Many countries rely on short-time work to prevent mass layoffs in economic crises. Despite serving to protect jobs, short-time work may trigger job insecurity perceptions, which may impair employee well-being. Moreover, past experiences of unemployment may increase susceptibility to job insecurity in response to short-time work. Drawing on Conservation of Resources (COR) Theory, Appraisal Theory and temporal stressor-strain models, this study investigates effects of short-time work on the development of job satisfaction, life satisfaction and affective well-being via perceived job insecurity across 6 years, considering previous unemployment as a moderator. We used propensity score matching to account for selectivity into short-time work and calculated latent growth curve models with N = 1211 employees in Germany (619 affected by short-time work, 592 controls). Short-time work predicted higher levels and an immediate increase in job insecurity, followed by a decrease over time. Both levels and changes in job insecurity were associated with levels and changes in well-being. Indirect effects of short-time work on well-being via job insecurity persisted 2 years after short-time work. We found no difference between previously unemployed respondents and others in their reactions to short-time work. The findings support COR theory and a prolonged stress-reaction model, showing lingering effects on well-being via job insecurity even after short-time work ends. The study supports short-time work as an antecedent of job insecurity and reveals temporal dynamics between job insecurity, its antecedents and outcomes over time. When implementing short-time work, employers should aim to mitigate concerns about job security to protect employee well-being.

许多国家依靠短时工作来防止经济危机中的大规模裁员。尽管短时工作有助于保护就业，但可能会引发工作不安全感，从而损害员工的福祉。此外，过去的失业经历可能会增加因短期工作而导致工作不稳定的可能性。本研究借鉴资源保护 (COR) 理论、评估理论和时间压力源-应变模型，通过 6 年来感知到的工作不安全感，调查短期工作对工作满意度、生活满意度和情感幸福感发展的影响，考虑之前的失业情况作为调节因素。我们使用倾向得分匹配来解释对短时工作的选择性，并计算了德国 N = 1211 名员工的潜在增长曲线模型（619 人受到短时工作影响，592 人受到控制）。短期工作预示着工作不安全感会更高，并且会立即增加，然后随着时间的推移而减少。工作不安全感的水平和变化都与幸福感的水平和变化相关。短时工作通过工作不安全感对福祉的间接影响在短时工作后持续两年。我们发现以前失业的受访者和其他人对短时工作的反应没有差异。研究结果支持 COR 理论和长期压力反应模型，表明即使在短期工作结束后，工作不安全感也会对幸福感产生挥之不去的影响。该研究支持短时工作作为工作不安全感的前因，并揭示了工作不安全感、其前因和结果之间随时间的动态变化。在实施短时工作时，雇主应致力于减轻对工作保障的担忧，以保护员工的福祉。