Alternative Employment and Well-being: Contract Heterogeneity and Differences Among Individuals

Abstract

The increasing use of temporary and part-time employment in recent decades was initially expected to lead to negative effects for the individual. The empirical evidence, however, has been equivocal and the consequences are therefore still unclear. This thesis adopts a psychological approach to alternative employment by investigating how heterogeneity in employment contracts together with individual differences associate with work attitudes and subjective well-being.

Is temporary employment a risk factor for work disability due to depressive disorders and delayed return to work? The Finnish Public Sector Study

“…One reason for this mixed evidence may be that non-permanent employees are not a homogeneous group and several factors, including sociodemographics, might modify the association between employment status and mental health (7)(8)(9)(10)(11)(12)(13)(14). A previous study from the same dataset used in this study found consistent socioeconomic inequalities in the onset, duration, and recurrence of work disability (15).…”

Vadybos funkcijų sv arba orlaivių techninės priežiūros kokybei

“…Darbo produktyvumas didėja, kai darbuotojus paskatina ir palaiko organizacijos vadovai (Weng 2012). Atsižvelgdami į gautąją vadovų paramą, darbuotojai stengiasi dar labiau įsitraukti į organizacijos valdymą, palaikyti esamą įmonės kultūrą (Bernhard-Oettel 2008). Galima teigti, kad šioje teorijoje darbo našumą ir kokybę galima gerinti orientuojantis į vidinį organizacijos klimatą, taip pat į geresnius darbuotojų tarpusavio santykius, atsisakant nustatyti detalias ir konkrečias pareigas.…”

Job satisfaction of non-standard workers in Korea: focusing on non-standard workers’ internal and external heterogeneity

“…One explanation for these inconsistent results is that different types of non-standard workers induce different results. In other words, non-standard workers are not a homogeneous group (Bernhard-Oettel, 2008;Wilkin, 2013).…”

“…On the other hand, those with a part-time contract could have high job satisfaction because of flexible working hours (Eberhardt and Shani, 1984). Therefore, different types of contract within non-standard employment, or what Bernhard-Oettel (2008) calls heterogeneity among types of contracts, lead to mixed results when measuring job satisfaction.…”

“…However, because employment contracts only reflect statutory working conditions, taking different types of employment contract into account alone does not fully explain the inconsistent results. Some point out individuals' inner motivation of choosing a nonstandard contract as an important factor when looking at job satisfaction (see Bernhard-Oettel, 2008;De Cuyper et al, 2008). For instance, compared to standard workers, those who voluntarily choose non-standard employment contracts looking for work-life balance might show no difference in or even a higher level of job satisfaction because they have more free time.…”