The Temporary Work Agencies (TWA) industry experienced continuous growth throughout the 90s, and now represents around 15% of temporary hiring in Spain. More interestingly, are markable regional disparity in this sector exists across Spanish provinces. By developing a simple theoretical model and using panel data methodology, this article examines the Spanish caseand suggests that the costs of recruiting, training and screening could explain a large part of the regional disparity. This result is supported by the empirical fact that the TWA firms have greater success in markets with low unemployment rates, where the average duration of unemploymen tis longer, and in provinces with higher concentrations of urban population, respectively. / El sector de las Empresas de Trabajo Temporal (ETT) experimentó un fuerte crecimiento en la década de 1990, hasta estabilizarse en torno al 15% de la contratación temporal en España. Aún más significativa es la fuerte disparidad regional en el recurso a las ETT que existe entre las provincias españolas. A partir de un sencillo modelo teórico, y con metodología de datos de panel, este artículo sugiere que los costes de reclutamiento, entrenamiento y selección podrían explicar gran parte de dicha disparidad. Esta conclusión, estaría fundada en la evidencia empírica de que la cuota de mercado de las ETT es mayor en mercados con bajas tasas de desempleo, donde la duración media del paro es mayor y en aquellas provincias con más concentración de población urbana, respectivamente.

L'intérim est un mode d'utilisation de la force de travail qui offre aux entreprises des facilités d'embauche et de révocation de la main d'oeuvre. Cette thèse rend compte de la condition sociale des intérimaires « non-qualifiés ». La réflexion se situe dans le champ de l'ethnologie du travail et des techniques. L'enquête s'est déroulée sur plusieurs années à partir d'une immersion au sein de différentes entreprises du Sud-est de la France (Grasse, 06). Une attention particulière est portée aux techniques, aux savoir-faire et à leur transmission, ainsi qu'aux outils et aux connaissances plus ou moins lacunaires mis à disposition des intérimaires par les entreprises utilisatrices. Les parcours que ces salariés empruntent au sein des unités de production, de leur mise à l'écart jusqu'à leur inclusion dans les collectifs de travail, sont examinés. Toutes ces dimensions sont traversées et orientées par le caractère temporaire du régime d'embauche. Chaque fois qu'une mission s'achève et qu'une autre débute, les intérimaires doivent nouer d'autres relations, se forger d'autres habitudes et mettre en oeuvre de nouvelles techniques, toutes aussi temporaires et incertaines, perdant ainsi l'esquisse des automatismes à peine intégrés. Il apparaît également que la mobilisation productive et subjective des intérimaires dépend de la durée potentielle de leurs contrats. Cette vulnérabilité contractuelle a divers effets en fonction des aspirations de chaque salarié et des usages que chacun fait de l'intérim. Lorsque la maîtrise de l'emploi du temps comme celle de l'avenir font défaut, c'est l'insertion sociale tout entière qui s'en trouve affectée. / Temporary work is a way of using the workforce which allows companies to hire and repeal the labour with ease. This thesis reports the social condition of the "unskilled" temporary workers. The ethnological investigation took place over several years through a participative observation, as a temporary worker, within various companies. The reflection belongs to the field of the ethnology of work. The analysis is based on the examination of the working conditions, by paying a particular attention on techniques, by questioning the know-how and their transmission, as well as by observing tools and the more or less incomplete knowledge given to temporary workers by the user companies. This thesis also describes the paths they can follow in the production units; from their sidelining to their inclusion in the work collectives. All these dimensions are crossed and directed by the temporary nature of this type of hiring. Every time a mission ends and every time another one begins, temporary employees have to build other relationships, find other habits and operate new techniques, just as temporary and uncertain, thus losing recent barely integrated automatisms. The specific know-how and the practical adaptations which they develop in front of this situation of indecision are examined in this thesis. It also seems that the productive and subjective mobilization of the temporary workers depends on the potential duration of their missions. This contractual vulnerability has diverse effects depending on the aspirations of each employee and their use of temporary work. Without control over one's timetable and one's future it is the whole social integration process which is affected.

Because of the globalization, the labor market has been thru some changes and the need to be flexible has increased. The need of flexibility can be met by using temporary staff that is rent from a temporary-work agency.   In Sweden the regulation in Section 25 of the Swedish Employment Security Act (LAS) give previous employees priority right to re-employment when the employer is hiring new staff.  If the employer hire staff from a temporary-work agency instead of hiring new staff the priority right to re-employment is not applicable. The Swedish court of labor have judged that it is accepted to hire staff when there are former employees that have priority right to re-employment.   In 2010 this was an issue surrounded by discussions from the trade unions. The result of the discussions in 2010 was regulations in collective agreements. This means that each sector has their own regulation. Because of a segregated labor market, the consequence can be unequal protection in this area.   The purpose of this paper was to see if the protection is unequal and it might be. If you interpret the regulations in the collective agreements by just reading what they say the collective agreement that regulate female dominated sectors have a lower, if any special protection.

This thesis investigates how the experience of labour market insecurity affects individuals’ life courses and family lives in the UK. It focuses on unemployment and temporary work as the two sources of insecurity and examines their consequences on partnership formation, transition into parenthood, the well-being within family, and partnership dissolution. It follows a longitudinal approach and uses a sample from the BHPS. The results showed that unemployment has serious negative consequences for individuals’ family outcomes. Temporary work also has some negative outcomes, particularly for the vulnerable groups. Unemployment and temporary employment seem to discourage young adults to form marital unions, whereas especially for the young and non-married men unemployment increased the risk of fatherhood. Temporary work has a similar effect for those with no educational qualification, who are more likely to have their first child. Unemployed individuals and their spouses report a drop in their life-satisfaction, psychological well-being and are more likely to feel depressed, and they face a greater risk of marital separation. Male temporary work is associated with poorer well-being for the low-skilled employees and those who report subjective job insecurity. The wives of men working on temporary contracts also suffer from a decline in the well-being. The thesis also looked into the consequences of insecurity at the couple level. Contrary to our initial assumption, dual-insecurity - where both of the spouses are in insecure employment - does not have the strongest effect on the family. Rather, role-reversal between the spouses has the largest impact for family outcomes. When a male partner is unemployed and the female partner is employed, or when the male partner is working on temporary basis and the female partner is working on permanent basis, then the couple delays transition into parenthood, it suffers from a decline in the well-being, and it is more likely to separate.

Temporary agency work - it's legislation as well as its practise is the main topic of this thesis. It aims not only legal, but also economical and some other aspects. The issue is becoming more and more important in relation with unexpected changes at employment market. Number of temporary agency workers is expected to rise in near future. This is resulting from expectations for high-standard legislation providing efficient protection especially for temporary agency workers. The first aim is to summarize contemporary legislation in the Czech Republic, European Union and International Labour Organization. Next purpose is to point out its main problems and interpretation difficulties. Selected chapters illustrate the approach of temporary work agencies to some disputable provisions of a statute. The thesis is composed of fourteen chapters, each of them dealing with different aspects of temporary agency work. Chapter One is introductory and defines concept of temporary agency work, focuses on situation on employment market and describes the development of legislation. Chapter Two provides outline of sources of legislation in the area of temporary agency work in the Czech Republic, European Union and International Labour Organization. Chapters Three to Ten deal with basic subjects taking part in...

Syftet med denna studie var att undersöka hur heltidsanställda konsulter skattar sin affektiva organisationslojalitet mot konsultföretaget de är anställda av och kundföretaget de arbetar på. Vidare undersöktes om denna lojalitet var konkurrerande eller samverkande mellan företagen. Studien undersökte även hur konsulter skattar den normativa och pågående lojaliteten mellan företagen, samt om aspekter som ålder och uppdragslängd hade någon inverkan på konsulternas organisationslojalitet i de tre dimensionerna. Totalt deltog 114 konsulter från två globala konsultföretag där de fick svara på en webbenkät med två identiska delar, 11 påståenden för varje företag. För att se om presentationsordningen hade någon inverkan fick 46 av respondenterna börja med att fylla i påståenden rörande sitt konsultföretag och 68 fick istället börja med kundföretaget. Resultatet visade att det fanns en skillnad i den affektiva och normativa lojaliteten mellan konsult- och kundföretaget. Konsulterna skattade dessa två lojalitetsdimensioner högre på kundföretaget än konsultföretaget. Vidare visade resultatet att den affektiva lojaliteten samverkade mellan de två aktörerna och att ålder samt uppdragslängd inte hade någon inverkan på konsulternas organisationslojalitet. Resultatet visade även att presentationsordningen hade haft en inverkan på den affektiva lojaliteten. / The purpose of this study was to, examine how full-time temporary workers estimated their affective organizational commitment towards their temporary work agency and their client organizations. The study also examined whether the affective commitment competed or co-operated between the two companies and how temporary workers estimated the normative and continuance commitment. Furthermore, the study also examined if aspects such as age and contract duration had any impact on the temp workers' organizational commitment in the three commitment-scales. A total of 114 temporary workers from two global temporary work agencies participated by answering a web survey with two identical parts with 11 statements for each organization. In order to see if the presentation-order had any impact, 46 of the respondents started by answering the statements concerning their temporary agency organization and 68 started with the client organization. The result showed a difference on the affective and normative commitment between the temporary agency and the client organization. Temporary workers estimated these two commitment-scales higher for the client organization than for the temporary agency organization. The result also showed that the affective commitment co-operated between the temporary agency and the client organization and that the order of presentation had an impact on the affective commitment-scale. Age and contract duration did not have any impact on the temp workers' organizational commitment.

<p>The increasing use of temporary and part-time employment in recent decades was initially expected to lead to negative effects for the individual. The empirical evidence, however, has been equivocal and the consequences are therefore still unclear. This thesis adopts a psychological approach to alternative employment by investigating how heterogeneity in employment contracts together with individual differences associate with work attitudes and subjective well-being. It comprises four studies in which questionnaire data is used to study differences among temporary workers (Study I & II) and differences in the alternative workforce (fixed-term, on-call, and part-time workers) compared to permanent full-time workers (Study III & IV), in order to analyze the impact of different types of contracts together with individual differences. Study I found that attitudes, role stress, and health varied across different patterns in individuals’ backgrounds and contract forms. Study II demonstrated that distinct patterns of voluntary and involuntary contract motives and of work involvement associated with differences in reported work-related and general well-being. Study III showed that well-being and organizational attitudes were related to individuals’ job and contract preferences and, to some degree, heterogeneity in contract types. Study IV revealed that individuals’ perceptions of job conditions (control, demands, and job insecurity) predicted well-being, whereas type of employment contract was found to be less important. Employment contract forms, however, interacted with individual diversity in Study III and IV. The thesis concludes that differences among individuals are important for understanding the implications of different types of alternative employment contracts. Future research should focus on these interactive mechanisms to better understand the consequences of alternative employment forms.</p>

<p><strong><p>Abstract</p><p>The purpose of this study was to investigate the consultants' approach to the intrinsic and extrinsic motivation in temporary work agencies. We examined the motivation of three temporary work agencies to see if there are any differences in how they motivate their consultants. The intrinsic motivation comes from the own spontaneous interest while the extrinsic is related to the surrounding circumstances.</p><p>We created a survey with 42 questions for the consultants, concerning motivation in order to understand their attitudes to the phenomenon of motivation.</p><p>The following issues are addressed in our study:</p><p>- What are consultant’s experiences of motivation in the temporary work agencies and are there any background factors that may impact?</p><p>- Are there any differences in how consultants in the three different temporary work agencies are experiencing motivation?</p><p>As analytical tools, we used concepts and theories of the intrinsic and extrinsic motivation based on Self-Determination theory.</p><p>The results of this study showed no distinct differences between the intrinsic and extrinsic motivation of all consultants, but in general the intrinsic motivation was experienced slightly higher rated. The consultants appeared to be aware of what was expected of them and communication was valued fairly well. A positive attitude towards the organization was that the consultants were the least satisfied with, in our study. Our conclusion is that the intrinsic and extrinsic motivations interact with each other, depending on the work situation.</p></strong></p> / <p><strong><p>Sammanfattning</p><p>Syftet med denna studie var att kartlägga konsulternas syn på den inre och yttre motivationen i bemanningsföretag. Vi undersökte motivationen på tre bemanningsföretag för att se om det fanns någon skillnad i hur de motiverar deras konsulter. Den inre motivationen handlar om det spontana egna intresset medan den yttre uppstår från omgivningens omständigheter.</p><p>För att uppnå syftet har vi använt oss av en enkätundersökning med 42 frågor riktade till konsulterna för att fånga deras attityder till motivationsfenomenet.</p><p>Följande frågeställningar besvaras i studien;</p><p>- Hur upplever konsulterna i bemanningsföretagen sin motivation och finns det några bakgrundfaktorer som får betydelse?</p><p>- Finns det några skillnader i hur konsulterna i de tre olika bemanningsföretag upplever motivationen?</p><p>Som analysverktyg har vi använt oss av begrepp och teorier om den inre och yttre motivationen som bygger på Self-Determination theory.</p><p>Resultatet av studien visar inte på några markanta skillnader mellan den inre och yttre motivationen hos samtliga bemanningsföretag, men den inre motivationen upplevdes lite starkare. Konsulterna visade sig vara medvetna om vad som förväntades av dem och kommunikationen värderades relativt bra. En positiv inställning till organisationen var det som konsulterna var minst nöjda med enligt vår studie. Vår slutsats blev att den inre och yttre motivationen samspelar med varandra, beroende av arbetssituationen.</p></strong></p>

The increasing use of temporary and part-time employment in recent decades was initially expected to lead to negative effects for the individual. The empirical evidence, however, has been equivocal and the consequences are therefore still unclear. This thesis adopts a psychological approach to alternative employment by investigating how heterogeneity in employment contracts together with individual differences associate with work attitudes and subjective well-being. It comprises four studies in which questionnaire data is used to study differences among temporary workers (Study I &amp; II) and differences in the alternative workforce (fixed-term, on-call, and part-time workers) compared to permanent full-time workers (Study III &amp; IV), in order to analyze the impact of different types of contracts together with individual differences. Study I found that attitudes, role stress, and health varied across different patterns in individuals’ backgrounds and contract forms. Study II demonstrated that distinct patterns of voluntary and involuntary contract motives and of work involvement associated with differences in reported work-related and general well-being. Study III showed that well-being and organizational attitudes were related to individuals’ job and contract preferences and, to some degree, heterogeneity in contract types. Study IV revealed that individuals’ perceptions of job conditions (control, demands, and job insecurity) predicted well-being, whereas type of employment contract was found to be less important. Employment contract forms, however, interacted with individual diversity in Study III and IV. The thesis concludes that differences among individuals are important for understanding the implications of different types of alternative employment contracts. Future research should focus on these interactive mechanisms to better understand the consequences of alternative employment forms.

Extensive changes are taking place in working life and creating new and important areas for research. New knowledge is needed in order for individuals and organizations to be able to maintain long-term development. The aim of this thesis is to increase our understanding of how change and (im)mobility in the labor market are related to employees’ health, wellbeing, and work-related attitudes. The thesis comprises three studies, based on questionnaire data from different samples. Study I examined the potential consequences of downsizing in two organizations that had implemented change in two different ways (proactively and reactively). A proactive approach seems to lessen change-related demands and provide an opportunity for increased participation, which helps lessen the negative effects on employee work attitudes and wellbeing. The descriptive data from a representative sample in Study II revealed that 28 percent of the permanent and 50 percent of the temporary employees did not work in their preferred occupations. The results indicate that those individuals who were involuntarily embedded (locked-in position), especially among the permanent employees, had more health problems and less development at work. Study III utilizes a newly developed construct (work-related health attributions) that focuses on the individual’s perception of the relation between work and health. The results indicate that it seems to be a promising construct for predicting job satisfaction, organizational commitment, and turnover intention. For employees to have the opportunity to participate in organizational change, as well as the opportunity to exercise mobility and alter their circumstances when the organization, occupation, or job is not contributing to their better health appear to be factors that help improve health and sustainability for both employees and organizations.