When temporary agency work is not so temporary

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.info:eu-repo/semantics/acceptedVersio

A Gestão de Recursos Humanos nos Trabalhadores Temporários de Agência

This study analyzed the extent to which the Social Exchange Theory can be used to explain the answers oftemporary agency workers’ (TAW). We applied a questionnaire to a sample of 953 TAW and used Structural Equation Models(SEM) to analyze the results. We verified that the system of human resource management related positively with workers’affective commitment (β = 0,58; p < 0,01) and engagement (β = 0,24; p < 0,01), explained 40% e 30% of these variablesrespectively. The psychological contract fulfillment partially mediated the relationship between this system and TAW’ positiveanswers. One important implication of this study is that it confirms that investment with TAW has a return, i.e. positive workersoutcome, which is important to organizational efficacy.Neste estudo consideramos que o sistema de práticas de gestão de recursos humanos desencadeia um mecanismo de troca social, no qual os trabalhadores trocam respostas positivas não só com os benefícios que recebem através dessas práticas, mas também com a percepção de cumprimento das promessas realizadas pela organização. As nossas hipóteses foram testadas numa amostra de 953 trabalhadores temporários de agência, utilizando Modelos de Equações Estruturais. Verificamos como esperado que o sistema de práticas de gestão de recursos humanos se relacionava positivamente com o comprometimento afetivo e com o engagement e negativamente com o burnout dos trabalhadores. O cumprimento do contrato psicológico por parte da organização mediava parcialmente a relação entre este sistema e as respostas positivas dos trabalhadores. Uma importante implicação deste estudo é que tal como acontece com os trabalhadores tradicionais, o investimento com os trabalhadores temporários relaciona-se com respostas positivas da sua parte, as quais são relevantes para assegurar a eficácia das organizações

Linking perceptions of organizational support to temporary agency workers’ well-being

Purpose – This research focused on agency work. Previous studies highlighted the importance of motivations to understand workers’ attitudes, behaviors and well-being. Thus, the purpose of this paper is to analyze the contribution of perceptions of support from organizations to autonomous motivation for temporary agency employment, the relationship of motivations with workers’ well-being and the mediating role ofmotivations between perceptions of organizational support (POS) and workers’ well-being. Design/methodology/approach – The hypotheses were tested with a sample of 3,983 temporary agency workers and using structural equation modeling. Findings – The authors verified that POS from the agency contributed to both autonomous motivation and controlled motivation for temporary agency employment, whereas POS from the client company only contributed to autonomous motivation for temporary agency employment. Moreover, autonomous motivation for temporary agency employment was positively associated with workers’ well-being. Contrary to expectations, controlled motivation for temporary agency employment was not significantly associated with workers’ well-being. As predicted, autonomous motivation for temporary agency employment was a mediator in the relationship between POS and workers’ well-being. Research limitations/implications – The study relies on self-reported data, and it does not have a longitudinal design. Practical implications – An important implication of this research study is that organizations, through the support provided to the workers, may contribute positively to increase workers’ autonomous motivation for temporary agency employment, and, in turn, more autonomous motivation for temporary agency employment relates to higher levels of workers’ well-being. Originality/value – The study innovates by including in the same model variables that may contribute to workers’ motivation for temporary agency employment as well as the outcomes that may arise from workers’ motivation for temporary agency employment.info:eu-repo/semantics/acceptedVersio

The temporary agency worker’s motivation profile analysis

The Self-Determination Theory (SDT) establishes that human motivations can take different forms (e.g., amotivation, extrinsic and intrinsic motivation), yet it is only recently that the theory has been advanced to explain how these different forms combine to influence temporary agency workers’ (TAWs) affective commitment and their perception over the human resources practices (HRP) applied. We tested this theory with data from seven temporary agency companies (N = 3766). Through latent profile analysis (LPA) we identified five distinct motivation profiles and found that they differed in their affective commitment to the agency and to the client-company, and in their perception of HRP. We verified that temporary agency workers in more intrinsic profiles had more positive outcomes and a better perception of the investment made by the companies, than did TAWs in more extrinsic profiles. Additionally, when TAWs were able to integrate the reasons for being in this work arrangement, the negative effect of the extrinsic motivation was attenuated, and it was possible to find moderated profiles in which TAWs also showed more positive results than TAWs with only extrinsic motives. These differences are consistent with the notion that a motivation profile provides a context that determines how the individual components are experienced. Theoretical and practical implications of this context effect are discussed.publishersversionpublishe

Demands, resources and wellbeing in a contact centre: does the workers’ family characteristics matter?

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Competences development and organisational commitment : mediation through employability and moderation by generation

The main objective of this study is to test the mediating effect of perceived internal employability on the relationship between organisational practices of competences development and affective commitment, and also to test the moderating effect of different generations in this mediation. The sample has 302 participants, who are employees in several organisations based in Portuguese territory. We verified the mediating effect of the employability perception in the relationship between organisational practices of competences development (individualised support and functional rotation) and affective commitment. Regarding the moderating effect of the generations, this effect was verified in the relationship between the organisational competences development practices and the affective commitment in the liaison between the organisational practices of competences development and the perception of internal employability and in the connection between the perception of internal employability and affective commitment.info:eu-repo/semantics/publishedVersio

Firefighters’ leadership and well-being in rural fires: study in virtual reality environments

In this study, we analysed the effects of team leadership style on the well-being of firefighter teams operating under conditions of a simulated rural fire. Twenty teams of firefighters (composed of five elements each) took part in a computer‐based fire‐fighting simulation task and were randomly assigned to one of two conditions (leadership style: directive vs. empowering). Our results showed that directive leadership style was negatively associated with team members levels of stress and anxiety, while an empowering leadership style did not have a significant effect on team members levels of stress and anxiety. The distinct effects of team leadership style remain unchanged when we controlled for the levels of stress and anxiety before the simulation. Through moderated regression analyses we observed that the effect of directive leadership styles in reducing stress and anxiety was stronger for participants with higher levels of previous stress and anxiety. Implications for theory and practice are discussed.info:eu-repo/semantics/publishedVersio

A psychometric assessment of a human resources practice measure for temporary agency workers

Studies have proposed and validated several measures that evaluate employee's perceptions of the human resources practices (HRP). However, given the changes occurring in the labor market, there is a need to develop a measure specially adapted to the contingent workers specific employment relationship. Thus, this study assesses an HRP system scale that was administered to temporary agency workers (TAW) to examine the scale's response process, internal structure and relation to other variables (i.e., affective commitment). The measure was administered to 4,551 Portuguese TAW. The Messick's validation framework (1995) was use and two sectors were compared. Descriptive analyses, scale reliabilities, item characteristics, exploratory, confirmatory, and multiple group analyses demonstrated that the measure had good psychometric properties. Moreover, there were positive correlations between the HRP scale and affective commitment. The results contribute to a better understanding of managing TAW's in agencies and client companies. HRP are a valuable method for "communicating" with these workers, who are then able to recognize and respond to the investment. This is the first study to develop and assess the psychometric properties of an HRP system measure for TAW and to cross-validate it with workers' affective commitment towards both companies that are involved in this employment relation.info:eu-repo/semantics/acceptedVersio

Motivation and life satisfaction of temporary workers: measurement validity using Self-determination Theory

The theme of the motivations is widely studied in the field of psychology, and despite recognition of its importance, the researches specifically related to temporary work are limited. In this perspective, this study was conducted with 812 temporary workers in Portugal, aiming to find evidence of the validity of a measure to access their motivations according to the Self-determination Theory (SDT). Some statistical procedures were performed, including exploratory and confirmatory factor analyzes. The results showing that the proposed structure of two factors has good quality fit indexes, as well as adequate values of convergent and discriminant validity and is valid and allowing their practical application and in future investigations. Although instruments like this are innovative and promising to assess the temporary employment context, further research is suggested to seek more validity evidences favoring the expansion of knowledge about its psychometric properties, including other variablesO tema das motivações é amplamente estudado no campo da psicologia e, apesar de reconhecida a sua importância, são limitadas as pesquisas especificamente relacionada ao trabalho temporário. Este estudo foi realizado com 812 trabalhadores temporários em Portugal, com o objetivo buscar evidências da validade de uma medida para acessar suas motivações de acordo com a teoria da autodeterminação (SDT). Procedimentos estatísticos foram realizados, nomeadamente análises fatoriais exploratória e confirmatória. Os resultados revelam que a estrutura proposta de dois fatores apresenta boa qualidade dos valores dos índices de ajustamento, bem como valores adequados de validade convergente e discriminante, sendo válida e permitindo sua aplicação prática e em futuras investigações. Embora instrumentos como este sejam inovadores e promissores para avaliar o contexto do trabalho temporário, sugere-se a realização de mais investigações buscando mais evidências de validade favorecendo a ampliação do conhecimento sobre suas características psicométricas, inclusivamente outras variávei

Competences development and turnover intentions : the serial mediation effect of perceived internal employability and affective commitment

Purpose – This study aims to explore the serial mediation effect of perceived internal employability and affective commitment in the relationship between the organisational practices of competences development and turnover intentions. Design/methodology/approach – The methodology was quantitative and is based on a survey with a sample of 313 participants, all of whom were employed in several organisations located in Portugal. Findings – A significant and negative effect of organisational practices of competences development, perceived internal employability and affective commitment on turnover intentions was verified. A total serial mediation effect was also found from perceived internal employability and affective commitment in the relationship between organisational practices of competences development (i.e., training, individualised support and functional rotation) and turnover intentions. Practical implications – These practices should be developed by leaders of organisations in order that employees feel that the organisation is investing in their development, which can lead to an increase in their emotional attachment towards the organisation and consequently increase their desire to stay in the organisation. Originality/value – This study makes two important contributions. First, it confirms the existence of a significant and negative relationship between perceived internal employability and turnover intentions. Second, it proves the existence of a total serial mediation effect of perceived internal employability and affective commitment in the relationship between organisational practices of competences development and turnover intentions.info:eu-repo/semantics/publishedVersio