The Experts below are selected from a list of 26859 Experts worldwide ranked by ideXlab platform
Tommy Isidorsson - One of the best experts on this subject based on the ideXlab platform.
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Between two stools: occupational injuries and risk factors for temporary agency workers
International Journal of Workplace Health Management, 2016Co-Authors: Kristina Hakansson, Tommy IsidorssonAbstract:Purpose Research shows that the risk of work-related disorders is higher among temporary agency workers than among other employees. The purpose of this paper is to describe the working conditions of temporary agency workers and explains which factors contribute towards work-related disorders for this group. Design/methodology/approach This paper is based on a survey responded to by 482 agency workers in Sweden. The dependent variable is the prevalence of work-related disorders. Independent variables include personal characteristics, job characteristics, employment characteristics and temporary agency work characteristics. Findings The study indicates several risk factors: holding a position as a blue-collar worker; being assigned to more physically demanding work tasks and having fewer opportunities to learn new things than Client Organization employees; lacking training for work tasks; and lacking clarity regarding which work tasks to do during an assignment. Originality/value The theoretical implications of this study are related to the dual employment-management relationship in temporary agency work where the temporary work agency and Client Organization follow different logics. The logic in the employment relationship is to contract temporary agency workers out to Client Organizations, thus there is no time for formal training. The logic in the management relationship lies in making temporary agency workers profitable as soon as possible, encouraging shortcuts in training and instruction; thus, temporary agency workers risk being left with a lack of clarity regarding what to do and how to do it.
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temporary agency workers precarious workers perceived job security and employability for temporary agency workers and Client Organization employees at a swedish manufacturing plant
Nordic Journal of Working Life Studies, 2015Co-Authors: Kristina Hakansson, Tommy IsidorssonAbstract:The vulnerable situation of temporary agency workers is manifested in previous research that evidences the job insecurity of this group. However, research shows that this insecurity is due to the temporary nature of employment contracts for this group of workers. In Sweden, where temporary agency workers have the same type of employment contracts (i.e., temporary or permanent contracts) and are entitled to the same employment protection as other groups of employees, one might expect a different picture. This article examines the situation of temporary agency workers who have the same working conditions as Client Organization employees. These workers have permanent contracts and are treated like Client Organization employees. We have chosen to examine this case because we anticipate it to be very likely to contradict statements regarding temporary agency workers’ affiliation with the precariat. This article aims to empirically elucidate the precariousness of temporary agency workers who are highly integrated with Client Organization employees and who share the same work tasks. Our analysis shows that competence development is crucial to perceptions of job security. However, temporary agency workers lack competence development, both on the part of the employer (the temporary work agency) and on the part of the Client Organization. The Client Organization has no incentive to invest more than the required competencies, since temporary agency workers only constitute a buffer in case of a downturn. We argue that it is the agency workers’ connection with a buffer that results in a lack of job security. Our results also show that temporary agency workers’ job security could be increased if temporary agencies were to invest in competence development for the agency workers, thus overcoming these workers’ vulnerability in constituting a buffer.
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Temporary Agency Workers—Precarious Workers? Perceived Job Security and Employability for Temporary Agency Workers and Client Organization Employees at a Swedish Manufacturing Plant
Nordic Journal of Working Life Studies, 2015Co-Authors: Kristina Hakansson, Tommy IsidorssonAbstract:The vulnerable situation of temporary agency workers is manifested in previous research that evidences the job insecurity of this group. However, research shows that this insecurity is due to the temporary nature of employment contracts for this group of workers. In Sweden, where temporary agency workers have the same type of employment contracts (i.e., temporary or permanent contracts) and are entitled to the same employment protection as other groups of employees, one might expect a different picture. This article examines the situation of temporary agency workers who have the same working conditions as Client Organization employees. These workers have permanent contracts and are treated like Client Organization employees. We have chosen to examine this case because we anticipate it to be very likely to contradict statements regarding temporary agency workers’ affiliation with the precariat. This article aims to empirically elucidate the precariousness of temporary agency workers who are highly integrated with Client Organization employees and who share the same work tasks. Our analysis shows that competence development is crucial to perceptions of job security. However, temporary agency workers lack competence development, both on the part of the employer (the temporary work agency) and on the part of the Client Organization. The Client Organization has no incentive to invest more than the required competencies, since temporary agency workers only constitute a buffer in case of a downturn. We argue that it is the agency workers’ connection with a buffer that results in a lack of job security. Our results also show that temporary agency workers’ job security could be increased if temporary agencies were to invest in competence development for the agency workers, thus overcoming these workers’ vulnerability in constituting a buffer.
Anders Dysvik - One of the best experts on this subject based on the ideXlab platform.
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dual support in contract workers triangular employment relationships
Journal of Vocational Behavior, 2010Co-Authors: Robert Buch, Bård Kuvaas, Anders DysvikAbstract:Abstract This study investigated the interplay between perceived investment in contract worker development by the Client Organization and contract workers' perceived Organizational support from their temporary employment agency . A study among 2021 contract workers from three temporary employment agencies in Norway showed that the relationships between perceived investment in contract worker development and task and contextual performance were moderated by contract workers' perceived Organizational support from the agency. The form of the moderations revealed no positive relationships between perceived investment in contract worker development and performance unless the perceived investment by the Client Organization was accompanied by higher levels of perceived support from the temporary employment agency. These findings suggest that Client Organizations, which hire from temporary employment agencies that provide support to their contract workers, will get the most out of their investments in these contract workers' development.
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Permanent employee investment and social exchange and psychological cooperative climate among temporary employees
Economic and Industrial Democracy, 2010Co-Authors: Bård Kuvaas, Anders DysvikAbstract:This study investigated the mediating role of the psychological climate for cooperation in the Client Organization on the relationship between temporary employees’ perceived investment in permanent employee development in the Client Organization, and exchange perceptions and exchange outcomes, among 2022 temporary employees. After controlling for perceived investment in the temporary employees themselves, the results suggest that the psychological climate for cooperation in the Client Organization partly mediated the relationship between temporary employees’ perceived investment in permanent employee development and social exchange perception, and fully mediated the relationship between temporary employees’ perceived investment in permanent employee development and economic exchange perception. Moreover, social exchange perception was positively related to work quality, work effort and Organizational citizenship behaviour, whereas economic exchange perception was negatively related to work effort and Organizational citizenship behaviour.
Kristina Hakansson - One of the best experts on this subject based on the ideXlab platform.
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Between two stools: occupational injuries and risk factors for temporary agency workers
International Journal of Workplace Health Management, 2016Co-Authors: Kristina Hakansson, Tommy IsidorssonAbstract:Purpose Research shows that the risk of work-related disorders is higher among temporary agency workers than among other employees. The purpose of this paper is to describe the working conditions of temporary agency workers and explains which factors contribute towards work-related disorders for this group. Design/methodology/approach This paper is based on a survey responded to by 482 agency workers in Sweden. The dependent variable is the prevalence of work-related disorders. Independent variables include personal characteristics, job characteristics, employment characteristics and temporary agency work characteristics. Findings The study indicates several risk factors: holding a position as a blue-collar worker; being assigned to more physically demanding work tasks and having fewer opportunities to learn new things than Client Organization employees; lacking training for work tasks; and lacking clarity regarding which work tasks to do during an assignment. Originality/value The theoretical implications of this study are related to the dual employment-management relationship in temporary agency work where the temporary work agency and Client Organization follow different logics. The logic in the employment relationship is to contract temporary agency workers out to Client Organizations, thus there is no time for formal training. The logic in the management relationship lies in making temporary agency workers profitable as soon as possible, encouraging shortcuts in training and instruction; thus, temporary agency workers risk being left with a lack of clarity regarding what to do and how to do it.
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temporary agency workers precarious workers perceived job security and employability for temporary agency workers and Client Organization employees at a swedish manufacturing plant
Nordic Journal of Working Life Studies, 2015Co-Authors: Kristina Hakansson, Tommy IsidorssonAbstract:The vulnerable situation of temporary agency workers is manifested in previous research that evidences the job insecurity of this group. However, research shows that this insecurity is due to the temporary nature of employment contracts for this group of workers. In Sweden, where temporary agency workers have the same type of employment contracts (i.e., temporary or permanent contracts) and are entitled to the same employment protection as other groups of employees, one might expect a different picture. This article examines the situation of temporary agency workers who have the same working conditions as Client Organization employees. These workers have permanent contracts and are treated like Client Organization employees. We have chosen to examine this case because we anticipate it to be very likely to contradict statements regarding temporary agency workers’ affiliation with the precariat. This article aims to empirically elucidate the precariousness of temporary agency workers who are highly integrated with Client Organization employees and who share the same work tasks. Our analysis shows that competence development is crucial to perceptions of job security. However, temporary agency workers lack competence development, both on the part of the employer (the temporary work agency) and on the part of the Client Organization. The Client Organization has no incentive to invest more than the required competencies, since temporary agency workers only constitute a buffer in case of a downturn. We argue that it is the agency workers’ connection with a buffer that results in a lack of job security. Our results also show that temporary agency workers’ job security could be increased if temporary agencies were to invest in competence development for the agency workers, thus overcoming these workers’ vulnerability in constituting a buffer.
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Temporary Agency Workers—Precarious Workers? Perceived Job Security and Employability for Temporary Agency Workers and Client Organization Employees at a Swedish Manufacturing Plant
Nordic Journal of Working Life Studies, 2015Co-Authors: Kristina Hakansson, Tommy IsidorssonAbstract:The vulnerable situation of temporary agency workers is manifested in previous research that evidences the job insecurity of this group. However, research shows that this insecurity is due to the temporary nature of employment contracts for this group of workers. In Sweden, where temporary agency workers have the same type of employment contracts (i.e., temporary or permanent contracts) and are entitled to the same employment protection as other groups of employees, one might expect a different picture. This article examines the situation of temporary agency workers who have the same working conditions as Client Organization employees. These workers have permanent contracts and are treated like Client Organization employees. We have chosen to examine this case because we anticipate it to be very likely to contradict statements regarding temporary agency workers’ affiliation with the precariat. This article aims to empirically elucidate the precariousness of temporary agency workers who are highly integrated with Client Organization employees and who share the same work tasks. Our analysis shows that competence development is crucial to perceptions of job security. However, temporary agency workers lack competence development, both on the part of the employer (the temporary work agency) and on the part of the Client Organization. The Client Organization has no incentive to invest more than the required competencies, since temporary agency workers only constitute a buffer in case of a downturn. We argue that it is the agency workers’ connection with a buffer that results in a lack of job security. Our results also show that temporary agency workers’ job security could be increased if temporary agencies were to invest in competence development for the agency workers, thus overcoming these workers’ vulnerability in constituting a buffer.
Stephen Pryke - One of the best experts on this subject based on the ideXlab platform.
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analysing construction project coalitions exploring the application of social network analysis
Construction Management and Economics, 2004Co-Authors: Stephen PrykeAbstract:The construction industry is currently in transition as a result of innovations in procurement and project management approaches, in particular, the utilization of supply chain management, and technology or work clusters in the context of partnering relationships between project coalition actors and the Client Organization. These new strategies require an analytical method that deals with actor interdependence and provides an appropriate level of detail and quantitative data in relation to the non-linear, complex, iterative and interactive process that construction projects comprise. The construction project is conceptualized as a number information exchange networks, classified according to the principal project functions and supported by performance incentive and contractual relationship networks. The point centrality of the project actors within these various networks provides quantitative data and graphical representation of the governance of construction projects and the changes brought about by innovations in procurement and project management techniques. Social network analysis (SNA) provides an important new quantitative approach in the comparative analysis of procurement and project management of construction projects. SNA enables traditional project coalition management approaches to be compared with those associated with innovative management approaches. Quantitative analysis relates to the appropriateness and effectiveness of both financial incentives and contractual conditions involved in the governance of construction projects.
Lynn K. Harland - One of the best experts on this subject based on the ideXlab platform.
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Temporary Employees as Good Citizens: Factors Influencing Their OCB Performance
Journal of Business and Psychology, 2002Co-Authors: Robert H. Moorman, Lynn K. HarlandAbstract:Companies utilizing contingent workers face a dilemma between the need to employ a flexible (i.e., low fixed-cost) work force and the need to employ a work force providing performance above and beyond the call of duty. One potential solution to this dilemma is to determine ways to promote the commitment and high performance of temporary employees. To that end, we conducted a study examining factors influencing Organizational citizenship behavior (OCB) performance in temporary employees. Our results support or partially support hypotheses proposing that 1) job attitudes held by the temporary employee about the Client Organization were related to OCB performance in the Client Organization, 2) job attitudes held by the temporary employee about the staffing agency were related to OCB performance in the Client Organization, and 3) the employee's motivation for taking an assignment is related to OCB performance. Implications for enhancing OCB performance in temporary employees are discussed.