Financial security spirals at work: A review, integration, and agenda for intervention

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2025-03-17 DOI:10.1016/j.hrmr.2025.101086

Gavin Williamson , Timothy P. Munyon

引用次数: 0

Abstract

Attaining and maintaining financial security is a central goal of work, yet financial insecurity is arguably the most prevalent and pernicious stressor plaguing the workforce today. Prevailing organizational approaches to managing financially insecure workers fail to address this issue, perpetuating financial insecurity without improving performance. This review summarizes mechanisms linking financial insecurity to behavior, future financial resources, and future financial security, and in doing so identifies boundary conditions and theory-driven interventions to attenuate financial security loss spirals and trigger financial security gain spirals at work. In the process of reviewing this literature, we also identify redundant constructs converging on subjective perceptions of one's financial position and suggest an approach intended to reduce construct proliferation. Finally, we highlight actionable insights to help address the negative causes and consequences of financial insecurity at work.

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来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.