Commitment und Arbeitszufriedenheit bei Zeitarbeitnehmern und Stammbeschäftigten

The Motivation of Temporary Agency Workers: An Empirical Analysis

“…Furthermore, within the temporary agency worker group, Ellingson et al (1998) point out lower job satisfaction among those who are involuntarily working in this type of employment. Sende and Vitera (2013) expand on the topic of job satisfaction with consideration to the aspect of loyalty to a company (commitment) on the part of temporary agency workers in comparison to regular employees or the core workforce within hiring companies. They assume that the common basis for both these concepts is the evaluation of the employment activity and the organisation in light of personal targets and values (Sende & Vitera, 2013).…”

“…Sende and Vitera (2013) expand on the topic of job satisfaction with consideration to the aspect of loyalty to a company (commitment) on the part of temporary agency workers in comparison to regular employees or the core workforce within hiring companies. They assume that the common basis for both these concepts is the evaluation of the employment activity and the organisation in light of personal targets and values (Sende & Vitera, 2013). It is assumed that a high degree of satisfaction or commitment has a positive influence not only on the pure performance of the employee but also that it brings further positive effects with it.…”

“…It is assumed that a high degree of satisfaction or commitment has a positive influence not only on the pure performance of the employee but also that it brings further positive effects with it. Examples cited include commitment beyond the contractual obligations, loyal representation of the company to third parties and faithfulness to the company even if appealing alternative employment prospects are on offer (Sende & Vitera, 2013). Within the framework of a qualitative investigation, Mitlacher (2008) observes commitment and identification with the customer company as particularly important elements, not only for the employment relationship in itself, but also for the indirect relationship between the temporary agency worker and the customer company.…”

“…Problems are caused by the three-party construct of temporary work and through the increased complexity, uncertainty and the quality risk in the exchange relationship. Many attributes whose positive influence on job satisfaction and commitment have been demonstrated, are often present to a lesser degree with temporary agency workers (Sende & Vitera, 2013). Lapalme et al (2011) demonstrate a reduction in the effective commitment of temporary agency workers in Canada if expectations towards the hiring company are not satisfied.…”

“…The majority of temporary agency workers wish to be accepted by a hiring company (Eurociett, 2007). It can therefore be expected that they endeavour to perform well in this situation, if it appears even vaguely possible that they may transition (Sende & Vitera, 2013;Sende et al, 2011). According to the arguments of the Achievement Motivation Theory (Atkinson, 1957) and Goal-Setting Theory (Locke & Latham, 2006), individuals can be motivated to act by personally set targets.…”