The association between perceived personal power, team commitment and intrinsic motivation for permanent and temporary workers

Abstract

To date, research on how temporary workers are embedded in teams is limited to how they impact their co-workers with permanent contracts and how temporary workers impact team functioning and performance through power structures in teams. We know very little about how the perceptions of personal power of temporary and permanent workers affect their own motivation and commitment. This study aims to assess the relationship between perceived personal power, intrinsic motivation and team commitment for temporary versus permanent workers. Drawing on Conservation of Resources Theory, the authors propose that this association is non-linear for temporary workers and linear for permanent workers. They test these assumptions using a sample of 64 temporary and 275 permanent workers nested in 58 teams. Multilevel analyses show that for temporary workers, the association between personal power perceptions and intrinsic motivation and team commitment flattens at moderate to high levels of perceived personal power. For permanent workers, the study finds a linear relationship. Implications for theory are discussed.

Temporary workers and firm performance

“…On the one hand, the literature argues that, in contrast to full-time or long-term employment that offers relatively high employment security and opportunities for promotion and general/personal socio-economic development, temporary workers can not enjoy such privileges. More precisely, as summarized by de Jong et al (2019), temporary workers have a lower status in the eyes of both permanent and temporary workers, which is linked to lower authority and control and also generates lower job autonomy and less participation in decision-making activities. Therefore, temporary working contacts are characterized by reduced visibility of the employment relationship (Dutton et al , 1994; Sennett, 1998), which is considered an inhibiting factor for firm performance improvement.…”

Response Model of Teachers’ Psychological Education in Colleges and Universities Based on Nonlinear Finite Element Equations

“…In this way, the nonlinear mutation mechanism of the equilibrium nature of the system depends on the divergence mechanism of f  . Assuming '( ) 0 f x   , according to equations ( 4), (5), and (9), we have…”

“…They represent the points with the largest and smallest probability of random variables. Stochastic differential equations establish a connection between the potential function of a deterministic system and the static probability density function of a stochastic process [5]. Therefore, we can study the discrete changes of the "equilibrium state" in the statistical sense of the random process by studying the discrete changes of the mode and anti-mode of the deterministic function f  .…”

The Effect of Temporary Employment Contracts on Hotel Staff Performance

“…(Uradum et al, 2017). temporary employees are less dedicated than permanent employees, while other studies revealed that both types of employees are equally committed (Akhigbe & Ifeyinwa, 2017). De Jong et al (2019 found that temporary employees in the tourism industry had higher levels of affective and normative engagement than permanent employees and that the relational aspect of the psychological contract was nearly identical for both types of employees.…”