Job quality in triadic employment relations: Work attitudes of Norwegian temporary help agency employees

Kalleberg, Arne L.; Nesheim, Torstein; Olsen, Karen M.

doi:10.1016/j.scaman.2015.03.002

Cited by 13 publications

(13 citation statements)

References 37 publications

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“…To contribute to the need for autonomy, it is important that the firms allow workers to have a choice about whether they want to perform their job, giving to the workers freedom about the way they manage their work (Olafsen et al, 2015). The lack of autonomy at work has been pointed out as one of the main reasons for TAWs having lower job satisfaction (Kalleberg et al, 2015). To contribute to the satisfaction of workers' needs for competence, organizations need to provide workers with the necessary means to perform their work in the best way, providing them with all the necessary information and giving positive and continuous feedback on their work (Olafsen et al, 2015).…”

Section: Practical Implicationsmentioning

confidence: 99%

Linking perceptions of organizational support to temporary agency workers’ well-being

Lopes

Chambel

Cesário

2019

IJOA

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Purpose This research focused on agency work. Previous studies highlighted the importance of motivations to understand workers’ attitudes, behaviors and well-being. Thus, the purpose of this paper is to analyze the contribution of perceptions of support from organizations to autonomous motivation for temporary agency employment, the relationship of motivations with workers’ well-being and the mediating role of motivations between perceptions of organizational support (POS) and workers’ well-being. Design/methodology/approach The hypotheses were tested with a sample of 3,983 temporary agency workers and using structural equation modeling. Findings The authors verified that POS from the agency contributed to both autonomous motivation and controlled motivation for temporary agency employment, whereas POS from the client company only contributed to autonomous motivation for temporary agency employment. Moreover, autonomous motivation for temporary agency employment was positively associated with workers’ well-being. Contrary to expectations, controlled motivation for temporary agency employment was not significantly associated with workers’ well-being. As predicted, autonomous motivation for temporary agency employment was a mediator in the relationship between POS and workers’ well-being. Research limitations/implications The study relies on self-reported data, and it does not have a longitudinal design. Practical implications An important implication of this research study is that organizations, through the support provided to the workers, may contribute positively to increase workers’ autonomous motivation for temporary agency employment, and, in turn, more autonomous motivation for temporary agency employment relates to higher levels of workers’ well-being. Originality/value The study innovates by including in the same model variables that may contribute to workers’ motivation for temporary agency employment as well as the outcomes that may arise from workers’ motivation for temporary agency employment.

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Section: Practical Implicationsmentioning

confidence: 99%

Linking perceptions of organizational support to temporary agency workers’ well-being

Lopes

Chambel

Cesário

2019

IJOA

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“…Unsurprisingly, Reichelt (2015) finds that the motivation for entering a temporary employment relationship that relates to stepping up to regular employment increases according to skills level. Similarly, from a survey conducted in Norway in 2009, Kalleberg et al (2015) find that a preference for temporary work is highly associated with job satisfaction among TWA employees. The above-cited authors also find that job satisfaction among temporary agency workers is higher among those with higher or more specialized skills.…”

Section: Motivation For Nonstandard Employmentmentioning

confidence: 90%

Motivation, Migration and Non-standard Employment: A Survey Among Temporary Agency Workers

Underthun

Aasland

2018

NJWLS

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Research suggests that migrants have a greater tendency to end up in nonstandard employment arrangements than native citizens do, but less attention has been paid to motivational differences within and between migrant groups. On the basis of a survey of temporary agency workers in Norway, we investigate the effect of different country backgrounds on the perceived suitability of nonstandard employment (NSE) at present and in the future. For the perceived current suitability, we find less variation between country backgrounds, but Norwegian workers are much less likely to accept NSE as suitable in the future. An ordinal regression shows that motivation (positive and negative) rather than country background is the strongest predictor of finding NSE employment suitable. As such, the article contributes to understandings about voluntary or involuntary motivations to engage in NSE in a way that informs discussions about migrants in different power positions in a Nordic labor market context. KEYWORDS migrant background / motivation / nostandard employment / temporary agency work

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“…While the national trend to informalise Chinese labour forces has a prominent implication on articulating work arrangements (Gallagher, et al, 2011), the scarce research looking into these issues has led to a lack of well-studied or consistently used criteria to categorise employment in the Chinese context. Because work arrangements have profound implications for the organisation of work, social relations and organisational psychology (Ashford, et al, 2007;Kalleberg, et al, 2015), systematic studies on work arrangements taking into account of the Chinese employment dualism seem timely. Again, how employment is categorised may have a profound implication especially for the Chinese public sector.…”

Section: Implications For Management Research In Chinamentioning

confidence: 99%

A dualistic view of employment in China

2018

SBR

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Purpose This paper aims to bring to the fore some neglected implications of the dual employment systems in China, especially for the public sector. Design/methodology/approach This paper reinterprets some recent developments in understanding Chinese employments and incorporates the relevant research in arguing for a dualistic view of employment in China[1]. Findings In highlighting the unique dualistic employment contexts in China and an indigenous phenomenon of “unequal pay for equal work”, this paper finds public management studies in China to deserve a separate platform for future research. Research limitations/implications Future Chinese management studies on public sector should contextualise their findings and conclusions, taking into account the employment structure at their research settings. More studies on the public sector are needed to better understand the dualistic Chinese employment relationships, especially for better public management policies and practices in China. Social implications It calls for more scholarly attention on the social injustice embedded in the dualistic employment in China. Originality/value It extends the ongoing discussions of Chinese employment reform and its implications on organising work and employment in China, while unveils important implications of the dualistic employment for future Chinese management research, especially in the public sector.

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Job quality in triadic employment relations: Work attitudes of Norwegian temporary help agency employees

Cited by 13 publications

References 37 publications

Linking perceptions of organizational support to temporary agency workers’ well-being

Linking perceptions of organizational support to temporary agency workers’ well-being

Motivation, Migration and Non-standard Employment: A Survey Among Temporary Agency Workers

A dualistic view of employment in China

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