latter. Despite a significant improvement in employment conditions in Poland and Ukraine, the objective and subjective situation of employees there remains much worse than is the case in Germany and the United Kingdom. All the differences between the studied countries confirm the thesis regarding the flows of migrant workers seeking a satisfactory level of labour market security.

Young adults are living and working in uncertain economic climates and increasingly exposed to precarious work. Are preferences for job security and actual job stability a result of proximal conditions, or do experiences in adolescence also play a role? The adolescent’s environment and experiences may help explain differences in preferences with regards to stable work, as well as work outcomes in early adulthood.

In this chapter, I use data from the Youth Development Study (YDS) to test three facets of the adolescent experience between ages 14 and 18 – parental work and educational characteristics, adolescents’ academic achievement, and youth employment – as factors shaping (1) respondents’ preferences for stable employment, (2) respondents’ perceived job insecurity, and (3) respondents’ likelihood of being in nonstandard work in early adulthood, age 31–32, approximately 15 years later.

Adolescent experiences and environments are related to young adults’ preferences for stable employment, likelihood of being in nonstandard work, and likelihood of reporting job insecurity in early adulthood, suggesting the significance of early life experiences as well as the importance of intergenerational transmission processes for the early adult years.

This study points to the important role of adolescent experiences in initiating a trajectory of work preferences and attainment.

The nature of work has changed in the past 30 years but we do not know what these changes have meant for worker job stress. In this chapter we compare data from three surveys of the quality of work life from 1972 to 2002. At the most general level, work today is less stressful than it was in 1972. Workers report fewer job demands, more decision latitude, less job strain, more job security and greater access to job resources and job support. However, these changes have not affected all workers equally. Women, those with less education, non self-employed workers, blue collar workers and workers in manufacturing industries showed the greatest decreases in job stress although levels of job stress remain higher than for comparison groups (men, college educated, white collar, service workers). Changes were not always linear across time suggesting that some aspects of job strain are sensitive to economic cycles.

The introduction contains the main hypotheses and research questions as well as an answer to the question why the topic raised in the monograph allows for a better understanding of the process governing migration-related decision-making, and in this way assists in projecting migration policies. The principal hypotheses and research questions are based on the search for an answer to the following question: to what extent labour market security, which can be provided in various ways, influences both the decision to emigrate and the choice of a particular destination country. All the publication’s chapters are summarised in the introduction.

Scholars have argued that changes in the U.S. corporate economy in recent decades transformed labor market institutions in revolutionary ways. Although there is a fair amount of evidence in support of these claims, other studies suggest that labor market change in this period was more gradual. This paper synthesizes research from multiple disciplines to assess whether the transformation of two main labor market structures – closed employment relationships associated with internal labor markets (ILMs), and job structures within these ILMs – was revolutionary or evolutionary in recent decades. It then specifies implications of the labor market transformation process for human resource management (HRM), and concludes by suggesting avenues for future research.

Since the emergence of the Internet in the twentieth century and the rapid growth of different types of information technologies (IT), our lives, either personal or professional, have become digitised. Adoption and diffusion of IT enhance individuals and organisational performance, yet scholars discovered a dual nature of IT in which IT usage may have negative aspects too. First, the inability to cope with IT in a healthy manner creates stress in users, termed technostress. Second, digitisation and adoption of new technologies (e.g. IoT and multi-cloud environments) have increased vulnerabilities to information security (InfoSec) threats. Although organisations utilise counteraction strategies (e.g., security systems, security policies), end-users remain the top source of security incidents. Existing behavioural research has approached technostress and InfoSec independently. However, it is not clear how technology-stressors influence employees’ security-related behaviours. This chapter reviews the interaction effect of these concepts in detail by proposing a conceptual model that explains that technostress is the main reason for employees’ non-compliance with security policies in which users with high-level perceptions of technostress are more likely to violate InfoSec policies. Counteraction strategies to mitigate technostress and security threats are also discussed.