Enhancing the employability of temporary agency workers: the interplay between agency support and client company investments

Martini, Mattia; Cavenago, D; Marafioti, Elisabetta

doi:10.1080/09585192.2019.1579750

Cited by 10 publications

(11 citation statements)

References 68 publications

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“…Two items were selected from De Cuyper and De Witte (2011) and addressed expectations regarding getting a new job, getting a better job. An additional item was included to reinforce the overall meaning of construct and assess worker's chance of finding a job that fits with his/her expectations (Martini et al, 2021). Cronbach's alpha for PEE is 0.91.…”

Section: Methodsmentioning

confidence: 99%

How does employee development affect turnover intention? Exploring alternative relationships

Martini

Gerosa

Cavenago

2022

Int J Training Development

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Section: Methodsmentioning

confidence: 99%

How does employee development affect turnover intention? Exploring alternative relationships

Martini

Gerosa

Cavenago

2022

Int J Training Development

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“…Lepak & Snell, 1999), which only benefits the workers. HPWP are generally viewed to be on the opposite end of the continuum in comparison to precarious work, in terms of human resource management strategies (Martini et al, 2021).…”

Section: Literature Review and Hypotheses Developmentmentioning

confidence: 99%

Exploring the performance implications of precarious work

Wiengarten

Pagell

Durach

et al. 2021

J of Ops Management

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Precarious work, or employment that is associated with temporary contracts, low earnings and limited or no employee representation, is on the rise. From an operations perspective, these practices should enable flexibility and reduce costs. However, from the perspective of most other social sciences, precarious work harms workers and should harm firm performance. The objective of this research is to provide a comprehensive analysis of the performance implications of precarious work. We collected survey data in the UK from multiple respondents (operations and human resource managers) along with secondary data to explore how the use of precarious work affects a company's financial, operational and occupational health & safety performance. The results were mixed. Precarious work did not have a significant influence on occupational health & safety performance and had a negative relationship with cost performance. We also established an inverted u‐shaped relationship between precarious work and flexibility and financial performance; low levels of precarious work improve flexibility and financial performance and high levels of precarious work harm both. Finally, we explored if high‐performance work practices could moderate these relationships, but the results were mostly insignificant. The results suggest that firms only benefit from relatively low levels of adoption of precarious work.

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“…Aligned with what Martini et al (2019) noted, employability can be intended both from an individual and an organizational perspective. On the individual side, individuals are responsible for continuously seeking to acquire knowledge, skills and abilities valued by employers in the labor market to become more employable in the labor market.…”

Section: Perceived Employability and Employees' Global Psychological ...mentioning

confidence: 90%

“…personal growth) and provide opportunities for workers to strengthen and develop their skills, as well as, contribute to the workers’ development of positive relationships among their peers, all of these supportive actions from the organization likely contribute to the workers’ perception of employability. As such, a higher perception of employability can be related to higher employees’ global psychological need satisfaction (Martini et al , 2019; Van den Broeck et al , 2014).…”

Section: Theoretical Foundation and Hypotheses Developmentmentioning

confidence: 99%

The moderating role of age in the relationship between perceived over qualification, employability, job insecurity and global psychological needs satisfaction

Sabino

Basilio

Lopes

et al. 2022

MRJIAM

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Purpose This study aims to examine the relationship between perceived overqualification, perceived employability, perceived job insecurity and global psychological needs satisfaction, considering the moderating role of age groups. Design/methodology/approach A cross-sectional survey design with a sample of 350 individuals was used in this study. Findings A cross-sectional survey design with a sample of 350 individuals was used in this study. Originality/value By addressing the moderating role of age, this study is original and has practical implications for age diversity management.

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Enhancing the employability of temporary agency workers: the interplay between agency support and client company investments

Cited by 10 publications

References 68 publications

How does employee development affect turnover intention? Exploring alternative relationships

How does employee development affect turnover intention? Exploring alternative relationships

Exploring the performance implications of precarious work

The moderating role of age in the relationship between perceived over qualification, employability, job insecurity and global psychological needs satisfaction

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