Overqualification is a concern for both individuals and organizations in today's workforce. It has been shown to relate to job attitudes, performance, well-being, and withdrawal. While plenty of research has been done on overqualification in the workplace, there is still a gap in the literature when it pertains to the contingent workforce, especially seasonal workers. These workers do not have secure employment and research has shown that they have distinct outcomes compared to full-time workers. Findings from past research about the relationship between overqualification and job withdrawal have been mixed, and this study aims to further the understanding of this relationship by taking a self-regulatory approach and examining disposition-related and context-related motivational processes that may drive overqualified employees to engage in withdrawal. Drawing on self-determination theory and regulatory focus theory I propose that employees' intrinsic motivation mediates the relationship between perceived overqualification and withdrawal. Additionally, supervisor and coworker support are hypothesized to buffer the overqualification-intrinsic motivation relationship, whereas prevention focus is hypothesized to worsen it. Participants were 66 seasonal workers from an organization in the Western United States. Results did not support the hypothesized relationships, however prevention focus was a marginally-significant moderator of the overqualification-intrinsic motivation relationship in the unexpected direction. I also tested several nonhypothesized relationships and found that promotion focus significantly moderated the overqualification-intrinsic motivation relationship. Implications, limitations and future research directions are discussed.

Studiens syfte var att undersöka huruvida arbetsrelaterade identiteter och ambitioner skiljer sig åt beroende på anställningsform, tillsvidareanställning (N = 26) och tidsbegränsad anställning (N = 22). En enkät besvarades av 48 individer, fördelade på fem avdelningar på ett sjukhus i Mellansverige. Respondenterna skattade de arbetsrelaterade identitetsmåtten: organisationsidentitet, professionsidentitet, medarbetaridentitet, identitetsbehov och identitetskonflikt samt ambitionsmåtten: engagemang, framsteg/karriär och konflikt. Resultatet visade att det finns intressanta skillnader i enskilda frågor, exempelvis att tidsbegränsat anställda i högre grad är nöjda med valet av profession än tillsvidareanställda. Samtidigt skulle de tillsvidareanställda förlora vem jag är-känslan mer om de förlorade sitt arbete, än de tidsbegränsat anställda. Utveckling, högre lön och ändrad anställningsform är det som respondenterna mest strävar efter i denna studie. Studien resulterar i slutsatsen att både organisationer och den enskilda individen har behov, gemensamt kan de dra nytta av varandra och tillsammans förverkliga uppställda mål. / The main purpose of this study was to determine whether permanent employees (N=26) and temporary employees (N=22) have different views regarding work-related identities and strivings. A survey was handed out to five different departments at a hospital in Sweden. The participants valued working identity based on: level of organization identity, profession identity, peer identity, need for identity and conflict identity. They also valued personal striving that included: commitment, progress and conflict. The result showed interesting differences in specific questions, e.g. that temporary employees are more satisfied with their choice of profession than permanent employees. Meanwhile the permanent employees would lose their feeling of who I am if they lose their work, more than the temporary employees. Furthermore, this study’s result also shows that personal development, higher wages and a change in their contracts are what the participants mostly strive for. The study results in the conclusion that both organizations and individuals have individual needs and together, they can benefit from each other and implement goals.

Thesis (Ph. D.)--University of California, San Diego, 2008. / Title from first page of PDF file (viewed Feb. 14, 2008). Available via ProQuest Digital Dissertations. Vita. Includes bibliographical references.

Thesis (Ph. D.)--University of Washington, 1998. / Vita. Includes bibliographical references (leaves [131]-139).

M.Tech. / Employees in the events management and conferencing sectors in the tourism and hospitality industries are employed on either full-time and or temporary working arrangements, referred to as casualization. Traditionally, a full complement of employees would be present at hospitality venues; however, economic conditions, occupancy levels and consequently turnover, have dramatically changed, leading to venues only employing staff when they are needed. A South African survey (2010) reveals that most temporary employees are contracted from labour brokers, who in turn sell their skills and services to the events management and conferencing sectors, among others in the hospitality industry. This change was necessary to enable employers to only employ staff for busy periods. (Hickmore, 2011; Mosala, 2008)...

Purpose – The purpose of this study is to find the organizational practices in place for the performance evaluation of temporary employees and how that varies from permanent employees. Method – The study takes an inductive and interpretive approach to find out the unknown practices. The study is conducted over 7 respondents from different organizations split between recruitment agencies and client organizations and represents practices maintained by both set of industries. Findings – The study identifies low standardization in performance evaluation and discusses the variance from literature over the subject matter. Also a model is drawn based on the amalgamation of literary review and empirical results. Implications – The study presents variance in the processes for temporary employees and the prime areas where the variance occurs. For the organizations to have fair and just performance management system and for equality towards temporary employees, these issues must be addressed. Limitations – Cultural practices are not taken into consideration and literature might be based on different cultural practices than the respondents country and for a wholesome study, more respondents might be needed.

Tidigare forskning visar på ett samband mellan delaktighet och arbetstillfredsställelse, men att resultaten behöver omprövas för tidsbegränsade anställningsformer. Därför var syftet med denna studie att undersöka sambandet mellan upplevd delaktighet och arbetstillfredsställelse samt om det finns skillnader i upplevd delaktighet och arbetstillfredsställelse mellan individer i olika anställningsformer. Följande frågeställningar formulerades: (1) Hur ser sambandet mellan upplevd delaktighet och arbetstillfredsställelse ut för arbetstagare med olika anställningsformer? (2) Finns det skillnader i upplevd delaktighet mellan individer i olika anställningsformer? (3) Finns det skillnader i upplevd arbetstillfredsställelse mellan individer i olika anställningsformer? För att mäta delaktighet användes delar av Copenhagen Psychosocial Questionnaire och för att mäta arbetstillfredsställelse användes en kortversion av Minnesota Satisfaction Questionnaire. Studien utfördes genom enkätundersökningar, dels via ett bemanningsföretag, dels via Facebook/LinkedIn (n = 93; varav 45 (48.4%) män och 48 (51.6%) kvinnor i åldrarna 18-61 (MD = 27; IQR = 10). Data analyserades med hjälp av Spearmans rho, Kruskal-Wallis ANOVA-test och Mann-Whitney U-test. Resultaten visade: (1) ett mycket starkt samband mellan delaktighet och arbetstillfredsställelse (r = .715, p < .001), (2) signifikanta skillnader mellan individer i olika anställningsformer i några av skalorna för delaktighet, och (3) inga signifikanta skillnader mellan individer i olika anställningsformer för arbetstillfredsställelse. Oväntat var att inga skillnader fanns i upplevd arbetstillfredsställelse och att tillsvidareanställda genom bemanningsföretag samt individer med tidsbegränsade anställningar generellt rapporterade högre resultat än tillsvidareanställda gällande delaktighet. Resultaten tyder på att ämnet behöver undersökas vidare för att kontrollera om det är anställningsformen eller andra bakomliggande faktorer som är avgörande för upplevd delaktighet och arbetstillfredsställelse. / Previous research shows a connection between participation and job satisfaction. However, many studies do not take into account temporary employees. Therefore, the aim of this study was to examine the correlation between perceived participation and job satisfaction, and if there are differences in perceived participation and job satisfaction between individuals in different types of employment. The following questions are considered: (1) What connection is there between perceived participation and job satisfaction? (2) Are there differences in perceived participation between individuals in different types of employment? (3) Are there differences in perceived work satisfaction between individuals in different types of employment? To measure participation parts of Copenhagen Psychosocial Questionnaire were used, and to measure job satisfaction, a short form based on the Minnesota Satisfaction Questionnaire was used. The questionnaire was answered by temporary agency workers and members on Facebook/LinkedIn (n = 93; including 45 men (48.4%) and 48 women (51.6%) in the ages 18-61 (MD = 27; IQR = 10). The data was analyzed using Spearman´s rho, Kruskal-Wallis ANOVA-test, and the Mann-Whitney U-test. The results show (1) a very strong correlation between degree of participation and job satisfaction (r = .715, p < .001) (2) significant differences between individuals in different types of employment in some of perceived participation, and (3) no significant differences between individuals in different types of employment in work satisfaction. Unexpected was that no significant differences appeared for work satisfaction and that permanent employees through employment agencies as well as temporary employees report greater result than individuals in permanent employment regarding participation The results indicate that the subject needs to be investigated further to determine whether it is the type of employment or other underlying factors that are crucial for the perceived participation and work satisfaction.

Bakgrund och problem: Idag eftersträvar företag kostnadsminskning genom flexibilitet, vilket har medfört att efterfrågan på visstidsanställda inom detaljhandeln har ökat markant. Trots den ökade efterfrågan är det inte ovanligt att visstidsanställda inte får någon upplärning alls och företag riskerar lägre produktivitet till följd av lägre kompetens. Utifrån den resursbaserade teorin är det viktigt att de visstidsanställda bidrar med värde genom acceptabel produktivitet, vilket innebär hur mycket företag förväntar sig av sina anställda. Det krävs inte minst eftersom yrket butiksbiträde anses vara komplext. På grund av komplexiteten och den ökade andelen visstidsanställda är det därför centralt att bevara och utveckla visstidsanställdas kompetens genom en god upplärning för att de ska uppnå acceptabel produktivitet. Syfte: Syftet med studien är att öka förståelsen för hur företag inom detaljhandeln arbetar med upplärning av visstidsanställda. Studien avser att undersöka hur företag kan bemöta den föränderliga marknaden genom att förstå hur upplärning av visstidsanställda kan utformas för att de ska uppnå acceptabel produktivitet. Metod: Studien har antagit en kvalitativ metod för att uppnå studien syfte. Åtta semistrukturerade intervjuer har genomförts med olika butikschefer, vilket har bidragit med deras syn på visstidsanställdas upplärning i praktiken. Slutsats: Studiens resultat visar att visstidsanställdas upplärning varierar beroende på vilken butik det gäller, men att det finns vissa aspekter som är generella. På grund av att butiker är unika och att individuella skillnader påverkar finns inget konkret arbetssätt för hur upplärningen blir mest effektiv. Trots det har studien klargjort för att skriftliga, muntliga och digitala verktyg är av central betydelse för upplärningen och borde kombineras för att generera värde. Hur kombinationen ser ut beror däremot på hur företaget arbetar och vad som förväntas av de visstidsanställda, alltså den acceptabla produktiviteten. Det har även visat sig att företag vanligtvis inte förväntar sig lika mycket vad gäller produktivitet hos de visstidsanställda som de tillsvidareanställda och att upplärningen därför varierar. Av resultatet framgår även att en värdefull aspekt av upplärningsarbetet är att låta nyanställda implementera teoretiska kunskaper i praktiken. Därmed krävs både teoretisk och praktisk upplärning. / Background and problem: As of today, companies are aiming to reduce costs through flexibility, which in turn has led to a significant increase of the demand for temporary employees within the retail sector. Despite this increased demand it is not uncommon for temporary employees to not receive introductory training, thus companies risk lowering productivity as a result of lower competence levels. According to the resource based theory it is essential that temporary employees contribute valuably through acceptable productivity, which exhibits how much companies expect from their employees. This is however partly necessary since the position of a sales assistant is regarded as a complex profession. Due to the complexity and the increasing portion of temporary employees in the workfield, it is essential to preserve and develop competence achieved through sufficient introductory training to attain acceptable productivity. Purpose: The purpose of this study is to acquire a deeper understanding of how companies in the retail sector conduct introductory training of temporary employees. The study aims to examine how companies potentially can manage the ever changing market through understanding how introductory training of temporary employees can be designed to obtain acceptable productivity. Method: The study has adopted a qualitative method for achieving its purpose. Eight semistructured interviews have been conducted with multiple store managers with the purpose of compiling views and experiences of introductory training in practice. Conclusion: The results of the study demonstrate that introductory training of temporary employees varies depending on the store in which one operates. Certain aspects appear to be prevalent, however since each store is unique and has individual variables in effect there is no palpable way of streamlining introductory training. Consequently, the study has confirmed that written, oral and digital tools are imperative for introductory training and should be combined to be of value. This combination design is dependent on how a specific company works and what is expected of the temporary employees, that is, the acceptable productivity. It has also been found that companies frequently do not expect as much in terms of productivity from temporary employees as opposed to permanent employees, seeing this introductory training can vary. The result confirms valuable aspects of introductory training involves allowing new employees implement theoretical knowledge in practice. Therefore is both theoretical and practical training required.

This thesis describes the casualisation of teachers' work (in Greater Durban) during the period of the democratic transition in South Africa. It provides evidence that contract teaching exists among men and women teachers employed in primary and secondary schools. These teachers are relegated to the secondary labour market with low income, poorer working conditions and lack of job security. It begins by adopting an electic theoretical approach, combining labour process and interactionist theories, to understand teachers' work. From this eclectic theoretical perspective, it is argued that contract teachers control and influence over their work is considerably eroded by the casualisation of the teaching labour process. However, unlike existing international studies, it is argued that casualisation of teaching in the Durban area serves not only as a deskilling process for most contract teachers but also as a re-skilling process for a few. Furthermore, this study shows that contract teaching has a gendered dimension. Not only because women teachers are mostly affected by casualisation of teaching but that it tends to relegate women to the primary school system where they teach young children. It is therefore argued that the casualisation of teaching extends women's mothering role into the classroom. The historical basis for casualisation of teaching, in South Africa, especially its gender dimension is a result of the 'Marriage Bar 'of 1912, the legacy of the Bantu Education system and the non-standardisation of teachers' qualifications until the 1980s, as well as the education policy flux during the period of political transition. Because contract teaching has existed over a long period, it has to be acknowledged as a sub-category of the national teaching corps. This means that the contribution of contract teachers towards the formation and transformation of the capacity to learn should not only be recognised and accordingly rewarded by education authorities but that casualisation of teaching should constitute an area for further academic research. / Thesis (M.Ed.)-University of Natal, 1998.

Syfte: Syftet med studien var att skapa förståelse för hur konsultchefers ledarskap blir präglat a trepartsrelationen som uppstår när det är två parter som är ansvariga för en konsult. Vi ville skapa oss en inblick i hur konsultcheferna leder sina konsulter och hur de arbetar för att motivera dem. Vidare ville vi skaffa oss en uppfattning över hur konsulterna upplever situationen. Metodik: Studien har genomförts i form av en fallstudie på två bemanningsföretag med utgångspunkt i en induktiv forskningsansats. Data har samlats in genom en kvalitativ metod där sju semistrukturerade intervjuer med personer på fallföretagen har genomförts. Slutsats och slutdiskussion: Genom studien har det framkommit att trepartsrelationen är ett komplext fenomen där chefen inte ses som den traditionella ledaren utan snarare som en administratör. Genom trepartsrelationen har det framkommit att problem kan uppstå då konsultchefernas roll blir likt medlare istället för chef. Konsulterna reflekterar inte över trepartsrelationen utan anser att gränserna är tydliga, däremot kan de inte alltid urskilja vilket företag de tillhör. Genom studien har det även kommit fram att konsultchefer och konsulter har olika bild över vad motivation är, vilket vi menar tyder på att de har olika förhållningsätt till fenomenet. Studien har även visat att motivation till arbetet inte är något som konsultcheferna lägger någon större vikt vid. Konsulterna beskriver att de strävar efter en heltidsanställning och menar på att de inte nödvändigtvis vill vara anställda som konsulter. Konsultcheferna menar på att en konsult som slutar är något positivt för företaget eftersom det resulterar i gott rykte för verksamheten. / Purpose: The purpose of this study was to create an understanding of how the temporary employee manager is characterized by the triangular relationship that occurs when there are two parties responsible for an employee. We also wanted to create a picture of how temporary employee manager manage to lead their temporary employees and how they work to motivate them. Further, we wanted to get an idea of how the temporary employees experience the situation. Methodology: The study was conducted in the form of a case study on two staffing companies on the basis of an inductive research approach. Data were collected through a qualitative method where seven semi-structured interviews with individuals on the companies that we studied. Conclusion and final discussion: The study has revealed that triangular relationship is a complex phenomenon in where the leader is seen more as an administrator more than a traditional manager. Through the study we have concluded that the triangular relationship have made that managers are seen as a mediator, this is something that temporary employees did not reflect over. But in other hand they have problem to know which company they belong to. The study has proved that the managers and employees have different ways to look at motivation. We can see that they have different approaches to the phenomenon. The study has also shown that motivation to work is not something that a temporary employee manager put any greater emphasis on. The temporary employees describe that they are looking for a full time job, and that they don’t necessary want to be a consultant. The managers see that an employee that quit is something good for the company, because it leads to a good reputation.