Castanheira, F.

Chambel, M. J.

Sobral, Filipa

English

Repositório Institucional da Universidade Católica Portuguesa

See	discussions,	stats,	and	author	profiles	for	this	publication	at:	https://www.researchgate.net/publication/316973191Being	a	temporary	agency	worker:	A	motivationprofile	analysisConference	Paper	·	May	2017CITATIONS0READS223	authors:Some	of	the	authors	of	this	publication	are	also	working	on	these	related	projects:Sustainable	work:	Ageing,	disability	and	the	future	of	working	life.	Work	in	progress	View	projectFilipa	SobralUniversidade	Católica	Portuguesa39	PUBLICATIONS			52	CITATIONS			SEE	PROFILEMaria	José	ChambelUniversity	of	Lisbon95	PUBLICATIONS			562	CITATIONS			SEE	PROFILEFilipa	CastanheiraNova	School	of	Business	and	Economics44	PUBLICATIONS			203	CITATIONS			SEE	PROFILEAll	content	following	this	page	was	uploaded	by	Filipa	Sobral	on	16	May	2017.The	user	has	requested	enhancement	of	the	downloaded	file.	All	in-text	references	underlined	in	blue	are	added	to	the	original	documentand	are	linked	to	publications	on	ResearchGate,	letting	you	access	and	read	them	immediately. European Association of Work and Organizational Psychology: Enabling Change through Work and Organizational Psychology May 17th - 20th 2017 Dublin, Ireland  Being a temporary agency worker: A motivation profile analysis  F. Sobral 1,, M. J. Chambel2, & F. Castanheira 3 1Centro de Estudos em Desenvolvimento Humano, Universidade Católica Portuguesa- Porto, Portugal, fsobral@ucp.porto.pt  2 Faculdade de Psicologia, Universidade de Lisboa, Portugal, mjchambel@psicologia.ulisboa.pt  3Universidade Nova de Lisboa, Lisboa, Portugal, fcastanheira@novasbe.pt   Abstract   Purpose - The Self-Determination Theory (SDT) establishes that human motivations can take different forms (e.g., amotivation, extrinsic and intrinsic motivation). The purpose of this study was to analyse how these different forms of motivation combine to influence labour relations in TAW. Design/Methodology - We tested this theory with data from seven temporary agency companies (N=3766) through latent profile analysis (LPA). Results - We identified five distinct profile groups and found that they differed in their commitment to the agency and to the client-company, and in the perception of human resources practices (HRP). We verified that temporary agency workers (TAW) in more autonomous motivation profiles had more positive outcomes and a better perception of the investment made by the companies, than TAW in more extrinsic motivation profiles. Additionally, when TAW were able to integrate more autonomous reasons to be in this work arrangement, the negative effect of the extrinsic motivation was attenuated and it was possible to find moderated profiles in which TAW also showed more positive results than TAW presenting only extrinsic motives. Limitation - The study is limited, due to the nature of the data (self-reported) and the lack of a longitudinal design. Research/Practical Implications - Generally, the results suggest that a motivation profile provides a context that determines how the individual components are experienced. Furthermore, is crucial that TAW integrate more autonomous motivations to develop a positive employment relationship. Originality/Value - To our knowledge, the study is the first to conduct a motivation profile analyze with TAW.  Keywords: Motivation Profiles; Affective commitment; Human Resource Management Practices View publication stats

Being a temporary agency worker: A motivation profile analysis

https://repositorio.ucp.pt/bitstream/10400.14/22484/1/Being%20a%20temporary%20agency%20worker.pdf

Being a temporary agency worker: A motivation profile analysis

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