scholarly journals The influence of employment modes on employee turnover and agri-business performance: a case for Hunyani farm in the Zvimba district, Zimbabwe

2019 ◽  
Vol 13 (3-4) ◽  
pp. 17-27
Author(s):  
Kudakwashe Svotwa ◽  
Ezekia Svotwa ◽  
Thandiwe Rugube
Keyword(s):  
Business Performance ◽  
Turnover Intentions ◽  
Job Insecurity ◽  
Temporary Employment ◽  
Jel Classification ◽  
Secondary Source ◽  
Temporary Workers ◽  
Farm Business ◽  
Permanent Workers ◽  
Employment Mode

The labour intensive nature of Zimbabwean agriculture demands that farmers meet excessive labour requirements, at the same time keeping labour costs as low as possible to guarantee profits and achieve maximum business performance. This study, carried through a questionnaire survey, at the Hunyani Matura Farm, in the Zvimba district of Zimbabwe between from October 2017 to March 2018, investigated the effect of employment mode on turnover and agri-business performance. Data collected from the participants, was compared with the information from secondary source documents. From the results temporary workers performed better than permanent workers and they cited problems of low wages, poor working conditions, high work targets, inequality in work allocation, job insecurity and constant shuffling. Temporary workers had higher turnover and turnover intentions than permanent workers. Temporary employment mode had a positiveeffect on agri-business performance. This study recommends the use of permanent employment mode on key positions like forepersons, stores persons and supervisors, and temporary employment mode on general farm tasks, while seasonal contracts were seen good for skill demanding operations such as tobacco seedbed establishment, tobacco reaping and curing and grading. A ccareful selection of employment modes reduces inequalities and unhealthy attitudes at work and improves on farm business performance. JEL Classification: Q12

scholarly journals Temporary employment contracts and employee well-being during and after the financial crisis: Introduction to the special issue

2018 ◽  
Vol 40 (2) ◽  
pp. 165-172 ◽  
Author(s):  
David E Guest ◽  
Kerstin Isaksson
Keyword(s):  
Financial Crisis ◽  
Job Insecurity ◽  
Well Being ◽  
Temporary Employment ◽  
Temporary Workers ◽  
Special Issue ◽  
Employment Contracts ◽  
Introductory Article ◽  
Mediterranean Countries ◽  
Permanent Workers

Temporary employment has become a feature of the contemporary labour market, although its extent varies considerably across European countries. It is widely assumed that the experience of temporary work is likely to lower worker well-being. However, a major European study in 2005 found that temporary workers reported higher well-being than permanent workers. Since then, the financial crisis of 2008 and the resulting shedding of labour seems likely to have had a damaging effect on the well-being of temporary workers. The introductory article outlines these issues and introduces the subsequent articles in this special issue which explore the well-being and employment security of temporary workers in the aftermath of the financial crisis. In drawing them together, it is noted that temporary workers appear to have fared no worse than permanent workers. Indeed, job insecurity seems to have spread to permanent workers, particularly in the Mediterranean countries, creating a renewed emphasis on the role of employability.

scholarly journals Do Temporary Workers More Often Decide to Work While Sick? Evidence for the Link between Employment Contract and Presenteeism in Europe

2019 ◽  
Vol 16 (10) ◽  
pp. 1868 ◽  
Author(s):  
Marvin Reuter ◽  
Morten Wahrendorf ◽  
Cristina Di Tecco ◽  
Tahira M. Probst ◽  
Sascha Ruhle ◽  
...  
Keyword(s):  
Social Protection ◽  
Job Insecurity ◽  
Poisson Model ◽  
Temporary Workers ◽  
Cross Sectional ◽  
Employment Contract ◽  
European Working ◽  
European Working Conditions Survey ◽  
Health Related ◽  
Permanent Workers

European employees are increasingly likely to work in cases of illness (sickness presenteeism, SP). Past studies found inconsistent evidence for the assumption that temporary workers decide to avoid taking sick leave due to job insecurity. A new measure to identify decision-based determinants of SP is presenteeism propensity (PP), which is the number of days worked while ill in relation to the sum of days worked while ill and days taken sickness absence. We investigated the link between employment contract and PP using cross-sectional data from 20,240 employees participating in the 2015 European Working Conditions Survey. Workers were grouped by type and duration of employment contract. The link between contract and PP was estimated using a multilevel Poisson model adjusted for socio-demographical, occupational and health-related covariates. We found that European employees worked 39% of the days they were ill. In contrast to previous studies, temporary workers were significantly more likely to decide for presenteeism than permanent workers were, especially when the contract was limited to less than 1 year. Controlling for perceived job insecurity did just marginally attenuate this association. Presenteeism was also more common among young and middle-aged workers; however, we did not find a significant interaction between contract and age affecting presenteeism. In conclusion, the employment contract is an important determinant of presenteeism. Our results give reason to believe that temporary workers show increased attendance behavior independent of job insecurity, because they are less likely to have access to social protection in case of illness.

scholarly journals Temporary Employment and Family Formation: An Income or Insecurity Effect?

2021 ◽  
Author(s):  
Daniël C van Wijk ◽  
Helga A G de Valk ◽  
Aart C Liefbroer
Keyword(s):  
Low Income ◽  
Large Scale ◽  
Family Formation ◽  
Job Insecurity ◽  
Temporary Employment ◽  
Temporary Workers ◽  
First Birth ◽  
Logistic Regression Models ◽  
Mediation Analyses ◽  
Marriage Rates

Abstract Recent studies show that temporary workers postpone family formation transitions, but it remains unclear whether this effect is due to the lower income or the stronger perceptions of job insecurity that go with a temporary contract. To address this question, we link data from a large-scale survey among Dutch employees to longitudinal population register data on marriage and first births. Logistic regression models estimate the effects of temporary employment on marriage and first birth, and mediation analyses assess to what extent these effects are explained by income and perceptions of job insecurity. Results show that temporarily employed women delay first birth. There is also some evidence that temporarily employed men postpone marriage and first birth. These effects are partly explained by income, which increases marriage and first birth rates among men and women alike. Perceptions of job insecurity generally had little effect on family formation, although higher marriage rates were found among women who experienced affective job insecurity. Overall, this shows that it is their low income rather than their feelings of insecurity about future employment that explains why temporary employees postpone family formation.

Organizations’ Use of Temporary Employment and a Climate of Job Insecurity among Belgian and Spanish Permanent Workers

2009 ◽  
Vol 30 (4) ◽  
pp. 564-591 ◽  
Author(s):  
Nele de Cuyper ◽  
Beatriz Sora ◽  
Hans de Witte ◽  
Amparo Caballer ◽  
José María Peiró
Keyword(s):  
Job Insecurity ◽  
Temporary Employment ◽  
Permanent Workers

‘Bad’ Jobs in a ‘Good’ Sector: Examining the Employment Outcomes of Temporary Work in the Canadian Public Sector

2018 ◽  
Vol 33 (4) ◽  
pp. 560-579
Author(s):  
Natasha Stecy-Hildebrandt ◽  
Sylvia Fuller ◽  
Alisyn Burns
Keyword(s):  
Public Sector ◽  
Temporary Employment ◽  
Job Quality ◽  
Three Dimensions ◽  
Temporary Workers ◽  
Temporary Employees ◽  
The Public ◽  
Employment Security ◽  
Nationally Representative ◽  
Permanent Workers

Canada’s public sector has historically provided good jobs, but its increasing reliance on temporary workers has important implications for job quality. We compare temporary and permanent workers in the public sector on three dimensions of job quality (employment security, access to benefits and income trajectories) to assess whether favourable conditions in the public sector are extended to temporary employees, or whether polarization between temporary and permanent workers is the norm. We find provisions related to employment security and access to leave benefits in public sector collective bargains are clearly two-tiered. Drawing on nationally representative panel data, we also find a persistent earnings gap between matched permanent and temporary employees. Further, although temporary public sector workers out-earn their private sector counterparts, the earnings disadvantage relative to matched permanent workers is more pronounced and longer lasting in the public sector. Underlying this difference is greater persistence in temporary employment within the public sector.

scholarly journals Tijdelijke banen en welzijn

2014 ◽  
Vol 30 (2) ◽  
Author(s):  
Peter van der Meer ◽  
Rudi Wielers
Keyword(s):  
Job Insecurity ◽  
Well Being ◽  
Government Policies ◽  
Temporary Workers ◽  
Temporary Work ◽  
Negative Effects ◽  
Negative Effect ◽  
Research Goal ◽  
Permanent Workers

Temporary jobs and well-being Temporary jobs and well-being Government policies in European countries have the objective of creating a flexible labour market to combat or prevent unemployment. Temporary work, however, affects well-being negatively. Our research goal is to determine how the well-being of temporary workers compares to that of unemployed workers. We compare the loss of well-being in temporary jobs to that of unemployment, and explore the causes of the differences between temporary and permanent workers. We find a significant negative effect of temporary jobs on well-being, but this effect is relatively small in comparison to the six times larger negative effect of unemployment. The negative effect of temporary jobs is caused by both the worse quality of the jobs and by job insecurity. The negative effects, however, do not reinforce but reduce each other. The bad quality of the jobs appears to be less of a problem for well-being because the job is temporary. The conclusion is that the negative effects of temporary jobs on well-being are small in comparison to those of unemployment. It is, nevertheless, noted that job insecurity leads to considerable losses of well-being.

Job demands-resources and employee health and well-being

2014 ◽  
Vol 19 (1) ◽  
pp. 101-122 ◽  
Author(s):  
Marieke van den Tooren ◽  
Jeroen de Jong
Keyword(s):  
Job Insecurity ◽  
Job Demands ◽  
Well Being ◽  
Employee Health ◽  
Job Resources ◽  
Temporary Workers ◽  
Content Type ◽  
Permanent Workers ◽  
The Impact ◽  
Health And Well Being

Purpose – The aim of this paper is to investigate whether the main propositions of the job demands-resources (JDR) model are moderated by type of contract (i.e. temporary contract vs permanent contract). Design/methodology/approach – Survey data were collected in a large, heterogeneous sample from different countries, sectors, and jobs (n=3,845). Hypotheses were tested by means of multilevel analyses. Findings – Results showed moderate support for the main effects of job demands (job insecurity and time pressure) and job resources (autonomy and social support) and weak support for the buffer effect of job resources in the prediction of job satisfaction and general health. The impact of contract type on the main propositions of the JDR model appeared to be weak. Yet, the evidence that was found suggests that temporary workers may be more tolerant to job insecurity and more likely to benefit from the buffering role of autonomy than permanent workers. Originality/value – This is the first study to investigate whether the relation between job demands and job resources and employee health and well-being differs for permanent workers and temporary workers.

scholarly journals Work-related diseases in temporary workers in France between 2009 and 2014

2019 ◽  
Vol 29 (Supplement_4) ◽  
Author(s):  
S Rivière ◽  
V Tassy ◽  
I Bonmarin ◽  
J Chatelot
Keyword(s):  
Health Status ◽  
Working Conditions ◽  
General Health ◽  
Job Insecurity ◽  
Temporary Workers ◽  
Occupational Physicians ◽  
Work Related ◽  
Salaried Workers ◽  
Permanent Workers ◽  
Periodic Check

Abstract Background The percentage of temporary workers in the workforce has increased in many European countries. The working environments of temporary workers are often characterized by job insecurity and exposure to hazardous working conditions. Studies have investigated the health status of this population but few of them have specifically investigated work-related diseases. The aim of this study is to compare the risk of uncompensated work-related diseases (UWRD) in temporary workers with permanent contract workers in France between 2009 and 2014. Methods UWRD and suspected associated exposure factors were notified by occupational physicians involved in French UWRD surveillance programme. Sociodemographic and professional characteristics were recorded for all salaried workers consulted by occupational physicians. We analysed musculoskeletal (MSD) disorders (elbow, hand/wrist, shoulder, back) and mental health disorders (MHD) according the type of consultation (periodic check-up, hiring...) using logistic regression. The distributions of notified exposure factors for MSD and MHD were compared between temporary and permanent workers. Results Of the 433 148 salaried workers consulted as part of the surveillance programme, 5.3% and 80.2% had temporary and permanent contracts, respectively. Temporary workers were as likely to have work-related shoulder, elbow and hand/wrist MSD as permanent workers. The former had a lower risk of MHD irrespective of the type of consultation ([OR] = 0.4, 95 % CI 0.3-0.5) and a lower risk of back MSD during on-demand/return-to-work consultations ([OR] = 0.2, 95% CI 0.1-0.5) and during periodic check-ups ([OR] = 0.3, 95% CI 0.2-0.7). Conclusions Temporary workers were not at a higher risk of UWRD (MSD and MHD) than permanent workers. This suggests that the generally poor health status found in temporary workers in previous studies may be linked more to their general health status and perceived job insecurity than to poorer working conditions. Key messages In our study, the risk of work related musculoskeletal disorders and mental health disorders in temporary workers was no greater than that in permanent workers. Poor general health known in temporary workers, may be linked more to their general health status, job insecurity and decreasing career trajectory than to poorer working conditions.

scholarly journals Prominent challenges of fixed-term contracts for administrative and professional employees in higher learning institutions of Gauteng Province, South Africa

2016 ◽  
Vol 14 (3) ◽  
pp. 650-656
Author(s):  
Elsie Skeni Monkwe ◽  
Solly Matshonisa Seeletse
Keyword(s):  
South Africa ◽  
Jel Classification ◽  
Higher Learning ◽  
Primary Data ◽  
Temporary Workers ◽  
Gauteng Province ◽  
Term Contract ◽  
Professional Employees ◽  
Precautionary Measures ◽  
Learning Institutions

The use of temporary workers by organizations is growing, and has extensively extended to higher learning institutions (HLIs). This paper discusses the challenges of fixed term contract administrative and professional employees (FTC A/Ps) in Gauteng Provinces’ HLIs in South Africa. The research methodology used was exploratory. Surveys were used to collect data. The study sample consisted of 107 FTC A/Ps. Primary data were collected using a questionnaire. Text data were analyzed using the thematic content analysis of qualitative design. The study revealed that the HLIs did not provide training to the FTC A/Ps, but required them to perform as if they were trained. The FTC A/Ps were not getting employee benefits, were abused, underpaid, lacked privileges, lacked morale, could be dismissed any time, were driven to lose trust on managers and to be disloyal to their HLIs. They sometimes caused unscheduled turnover. Their commitment to work diminished. Still, they were bound to increase their productivity under punitive working conditions. The study recommends involving of FTC A/Ps when necessary, and not to abuse them. This also includes possibilities of integrating them in the HLI workforce, but to put proper precautionary measures when empowering them. Keywords: abuse, fixed term contract, higher learning institutions, roll over. JEL Classification: J71, J81, J82

scholarly journals Psychological contract profiles among permanent and temporary agency workers

2016 ◽  
Vol 31 (1) ◽  
pp. 79-94 ◽  
Author(s):  
Maria J Chambel ◽  
Laura Lorente ◽  
Vânia Carvalho ◽  
Isabel Maria Martinez
Keyword(s):  
Work Engagement ◽  
Psychological Contract ◽  
Self Report ◽  
Temporary Workers ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Cross Sectional Design ◽  
Permanent Workers ◽  
Temporary Agency Workers

Purpose – Based on the psychological contract (PC) theory, the purpose of this paper is to identify PC profiles, differentiating between permanent and temporary agency workers (TAW). Moreover, the authors analyzed whether different profiles presented different levels of work engagement. Design/methodology/approach – A cross-sectional survey data analysis of 2,867 workers, of whom 1,046 were TAW, was analyzed using latent profile analyses. Findings – Four PC profiles were identified, which differed quantitatively in terms of the overall dimension levels (i.e. balanced, relational and transactional) for PC (i.e. content and fulfillment). ANCOVAs showed that the relational/balanced dominant and transactional dominant profiles presented similar engagement levels for TAW, but for permanent workers the former profile showed higher engagement than the latter. However, for both permanent and TAW the fulfillment profile showed higher engagement than the unfulfillment profile. Research limitations/implications – The cross-sectional design and the reliance on self-report measures are the limitations of this study, although no causality was claimed and method biases were controlled. Practical implications – Actions that increase PC fulfillment positively affect the employment relationship of TAW with the client organization. Originality/value – Few studies have addressed PC typologies. Furthermore, most studies have focussed on temporary workers, but not on TAW and their contract with the client organization. Finally, this study emphasizes the crucial role played by the PC in the levels of work engagement.

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