Temporary employment and well-being: New avenues for research

2010 ◽  
Author(s):  
N. De Cuyper ◽  
N. De Witte
2018 ◽  
Vol 10 (2) ◽  
pp. 15 ◽  
Author(s):  
Annita Gibson ◽  
Richard Hicks

The uncertainty of today’s working environment, including prevalence of temporary employment conditions in many industries, has affected the psychological well-being of people in the workforce. Psychological well-being affects all aspects of a person’s life, including: pleasure, job satisfaction and fulfilment, and life meaning (Seligman, 2002). Previous studies have investigated how Psychological Capital (PsyCap) and Core Self-evaluations (CSE) are positively related to job satisfaction and performance, but there is little research on the relationships of PsyCap and CSE with psychological well-being (PWB). This present study explored the relationships among PsyCap, CSE, and PWB in a convenience workplace sample of 121 Australian working adults. Results revealed that both PsyCap (involving hope, optimism, resilience and self-efficacy) and CSE (involving evaluations of one’s own locus of control, self-esteem, generalised self-efficacy, and adaptive vs ‘neurotic’ behaviour) were separately positive predictors of wellbeing, consistent with previous studies. There were overlaps in concepts but both PsyCap and CSE together predicted higher levels of well-being than either alone, and CSE was found to be a partial mediator between PsyCap and well-being indicating that both elements were needed in prediction of well-being. Practical implications include that PsyCap and CSE measures can be used together in the workplace in assessment, selection, training and development to help improve the quality of health and well-being of employees.  Limitations and future research directions are indicated.


Author(s):  
Nele De Cuyper ◽  
Rita Fontinha ◽  
Hans De Witte

This chapter focuses upon the careers of temporary workers. Temporary employment for many workers presents a route to permanent employment. Other workers, however, get trapped into temporary employment or cycle between unstable jobs and spells of unemployment. Predictors of such transitions are multiple. We selected two broad categories, namely perceived employability from the area of career research and health and well-being from the area of occupational health and well-being research. The overall conclusion is that the association between temporary employment and both perceived employability and health and well-being is inconclusive. This suggests that there are boundary conditions that may make some temporary workers successful and others not. Risk factors include dynamics related to the dual labor market, including lower job quality, lower investments on the part of employers, and negative stereotyping of temporary workers as second-class citizens. On the positive side, many temporary workers have learned to manage their careers in the sense that they invest in training and in continuous job search.


2020 ◽  
Vol 32 (2) ◽  
pp. 177-191
Author(s):  
Matthias Pollmann-Schult ◽  
Jianghong Li

The "new economy" is characterized by increasing levels of nonstandard employment. A significant proportion of employees work very long hours, work with high intensity, or have long commutes to work. Also, many workers struggle to secure adequate, stable employment or good quality jobs, and work evening and night shifts or work multiple jobs in order to make ends meet. This special issue examines the consequences of the new economy for the wellbeing of family and children. The studies included in this special issue address the impact of parents’ nonstandard work schedules (shift work), long work hours, temporary employment, and long commutes to work on parental and child health and wellbeing, relationship satisfaction, work-family balance, and the division of labour.


Author(s):  
Alfred F. Wagenaar ◽  
Michiel A. J. Kompier ◽  
Toon W. Taris ◽  
Irene L. D. Houtman

2018 ◽  
Vol 40 (2) ◽  
pp. 238-256 ◽  
Author(s):  
Maria José Chambel ◽  
Filipa Sobral

Theory and empirical research have provided mixed arguments and evidence for the effects of temporary agency work on workers’ well-being. One unresolved issue is how length of service in agency work affects workers’ well-being and behaviour. This study, based on Self-Determination Theory, explored this question by comparing the motives for temporary agency employment and the well-being of workers who have had this employment status for different periods of time. From a sample of 3300 Portuguese temporary agency workers, the study compared three groups who had been engaged in temporary agency work for (1) up to 6 months, (2) between 7 and 12 months and (3) between 13 and 24 months. Regression analyses, controlling for background variables and job insecurity perception, showed that longer periods of temporary agency working were associated with lower autonomous and voluntary motives for temporary employment, workplace well-being and well-being outside work. Theoretical and practical implications are discussed.


2018 ◽  
Vol 40 (2) ◽  
pp. 193-214 ◽  
Author(s):  
Beatriz Sora ◽  
Thomas Höge ◽  
Amparo Caballer ◽  
José M Peiró

A large amount of research has focused on job insecurity, but without obtaining consistent results. Some authors have pointed that this variability might be due to the operationalization of job insecurity. Different types of job insecurity can provoke different employee reactions. The aim of this study is to analyse the effect of job insecurity, understood as temporary employment (objective job insecurity) and personal perception (subjective job insecurity), on affective well-being. In addition, the moderator roles of job self-efficacy and collective efficacy are examined in the relationship between job insecurity and employees’ affective well-being. This study was carried out with 1435 employees from 138 Spanish and Austrian organizations. The results showed a different effect of job insecurity depending on its conceptualization. Only subjective job insecurity was negatively related to affective well-being. Moreover, both self- and collective efficacy moderated the subjective job insecurity–outcomes relation, ameliorating employees’ well-being levels when they perceived job insecurity.


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