HR Attributions and the Dual Commitment of Temporary Agency Workers and Outsourced Workers

2012 ◽  
Vol 2012 (1) ◽  
pp. 13169
Author(s):  
Rita Fontinha ◽  
Bastiaan A.S. Koene ◽  
Maria José Chambel ◽  
Nele De Cuyper
Keyword(s):  
Dual Commitment ◽  
Temporary Agency Workers

scholarly journals Dual Commitment Profiles and Job Satisfaction Among Temporary Agency Workers

2021 ◽  
Author(s):  
Pietro Menatta ◽  
Chiara Consiglio ◽  
Laura Borgogni ◽  
Luigi Moschera
Keyword(s):  
Job Satisfaction ◽  
Dual Commitment ◽  
Temporary Agency Workers

Enforceability of rights in the temporary agency sector: The case of Belgium

2021 ◽  
pp. 0143831X2110172
Author(s):  
Kim Bosmans ◽  
Deborah De Moortel ◽  
Christophe Vanroelen
Keyword(s):  
Social Rights ◽  
Equal Rights ◽  
Depth Interviews ◽  
Temporary Agency Workers

This study explores why temporary agency workers are disadvantaged compared to regular workers regarding their employment-related and social rights in Belgium despite extensive equal rights regulation. Fifteen in-depth interviews among temporary agency workers were analysed thematically. The enforceability of rights poses the main problem in temporary agency workers’ disadvantaged position. The following manifestations of a lack of enforceability are discussed: (1) lack of enforceability due to ignorance and indifference about rights; (2) vulnerability hindering enforceability; and (3) lack of enforceability due to misuse by employers and cutting corners. It is argued that this problem of enforceability is mainly caused by a lack of a clear allocation of responsibilities as to who should ensure the rights of temporary agency workers.

Protean and Boundaryless Career Attitude as Determinants of Well-being Among Indian IT Temporary Agency Workers

2021 ◽  
pp. 097226292110362
Author(s):  
Swati Alok ◽  
Rajthilak R.
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Well Being ◽  
Direct Effects ◽  
Mediation Effects ◽  
Validated Questionnaire ◽  
Boundaryless Career ◽  
Management Approaches ◽  
Study Participants ◽  
Temporary Agency Workers

The growth of temporary and non-standard employment arrangements post liberalization drives temporary agency workers (TAWs), especially of the information technology (IT) sector, to be agents of their own career identities. As a result, TAWs embrace self-managed/adaptable career management approaches namely protean career (PCO) and boundaryless career (BCO) orientations for their long-term sustainability and well-being. This study investigated the direct effects of PCO and BCO on TAW’s well-being, also, their indirect effects thorough perceived employability (PE). Study participants were 246 TAWs employed by leading Indian IT recruitment agencies and deployed to work for various IT clients. Data were collected through validated questionnaire and analysed through structural equation modelling. Findings confirm direct effects of PCO and BCO on TAW well-being and partial mediation effects of PE. Thus, to boost TAWs’ well-being, organizations may consider developing their protean attitudes via employee engagement programmes, staff agencies through counselling to map workers values/interest with their assigned projects, TAWs workers themselves proactively participating in the challenging assignment at the client place.

Not always a quick fix: The impact of employing temporary agency workers on retention in the Australian aged care workforce

2016 ◽  
Vol 59 (1) ◽  
pp. 85-103 ◽  
Author(s):  
Debra King ◽  
Sven Svensson ◽  
Zhang Wei
Keyword(s):  
Large Scale ◽  
Negative Impact ◽  
Intention To Leave ◽  
Aged Care ◽  
Personal Care ◽  
Nurse Satisfaction ◽  
Aged Care Facilities ◽  
Care Worker ◽  
The Impact ◽  
Temporary Agency Workers

The use of external labour such as temporary agency workers in the general workforce has increased in recent decades, but comparatively little is known about their impact within the aged care workforce. This article analyses quantitative data from a census of aged care facilities and a large-scale survey of their workforce regarding the use and impact of temporary agency workers on internal workers. It demonstrates that employing temporary agency workers helps address labour shortages generally and skill shortages in particular. However, it has a negative impact on the job satisfaction of internal personal care workers – a predictor of an increase in intention to leave. In contrast, there was little impact on internal nurse satisfaction. The use of temporary agency workers could therefore create a paradox: increasing personal care worker numbers in the short term, but negatively impacting on their retention in the long term. Given the need for an expanded and sustainable aged care workforce, this finding has important implications for organisations, policy and unions.

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