摘要 :
We examine temporary workers' differential extra-role behaviors (ERBs) towards their client and employer; if this varied with the motivation of the worker for being temporary, whether these ERBs are affected by firms' relationship...
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We examine temporary workers' differential extra-role behaviors (ERBs) towards their client and employer; if this varied with the motivation of the worker for being temporary, whether these ERBs are affected by firms' relationship management practices; and whether the ERBs aimed at the client and the employer impact subsequent outcomes. Results showed that temporary workers' motivations are differentially related to agency and client directed ERBs. Agency ERBs were related to longer tenure with the agency, while client ERBs were associated with faster wage growth and more hours worked per week. Organizational relationship management practices elicit different client and agency directed ERBs.
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摘要 :
In this article we examine job quality and job satisfaction among employees of temporary help agencies (THAs) in Norway. Temporary workers are subject to triadic employment relations as they are employed by the THA but directed by...
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In this article we examine job quality and job satisfaction among employees of temporary help agencies (THAs) in Norway. Temporary workers are subject to triadic employment relations as they are employed by the THA but directed by the client organization; characteristics of both of these organizations may affect job satisfaction directly and indirectly through job rewards. Our data are based on a survey of a representative sample of workers employed by THAs (N = 2678). We find that job quality is greater when: agency workers possess an asset that is valuable to the client firm; there are not conflicting demands on the temporary worker from the THA and the client firm; and employees prefer to work as temporaries. Autonomy, pay satisfaction, intrinsic rewards, and security are associated with job satisfaction after controlling for the features of triadic employment relations. (C) 2015 Elsevier Ltd. All rights reserved.
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摘要 :
This paper examines to what extent the intermediation of Temporary Help Agencies affects workers transitions into and out of employment in the Spanish youth labour market throughout the 1990s. The results obtained show that this t...
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This paper examines to what extent the intermediation of Temporary Help Agencies affects workers transitions into and out of employment in the Spanish youth labour market throughout the 1990s. The results obtained show that this type of intermediation presents a positive impact on the likelihood of leaving unemployment, although only for short-term unemployed individuals; at the same time, however, the employment hazard rate is substantially higher for agency workers. We also find that employment hazard rates were substantially affected in the 1990s by the extensive use of fixed-term contracts, although the 1997 labour market reform is found to slightly reduce this hazard rate. Finally, very young workers, women and those with low qualification levels are more likely to be affected by high labour turnover.
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