In-sourcing, Outsourcing, and the Growth of Contingent Labour as Evidence of Flexible Employment Strategies

Purcell, Kate; Purcell, John

doi:10.1080/135943298398952

Cited by 106 publications

(87 citation statements)

References 7 publications

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“…Empirically, both types of changes have been reported to occur in the labour market. For example, strategies of in-sourcing, outsourcing, and downsizing are continuously being implemented (R. Burke & Nelson, 1997;Purcell & Purcell, 1998;Sundin & Wikman, 2004), and it has been suggested that they all have an impact on the individual (Ferrie, Shipley, Marmot, Stansfeld, & Smith, 1998;Hellgren, Sverke, & Isaksson, 1999;Morrell, Loan-Clarke, & Wilkinson, 2004;Shapiro & Kirkman, 1999).…”

Section: Flexibilitymentioning

confidence: 99%

Employability perceptions: Nature, determinants, and implications for health and well-being

Berntson¹

2008

PsycEXTRA Dataset

123

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The general aim of the present thesis is to increase our understanding of perceived employability. Employability perceptions refer to individuals' beliefs about their possibilities of finding new, equal, or better employment. How people perceive their possibilities of getting employment is important in a labour market characterised by flexibility and uncertainty, and the present thesis sets out to investigate the nature, determinants, and implications of employability perceptions, using two population-based samples. In Study I, the aim was to study if employability and self-efficacy are two distinct but related constructs and, along with this, to investigate the nature of their association. The results from this study indicated that employability was distinct from self-efficacy and, furthermore, that employability predicted subsequent self-efficacy. In Study II, the aim was to identify predictors of perceived employability. The combination of situational and individual factors was identified as important for employability perceptions. National economic prosperity, living/working in metropolitan areas, poor physical and good psychological work environments, formal education, and competency development were found to be positively associated with perceived employability. The aim of Study III was to investigate if employability could predict subsequent health and well-being. The results from this study implied that individuals who reported higher levels of employability also reported better global health and mental well-being, but not physical complaints, one year later, after controlling for work environment variables and previous health status. In conclusion, the present thesis has implications for theory as well as practice when it concludes that employability is not primarily a self-evaluation, that it is dependent on individual as well as situational factors, and that it has implications for health and well-being.Keywords: employability, employability perceptions, flexibility, individualisation, changing labour market, self-evaluation, self-efficacy, dual labour market, human capital, health, well-being. SammanfattningVad innebär det att vara anställningsbar? Vilka faktorer påverkar en individs bedömning av sin anställningsbarhet? Handlar anställningsbarhet om en persons allmänna självuppfattning eller handlar det om faktiska kunskaper, meriter och erfarenheter från tidigare arbeten? Vilken roll spelar det sammanhang en person befinner sig i, t ex konjunkturläge eller var i landet man bor? Vilken påverkan har anställningsbarheten på en individs hälsa och välbefinnande? Detta är frågor som står i centrum i denna avhandling.Att vara anställningsbar innebär att man kan skaffa sig ett nytt, likvärdigt eller bättre, arbete när detta är nödvändigt. I takt med att arbetslivet har blivit mer föränderligt och flexibelt blir upplevelsen av att vara anställningsbar intressant att studera, eftersom själva upplevelsen har konsekvenser för hur en person reagerar och agerar på händelser i sin omgivning. I föreliggande...

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Section: Flexibilitymentioning

confidence: 99%

Employability perceptions: Nature, determinants, and implications for health and well-being

Berntson¹

2008

PsycEXTRA Dataset

123

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“…The worker's positive response towards the organization depends on the organization's favourable treatment of the worker. In temporary work situations, the organization does not offer a sustainable long-term relationship, job security, career development, or opportunity for career advancement, and, consequently, workers respond with less favourable attitudes and behaviours towards the organization (Cappelli, 2000;Pfeffer & Baron, 1988;Purcell & Purcell, 1999;Rousseau, 1995).…”

mentioning

confidence: 99%

Training, exhaustion, and commitment of temporary agency workers: A test of employability perceptions

Chambel

Sobral

Espada

et al. 2013

European Journal of Work and Organizational Psychology

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The aim of this study was to analyse whether the social exchange between temporary agency workers (TAWs) and the client organization is associated with a perception of training. In this study, we developed and tested a moderated mediation model that accounts for TAWs' exhaustion and desire to obtain a direct contract with the client company in the relationship between the perception of training and affective commitment. Our hypotheses were tested on a sample of 425 blue-collar workers from four Portuguese companies with temporary agency work contracts. Our findings support a conditional indirect relationship between the perception of TAWs that the training provided by the client company facilitates their internal employability and their commitment towards this company via exhaustion for those TAWs who have a low desire to have a direct contract with this company. In addition, our findings show that TAWs do not reciprocally respond to the training that promotes external employability, as this factor is not associated with the affective commitment of these individuals, although exhaustion is associated with this perception. Moreover, we discuss the implications of these findings for the human resource management of TAWs.

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“…Em um cenário marcado pela competição, a terceirização constitui uma ferramenta economicamente adequada, pois visa a repassar a terceiros, especialistas em determinadas atividades, parte de suas tarefas, reduzindo, com isso, custos e aumentando a efi ciência (PURCELL;PURCELL, 1998). No Brasil, a terceirização teve início com a instalação das multinacionais, por meio das técnicas de gestão trazidas, principalmente, pelas montadoras de veículos, as quais se mantiveram isoladas, diferenciando-se das organizações nacionais.…”

Section: A Terceirização E Seus Desafios Para a Administraçãounclassified

Práticas gerenciais relacionadas à qualificação de trabalhadores terceirizados: um estudo de caso no setor de mineração

Magalhães¹,

Neto

Saraiva³

2011

Organ. Soc.

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ResumoO objetivo neste trabalho é analisar, sob a ótica dos fi scais de contrato, as práticas gerenciais relacionadas à qualifi cação de terceirizados e seus desdobramentos. A pesquisa, de cunho qualitativo, foi realizada a partir de um estudo de caso no setor de mineração, tendo os dados sido coletados por meio de pesquisa documental associada a entrevistas individuais em profundidade. Os principais resultados revelaram que os requisitos e a dinâmica do processo de terceirização se baseiam em aspectos bastante formais, e que existem oito práticas principais voltadas à qualifi cação de terceirizados. A existência de uma área responsável pelo acompanhamento dos serviços terceirizados facilita o desenvolvimento e a adoção das práticas de gestão e, juntamente com o treinamento dos gestores, explica em parte os resultados encontrados. Apesar da existência das práticas, predomina uma preocupação com os custos quando a empresa opta pela terceirização, o que sugere que, ainda, há muito a evoluir para garantir a efetividade do processo.Palavras chave: Práticas gerenciais. Terceirização. Qualifi cação. Múltiplos vínculos contratuais. Management Practices Related to the Training of Outsourced Staff:a case study in the mining sector AbstractI n this paper we analyze management practices related to the qualifi cation of outsourced workers and its impacts according to contract managers. Our research, using a qualitative approach, is based on a case study in the mining sector. Data was collected through document research associated with interviews with contract managers. The main results show that there is much formality both in the requirements and dynamics of outsourcing process and that there are eight main qualifi cation practices for outsourced workers. The existence of a specifi c area responsible for controlling outsourcing services facilitates the adoption and development of management practices, which, associated with the training of managers, partially explains the results found. Besides the existence of practices, however, there prevails an emphasis on costs in the outsourcing decision, which suggests that there is much to be done to guarantee the effectiveness of this process.

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In-sourcing, Outsourcing, and the Growth of Contingent Labour as Evidence of Flexible Employment Strategies

Cited by 106 publications

References 7 publications

Employability perceptions: Nature, determinants, and implications for health and well-being

Employability perceptions: Nature, determinants, and implications for health and well-being

Training, exhaustion, and commitment of temporary agency workers: A test of employability perceptions

Práticas gerenciais relacionadas à qualificação de trabalhadores terceirizados: um estudo de caso no setor de mineração

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