Unhappy with well-being research in the temporary work context: mapping review and research agenda

Imhof, Susanne; Andresen, Maike

doi:10.1080/09585192.2017.1384395

Cited by 29 publications

(50 citation statements)

References 118 publications

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“…Furthermore, temporary workers' morale issues are addressed by adopting an organizational behavior lens. Towards this end, attitudinal (Banerjee et al, 2012;Cuyper et al, 2014;Guest et al, 2006;Scheel et al, 2013;Slattery et al, 2008;Way et al, 2010;Jung et al, 2018), perceptional (Flickinger et al, 2016;Ruyter, 2007;Ruyter et al, 2008) and behavioral (Kuvaas et al, 2013;Torka, 2011;George et al, 2010;Svensson et al, 2015;Imhof & Andresen, 2018) differences between temporary and permanent workers, as well as the effects of the use of temporary workers on the behavior of permanent employees are investigated. Although for the most part HRM research reflects temporariness by concentrating on temporary employment, i.e.…”

Section: Temporary Employment In Permanent Contextsmentioning

confidence: 99%

Human resource management in project-based organizations: revisiting the permanency assumption

Samimi

Sydow

2020

The International Journal of Human Resource Management

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With the aim of portraying the future of the field, HRM scholars have repeatedly proposed new research domains and perspectives. Unusual forms of organization do not, however, play a major role in these proposals, even if they have gained some importance in practice. A case in point relates to temporary forms of organization in general and project-based organizations in particular. In this paper, after outlining the evolution of HRM as a discipline, we will systematically review top-tier HRM journals as well as other management journals over a period of two decades. Findings reveal that HRM research concentrates mostly on only one dimension of temporary organizing, i.e. temporary employment, and adheres otherwise to the assumption of the permanency or at least longevity of organizations. We argue that theorizing HRM beyond the permanency assumption is not only urgently needed in face of spreading forms of project-based organizing, but also offers unique potentials to study HRM problems, including those of international HRM.

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Section: Temporary Employment In Permanent Contextsmentioning

confidence: 99%

Human resource management in project-based organizations: revisiting the permanency assumption

Samimi

Sydow

2020

The International Journal of Human Resource Management

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“…Temporary agency work characterized by a triangular employment relationship has gotten too little attention. This also leaves out employment-specific characteristics of the different types of temporary work to be considered (Imhof & Andresen, 2018). Studies combining temporary agency work and restaurant work are nearly non-existent, even though restaurants are a large user group of temporary agency work.…”

Section: Research Contextmentioning

confidence: 99%

“…The term "temporary work" is used in a great variety of circumstances and different forms of temporary work with divergent characteristics. This leads to ignoring of employment-specific characteristics and makes it harder for the comparability of previous results of various researches (De Cuyper et al, 2008;Imhof & Andresen, 2018). There is other meaning for temporary work.…”

Section: Introductionmentioning

confidence: 99%

“…The temporary agency is the worker's official employer and pays his/her wages. The end user company (in this study restaurants) determines and supervises the work being done in their premises (Imhof & Andresen, 2018).…”

Section: Introductionmentioning

confidence: 99%

“…They are workers that work less than what is agreed in full-time contracts or collective agreements, with the workers employment contract stipulating shorter daily working hours or the worker works only part of the week or month. Other atypical workers beside part-time and temporary workers are: on-call contracts that are often "zero-contracts" with no agreed working hours, fixed-term employment, self-employed people, independent workers and homeworkers (De Cuyper et al, 2008;Eurofound, 2017;Imhof & Andresen, 2018;Pirani, 2017).…”

Section: Introductionmentioning

confidence: 99%

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Work Commitment Modes of Temporary Agency Workers in Restaurants

Cajander¹,

Reiman²

2020

Int. j. bus. adm. stud

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In this study the focus is on single form of temporary work in order to create added value in comparison to previous well-being research in the temporary work context. Very little research has been conducted on temporary agency work in restaurants. An extensive survey is planned to be conducted in Finland. This study shows the pilot tests results of the survey. Examining the differences and similarities of work commitment between different worker groups in restaurants give insight for planning and targeting measures needed to increase well-being at work and productivity. Data is collected through a questionnaire, which is based, on the Organizational Commitment and QPS Nordic questionnaires, both of which focus on psychological and social factors at work. The data collection for pilot study was conducted as an online survey during a two weeks period. Link to questionnaire was published on a Facebook page for local restaurant workers in the Northern Ostrobothnia area with 130 members. In total 53 workers responded. It was possible to divide the workers into groups by their form of working. Four distinct groups were found, each with their own combination of commitment modes and features. A clear baseline was established by the normal full-time workers against which other groups (temporary agency workers) were compared. There were also controversial findings that should not be legally present in temporary agency work. Being just a pilot study, it is expected that this study has several limitations; sample size was limited, parts of the data were fragmented, many questions were left unanswered, translation problems and locally homogenous participants. However, this pilot test provided important information for a larger questionnaire that will be aimed to a larger audience nationwide in Finland later 2019-2020.

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Does Fixed-Term Employment Have Spillover Effects on the Well-Being of Partners? A Panel Data Analysis for East and West Germany

et al. 2021

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This paper answers three research questions: What is the impact of fixed-term employment on the well-being of partners? How do these spillover effects differ by gender, and do gender differences depend on socialization in East or West Germany? Do individual well-being, perceived job insecurity, and financial worries mediate the spillover effects? We use longitudinal data from the Socio-Economic Panel (SOEP), 1995–2017, and a sample of heterosexual couples living together, to estimate fixed-effects panel regression models. In contrast to previous studies, we consider asymmetric effects of entering and leaving fixed-term contracts by focusing on transitions from unemployment into fixed-term and fixed-term into permanent jobs. Confirming previous research on spillover effects of unemployment, we find that fixed-term re-employment increases partners’ well-being and that these effects are larger in case of re-employment by men and partners’ socialization in West Germany. We also show that transitions from fixed-term to permanent jobs do not substantially increase the well-being of partners with little differences by gender and place of socialization. While the spillover effect of re-employment is mediated by changes in the well-being of the individual re-entering the labor market, changes in job insecurity and financial worries due to transitions from fixed-term to permanent jobs are too small to produce meaningful effects on well-being. Although fixed-term contracts have been referred to as a new source of inequality, our results show that they cause little difference in the well-being of individuals and their partners and that finding a job matters more than the type of contract.

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Unhappy with well-being research in the temporary work context: mapping review and research agenda

Cited by 29 publications

References 118 publications

Human resource management in project-based organizations: revisiting the permanency assumption

Human resource management in project-based organizations: revisiting the permanency assumption

Work Commitment Modes of Temporary Agency Workers in Restaurants

Does Fixed-Term Employment Have Spillover Effects on the Well-Being of Partners? A Panel Data Analysis for East and West Germany

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