Analysis of job insecurity and coping strategies in terms of employee demographics

Increasing contractions, restructuring and organizational changes, along with flexible work arrangements in today's public and private sector workplaces, have made job insecurity one of the issues to be emphasized. As a result of the economic crises, the number of workplaces and job vacancies have increased, while many workers have been unemployed, many have faced unemployment and job insecurity. Although job insecurity is a matter of concern to a large segment of the workforce, the segment in which we experience the most is those who do not have a permanent employment contract, such as part-time workers, temporary workers and seasonal workers, who make up the secondary workforce. In this study, we try not to measure the sense of job insecurity of the employees in the tourism sector and the strategies of coping with them in terms of the demographic characteristics of the employees. The survey was conducted with a questionnaire of 63 questions on hotel management employees operating in Antalya in 2018. Employees' job insecurity perception is considered in one dimension and coping strategies in two dimensions. The field data of the survey was collected from five star hotel employees located in Antalya Kemer, Aksu and Serik regions. The collected data were analyzed in the SPSS 22 program. Validity and reliability analyzes were made in the study and parametric tests were used. As a result, it was found that gender, working time in the current workplace and working status of the employee's wife did a meaningful difference in the sense of job insecurity. It has been found that there is a significant difference between the educational status, age and the duration of the employee's operation over the course of the year (permanent-seasonal) with problem-focused coping strategies. In this case, it was observed that permanent employees resorted to more problem-oriented coping strategies than seasonal employees. It has been found that there is a significant difference between the reason for the recent change of work and the fact that the employee's partner does not work and the emotion-focused coping strategies.