Job Satisfaction and Contingent Employment

Graaf-Zijl, M. de

doi:10.1007/s10645-011-9180-7

“…Since overtime may affect satisfaction with work, it could explain why temporary workers may be less satisfied with their jobs than permanent workers. However, evidence provided by de Graaf-Zijl (2012) indicates that temporary workers are not less satisfied with working hours than permanent workers.…”

Section: Theoretical Considerations and Previous Researchmentioning

confidence: 98%

“…However, several existing studies investigating empirically whether contract limitation lowers workers' well-being find no evidence for any significant impact from temporary contracts on job satisfaction (e.g. Booth et al 2002, Bardasi and Francesconi 2004, Wooden and Warren 2004, Green et al 2010, Green and Heywood 2011, de Graaf-Zijl 2012. Some of these studies show that inferior jobs, which are more often temporary than permanent, lower the well-being of employees compared to non-inferior jobs.…”

Section: Theoretical Considerations and Previous Researchmentioning

confidence: 99%

Flexibilisation without Hesitation? Temporary Contracts and Workers' Satisfaction

Chadi¹,

Hetschko²

2012

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in EconStor may March 2013 AbstractFixed-term contracts are often considered a key policy tool for increasing employment. As we show that contract limitation lowers job satisfaction using data from the German SocioEconomic Panel study, we detect a drawback of promoting temporary employment that has not been identified so far. We find that the "honeymoon-hangover" effect of a new job must be taken into account to reveal this result. We examine reasons why employees suffer from temporary contracts and analyse the "Flexicurity" idea of compensating workers with security. Our findings contribute to research on workers' well-being as well as to the debate on labour market flexibilisation.JEL Classification: J28, J41

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“…de Graaf-Zijl (2012) studies the case of the Netherlands, analysing different work contracts (regular, fixed-term, on-call, temporary agency) on five job aspects. She finds that a lack of job security is responsible for lower job satisfaction of temporary workers compared to that of permanent workers.…”

Section: Temporary Work and Job Satisfactionmentioning

confidence: 99%

“…Building upon previous studies in other countries (van Praag et al, 2003, for Germany;de Graaf-Zijl, 2012, for the Netherlands; Booth et al, 2002, Bardasi and Francesconi, 2004, and Green and Heywood, 2011, for the UK) we estimate a regression model of self-declared job satisfaction to quantify the relationship between job satisfaction and temporary contract arrangements, and in particular to what extent, for each category of workers, lower satisfaction with one aspect of the job is compensated by higher satisfaction with another aspect. Lavoratori, ISFOL) in the Participation, Labour, Unemployment Survey (PLUS).…”

Section: Introductionmentioning

confidence: 99%

Temporary Contracts and Young Workers’ Job Satisfaction in Italy

Bruno

¹

,

Caroleo

²

,

Dessy

³

2014

Disadvantaged Workers

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. www.econstor.eu The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent nonprofit organization supported by Deutsche Post Foundation. The center is associated with the University of Bonn and offers a stimulating research environment through its international network, workshops and conferences, data service, project support, research visits and doctoral program. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results and concepts to the interested public. Terms of use: Documents in D I S C U S S I O N P A P E R S E R I E SIZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available directly from the author.IZA Discussion Paper No. 7716 November 2013 ABSTRACT Temporary Contracts and Young Workers' Job Satisfaction in ItalyThe Italian process of flexibilization of the labour market has created a dual market populated by protected permanent employees and unprotected temporary workers. The latter comprises not only temporary employment relationships but also autonomous collaborations used by firms as low-cost de facto temporary employment relationships. Little is known about the quality of these temporary jobs, particularly widespread among young workers. We estimate a regression model of perceived overall job satisfaction of young workers, based on the ISFOL-PLUS 2006-2008-2010 panel. We control for the various temporary contracts and for perceived satisfactions in nine aspects of the job. We find that lack of job stability is the most serious cause of lower satisfaction for both temporary employees and autonomous collaborators. But while temporary employees compensate concerns of job stability with other job aspects, attaining satisfaction levels comparable to those of permanent employees, autonomous collaborators do not and are thus significantly the least satisfied.JEL Classification: J28, J81

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“…The point of departure for the empirical analysis is the following regression specification typically used in the literature on the relationship between type of working contract and job satisfaction (see, for example, Green and Heywood, 2011;De Graaf-Zijl, 2012;Jahn, 2015):…”

Section: Empirical Methodologymentioning

confidence: 99%

How Important is the Type of Working Contract for Job Satisfaction of Agency Workers?

Petilliot

¹

2016

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in AbstractPrevious research has found that agency workers are less satisfied with their job than regular workers on a permanent contract. All these studies have in common that they treat agency workers as a homogeneous group; that is, they did not consider the contract type agency workers hold. This paper analyzes whether differences in job satisfaction can be explained by the contract type using data from the German Socio-Economic Panel. The analysis leads to three main results. First, differences in job satisfaction cannot be explained by the contract type. Second, agency workers on a permanent contract are significantly less satisfied with their job than regular workers on the same contract. Third, agency workers on a fixed-term contract do not differ in reported job satisfaction from regular workers on both fixed-term and permanent contracts. These findings give rise to the hypothesis that as a policy instrument agency employment appears to be well-suited for short-term periods, but it should be prevented that workers are persistently employed in such a work arrangement.

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Job Satisfaction and Contingent Employment

Cited by 36 publications

References 26 publications

Flexibilisation without Hesitation? Temporary Contracts and Workers' Satisfaction

Flexibilisation without Hesitation? Temporary Contracts and Workers' Satisfaction

Temporary Contracts and Young Workers’ Job Satisfaction in Italy

How Important is the Type of Working Contract for Job Satisfaction of Agency Workers?

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