Temporary agency versus permanent workers: A multigroup analysis of human resource management, work engagement and organizational commitment
Abstract
The aim of this study is to compare the employment relationship of temporary agency and permanent workers in two different sectors analyzing the relationship between human resource practices systems and workers’ affective commitment and the mediating role of work engagement. The hypotheses were tested with multiple group analysis on two samples: from a call center and from two industrial companies. Results confirm that in both the temporary agency and the permanent subsamples in the two sectors workers’ perception of the human resource practices system relates positively with affective commitment toward the organization, and work engagement partially mediates this relationship. Moreover, the study confirms that the relationship between workers’ perception of the human resource practices system and affective commitment was stronger for temporary agency than for permanent workers. However, this moderation occurred only in the manufacturing sector. Contrarily, the relationship between workers’ perception of the human resource practices system and engagement was stronger for permanent workers than for temporary agency workers (TAWs) in this sector and the relationship between this psychological state and affective commitment was also stronger for permanent than for TAWs, in both sectors (call center and manufacturing).
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When temporary agency workers perceive that the human resources practices system has a concern for their needs and goals, they tend to reciprocate in the same way.
“For instance, when TAWs perceive that the HRP system has a concern for their needs and goals, they tend to reciprocate in the same way [44].”
From The Temporary Agency Worker’s Motivation Profile Analysis (2021) · cites this paper as [44]
The human resources practices perception scale was previously tested with Portuguese temporary agency workers.
“This scale was adapted, tested and validated with TAW by Sobral and colleagues [56], and was previously tested with Portuguese TAW [44].”
From The Temporary Agency Worker’s Motivation Profile Analysis (2021) · cites this paper as [44]
Studies have proven that it is in the best interest of organizations to ensure all workers are well treated because only in that way is it possible to obtain positive responses and outcomes.
“Studies have proven that it is in the best interest of the organizations to ensure that all workers are well treated because only in that way is it possible to obtain positive responses and outcomes [44,46].”
From The Temporary Agency Worker’s Motivation Profile Analysis (2021) · cites this paper as [44]
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References 54 · Cited by 59
- Authors
- Chambel, M. J., Castanheira, F., & Sobral, F.
- Affiliations
- Faculty of Psychology, University of Lisbon, Portugal
- University of Lisbon (PT)
- Venue
- Economic and Industrial Democracy
- Publisher
- SAGE Publications
- Published
- 2016-07-09
- Volume
- 37
- Issue
- 4
- Pages
- 665-689
- ISSN
- 0143-831X (ISSN-L)
- 1461-7099
- OpenAlex
- W2320138736
- Cited by
- 59
- References
- 54
- Citations by year
- 2024: 17 · 2023: 5 · 2022: 5 · 2021: 7 · 2020: 4 · 2019: 7 · 2018: 5 · 2017: 2 · 2016: 5 · 2015: 2
- FWCI
- 6.60
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- Economic and Industrial Democracy (publishedVersion)
- RePEc: Research Papers in Economics (submittedVersion)
- Topics
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Social Sciences › Human Factors and Ergonomics › Employee Performance and Management
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Human Resource and Talent Management
- Keywords
- temporary agency workers, permanent employees, human resource management practices, work engagement, affective commitment, organizational commitment, mediation, call centers, manufacturing industry, employment relationship
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