CoChat
Sign Up
Cited by 2Job Satisfaction and Organizational BehaviorEmployee Performance and ManagementMotivation and Self-Concept in Sports

The Temporary Agency Worker’s Motivation Profile Analysis

Open access
Sobral, Filipa, Chambel, Maria José, Castanheira, Filipa·2021·International Journal of Environmental Research and Public Health
DOI 10.3390/ijerph18136779PMC PMC8295742
Open this paper in CoChat — free accountOpen PDF

Abstract

The Self-Determination Theory (SDT) establishes that human motivations can take different forms (e.g., amotivation, extrinsic and intrinsic motivation), yet it is only recently that the theory has been advanced to explain how these different forms combine to influence temporary agency workers’ (TAWs) affective commitment and their perception over the human resources practices (HRP) applied. We tested this theory with data from seven temporary agency companies (N = 3766). Through latent profile analysis (LPA) we identified five distinct motivation profiles and found that they differed in their affective commitment to the agency and to the client-company, and in their perception of HRP. We verified that temporary agency workers in more intrinsic profiles had more positive outcomes and a better perception of the investment made by the companies, than did TAWs in more extrinsic profiles. Additionally, when TAWs were able to integrate the reasons for being in this work arrangement, the negative effect of the extrinsic motivation was attenuated, and it was possible to find moderated profiles in which TAWs also showed more positive results than TAWs with only extrinsic motives. These differences are consistent with the notion that a motivation profile provides a context that determines how the individual components are experienced. Theoretical and practical implications of this context effect are discussed.

AI snapshot

Written from the paper’s full text.

TL;DR

This study uses latent profile analysis to identify temporary agency workers’ motivation profiles based on self-determination theory and examines how those profiles relate to affective commitment and perceived HR practices. Among 3,766 Portuguese temporary agency workers, five profiles emerged, and profiles with more intrinsic, integrated, and identified motivation generally showed better employment-relationship outcomes than more purely extrinsic or low-motivation profiles.

Key findings

  • Five motivation profiles were identified: Involuntary Motivation, Low Motivation, Moderate Involuntary Motivation, Moderate Motivation, and High Motivation. The optimal LPA model had low BIC (44,858.226), a significant LMR p-value, entropy of 0.85, and profile probabilities of 0.84 to 0.95.
  • Profiles differed significantly in affective commitment to the agency (F = 102.81, MSE = 1.91, p < 0.001; η² = 0.11), affective commitment to the client company (F = 54.69, MSE = 2.02, p < 0.001; η² = 0.07), and perception of HRP (F = 98.26, MSE = 1.17, p < 0.001; η² = 0.11).
  • The High Motivation profile had the best results on all variables, followed by Moderate Involuntary Motivation and Moderate Motivation; Involuntary Motivation and Low Motivation profiles had the poorest results.
  • All profiles scored higher in affective commitment toward the client company than toward the agency, and Moderate Involuntary Motivation, Moderate Motivation, and High Motivation profiles showed average HRP perception above 5 on a 1–7 scale.

Methods

  • Sample: 3,766 temporary agency workers from seven temporary employment agencies in Portugal, surveyed online; participation rates varied between 42% and 58% across companies.
  • Measures: motivation was assessed with an adapted Motivation at Work Scale distinguishing intrinsic, integrated, identified, and extrinsic motivation; affective commitment toward the agency and client company; and a 20-item HRP perception scale.
  • Analysis: confirmatory factor analyses, latent profile analysis in MPlus v.7, ANOVA to compare motivation levels across profiles, and one-way ANCOVAs controlling for gender, age, qualifications, seniority in the agency and client company, and agency.

Limitations

  • The paper states that the online questionnaire sample cannot be considered representative, may be restricted to younger and more educated respondents with Internet access, and focuses on Portuguese TAWs, so generalization outside Europe should be cautious.
  • The paper states that cross-sectional and self-reported data limit causal inference and raise common-method bias concerns, though statistical checks suggested common method bias was not a major concern; it also notes possible social desirability because agencies invited participation.
  • Evident from the text: the study is cross-sectional, so it cannot empirically test motivational change over time, and the authors call for future longitudinal and cross-cultural research.

Model-written summary. Check it against the paper before relying on it.

Integrity signals

Registry

Crossref · 10.3390/ijerph18136779

Cites

71 of 71 references verified0 citation errors · 0 not checkable

Statistics

Claims the paper makes

4 of 90 cited sources checked · 0 supported · 0 flagged · accuracy not yet measured

  • Premisecitation

    Temporary agency workers develop a double work relationship: one with the temporary agency and another with the client-company.

    “TAWs develop a double work relationship: one pertaining to the entity with whom they have a formal contract (i.e., the temporary agency) and another with the people with whom they actually work (i.e., the client-company) [17,18]”
    Quote in the paperSubstantial claim1 of 2 sources checked
    • cites [17] Giunchi, 2015, Contract moderation effects on temporary agency workers’ affective organizational commitment and perceptions of support, Pers. Rev. source

      The indexed copy contains repository metadata, including the paper’s title and a PDF listing (Abstract section, no page number), but no passage describing workers’ relationships with the agency and client-company. Searches for the claimed double relationship and for agency/client support found no substantive paper text, so the claim cannot be checked against this copy. (LLM, conf=0.72)

      Experimental — accuracy not yet measured
    • cites [18] Liden, 2003, The dual commitments of contingent workers: An examination of contingents’ commitment to the agency and the organization, J. Organ. Behav. source
  • Findingown data

    Five distinct motivation profiles were identified among temporary agency workers through latent profile analysis.

    “Through latent profile analysis (LPA) we identified five distinct motivation profiles”
    • Also stated in: § 3.2. Identification of TAWs’ Motivation Profiles · plain
      “The optimal model included five profiles (Figure 1)”
    Quote in the paperSubstantial claim
  • Findingown data

    When temporary agency workers were able to integrate the reasons for being in this work arrangement, the negative effect of extrinsic motivation was attenuated.

    “Additionally, when TAWs were able to integrate the reasons for being in this work arrangement, the negative effect of the extrinsic motivation was attenuated”
    Quote in the paperSubstantial claim
  • Findingown data

    Moderated profiles existed in which temporary agency workers also showed more positive results than temporary agency workers with only extrinsic motives.

    “and it was possible to find moderated profiles in which TAWs also showed more positive results than TAWs with only extrinsic motives.”
    Quote in the paperSubstantial claim
  • Findingown data

    Temporary agency workers in more intrinsic profiles had more positive outcomes and a better perception of the investment made by the companies than did temporary agency workers in more extrinsic profiles.

    “We verified that temporary agency workers in more intrinsic profiles had more positive outcomes and a better perception of the investment made by the companies, than did TAWs in more extrinsic profiles.”
    Quote in the paperSubstantial claim
  • May combine two claims. 31
  • Classified as probably not a substantial claim. 30

  • May combine two claims.

    Premisecitation

    Latent Profile Analysis assumes the principles of quasi-experimentation and allows stronger inferences about causality.

    “By applying theoretical comparisons using a between-group analysis, the LPA methodology assumes the principles of a quasi-experimentation and allows stronger inferences about causality [36].”
    Quote in the paperSubstantial claim1 of 1 sources checked
    • cites [36] Aguinis, 2014, An Ounce of Prevention Is Worth a Pound of Cure: Improving Research Quality Before Data Collection, Annu. Rev. Organ. Psychol. Organ. Behav. source

      In “Strengthening Inferences About Causal Relationships,” the paper proposes latent profile analysis as an option for identifying groups and making theoretical between-group comparisons, with greater confidence about cause and effect. It advocates quasi-experimental principles for study design generally, but does not say that latent profile analysis itself assumes those principles. No page number is provided in our copy's passages. (LLM, conf=0.84)

      Experimental — accuracy not yet measured

  • Classified as probably not a substantial claim.

    Premisecitation

    The effect of actual human resources practices resides mostly in the perceptions they cause to the employee.

    “The effect of actual HRP resides mostly in the perceptions they cause to the employee [23]”
    Quote in the paperSubstantial claim1 of 1 sources checked
    • cites [23] Wright, P.M., and Nishii, L.H. (2007). Strategic HRM and organizational behavior: Integrating multiple levels of analysis. CAHRS Working Paper Series, Cornell University.

      The “Perceived HRM Practices” and “Employee Reactions” sections describe a model in which employees interpret actual HR practices and react to the practices they perceive. The copy does not establish that perceptions account for most of the effect of actual practices, so “mostly” overstates the support. (LLM, conf=0.82)

      Experimental — accuracy not yet measured

  • May combine two claims.

    Premisecitation

    When temporary agency workers have a favorable perception of the support they receive from the agency, they increase their commitment toward it, and the same happens with the client company.

    “When TAWs have a favorable perception of the support they receive from the agency, they increase their commitment toward it [15,18]; and the same happens with the client company [15,18,48].”
    Quote in the paperNot a substantial claim1 of 3 sources checked
    • cites [15] Connelly, 2004, Emerging Trends in Contingent Work Research, J. Manag. source
    • cites [18] Liden, 2003, The dual commitments of contingent workers: An examination of contingents’ commitment to the agency and the organization, J. Organ. Behav. source
    • cites [48] Morrow, 2006, Organizational and client commitment among contracted employees, J. Vocat. Behav. source

      The Results report that perceived client support was positively related to commitment to the client organization. For commitment to the employing contractor, the paper instead measures psychological contract fulfillment, not perceived agency support. The Sample section also shows that most participants were long-term contracted employees rather than temporary agency workers. (LLM, conf=0.88)

      Experimental — accuracy not yet measured

  • May combine two claims.

    Findingown data

    The five motivation profiles differed in affective commitment to the agency and to the client-company, and in perception of human resources practices.

    “and found that they differed in their affective commitment to the agency and to the client-company, and in their perception of HRP.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Findingown data

    Profile 3 (Moderate Involuntary Motivation) emphasizes extrinsic motivation, but the difference between extrinsic, identified, and integrated motivation is much lower than in Profile 1.

    “The Moderate Involuntary Motivation Profile (Profile 3) emphasizes (as do most of profiles except the Low Motivation Profile) the extrinsic motivation choice (nonetheless, the difference between extrinsic, identified, and integrated motivation is much lower here than the one in the Involuntary Motivation Profile).”
    Quote in the paperNot a substantial claim

  • May combine two claims.

    Findingown data

    The analysis yielded a five-profile model, consistent with H1's expectation of three to five profile groups.

    “In the end, reaching a five-profile model is consistent with our first hypothesis, which points toward a TAW motivational profile having three to five profile groups.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Findingown data

    Profile 4 (Moderate Motivation) has scores above 3.5 for integrated, identified, and extrinsic motivations and above 3 for intrinsic motivation.

    “The Moderate Motivation Profile (Profile 4), shows that it is possible to find a fairly positive scoring (above 3.5) within the integrated, identified, and extrinsic motivations alongside a score above 3 for the intrinsic motivation.”
    Quote in the paperNot a substantial claim

  • May combine two claims.

    Findingown data

    The anticipated profile configuration was not fully found: no profile with low extrinsic and high intrinsic, integrated, and identified motivations, and no profile with moderate scores on all types.

    “When comparing the anticipated profile configuration with the profile configuration found, it is clear that it was not possible to find (a) a profile with low extrinsic and high intrinsic, integrated, and identified motivations; and (b) a profile with moderate or medium motivation scores on all types of motivation.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Findingown data

    The study found a profile with Medium Motivation in which integrated, identified, and extrinsic motivations score above the scale mid-point, and intrinsic motivation achieves a score slightly below the scale mid-point.

    “We also found a profile with Medium Motivation in which integrated, identified, and extrinsic motivations score above the scale mid-point, and the intrinsic motivation achieves a score slightly below the scale mid-point”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Findingown data

    Except for the High Motivation profile, the profile with the highest level of affective commitment toward the client company is Moderate Involuntary Motivation, which has the highest identified and third highest integrated motivation.

    “Moreover, and with the exception of the High Motivation profile (which always presents high levels for all motivations), the profile with the highest level of affective commitment toward the client company is the Moderate Involuntary Motivation, which has the highest level of identified motivation and the third highest level of integrated motivation.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Findingreasoning

    The High Motivation profile achieved the best results on all variables, followed by Moderate Involuntary Motivation and Moderate Motivation.

    “Consequently, the High Motivation profile achieved the best results on all variables, followed by Moderate Involuntary Motivation and Moderate Motivation—which have a high presence of integrated and identified motivation.”
    Quote in the paperSubstantial claim

  • Probably not a substantial claim: may not pass S3 (load-bearing), S4 (based).

    Findingreasoning

    As a consequence, the results show a significant variance of the responses regarding the different variables and dimensions that were measured.

    “As a consequence, the results show a significant variance of the responses regarding the different variables and dimensions that were measured.”
    Quote in the paperNot a substantial claim

  • Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

    Premisecitation

    Among the most commonly identified motivation profile groups are a profile with high extrinsic and low intrinsic motivation, one with low extrinsic and low intrinsic motivation, one with high extrinsic and high intrinsic motivation, and another with low extrinsic and high intrinsic motivation.

    “Among the most commonly identified groups are a profile with high extrinsic and low intrinsic motivation, one with low extrinsic and low intrinsic motivation, one with high extrinsic and high intrinsic motivation, and another with low extrinsic and high intrinsic motivation.”
    Quote in the paperNot a substantial claim0 of 5 sources checked
    • cites [31] Gillet, 2012, Examining the motivation-performance relationship in competitive sport: A cluster-analytic approach, Int. J. Sport Psychol. source
    • cites [32] Paoloni, 2012, Motivational and emotional profiles in university undergraduates: A self-determination theory perspective, Span. J. Psychol. source
    • cites [33] Hayenga, 2010, Profiles of intrinsic and extrinsic motivations: A person-centered approach to motivation and achievement in middle school, Motiv. Emot. source
    • cites [38] Lens, 2013, Unraveling the importance of the quantity and the quality of workers’ motivation for well-being: A person-centered perspective, J. Vocat. Behav. source
    • cites [39] Moran, 2012, A profile approach to self-determination theory motivations at work, J. Vocat. Behav. source

  • Classified as probably not a substantial claim.

    Premisecitation

    Affective commitment is identified as one of the most important variables related to favorable behavioral outcomes in workers.

    “By reflecting the emotional liaison and identification that workers are able to establish with the organizations’ values and goals, affective commitment is identified as one of the most important variables related to favorable behavioral outcomes in workers [21].”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites [21] Meyer, 2002, Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences, J. Vocat. Behav. source

  • Classified as probably not a substantial claim.

    Premisecitation

    The fit between the investment and individual characteristics determines the effectiveness of a specific set of practices.

    “ultimately it is the fit between this investment and the individual characteristics that determines the effectiveness of a specific set of practices [24].”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites [24] Boon, 2011, The relationship between perceptions of HR practices and employee outcomes: Examining the role of person–organisation and person–job fit, Int. J. Hum. Resour. Manag. source

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Premisecitation

    Temporary workers who desire to gain experience or learn useful skills showed more positive organizational citizenship behavior than those whose only goal was to earn money.

    “According to this research, temporary workers who desire to gain experience or learn useful skills showed more positive organizational citizenship behavior than those whose only goal was to earn money [51].”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [51] Moorman, 2002, Temporary Employees as Good Citizens: Factors Influencing Their OCB Performance, J. Bus. Psychol. source

  • Classified as probably not a substantial claim.

    Premisecitation

    Different temporary agency worker motivation profiles relate differently with work involvement and employability perception.

    “Concerning TAWs’ motivation, De Jong and colleagues [9] also showed that different profiles relate differently with work involvement and employability perception.”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites [9] Silla, 2009, Motives for accepting temporary employment: A typology, Int. J. Manpow. source

  • Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

    Premisecitation

    De Jong and colleagues' findings included an involuntary profile, a non-involuntary profile, and a stepping-stone profile.

    “Their findings included an involuntary profile (high levels of involuntary and stepping-stone motives), a non-involuntary profile (all motives were rated as unimportant), and a stepping-stone profile (high scores of the stepping-stone and no reference to the voluntary or involuntary motives).”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [9] Silla, 2009, Motives for accepting temporary employment: A typology, Int. J. Manpow. source

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Premisecitation

    Profiles with high intrinsic motivations had more favorable results than those with high extrinsic motivations.

    “According to their findings, profiles with high intrinsic motivations had more favorable results than those with high extrinsic motivations.”
    Quote in the paperNot a substantial claim0 of 2 sources checked
    • cites [38] Lens, 2013, Unraveling the importance of the quantity and the quality of workers’ motivation for well-being: A person-centered perspective, J. Vocat. Behav. source
    • cites [39] Moran, 2012, A profile approach to self-determination theory motivations at work, J. Vocat. Behav. source

  • May combine two claims.

    Study design and conductown data

    The optimal latent profile analysis model included five profiles and met criteria including low BIC and LMR values, a significant LMR p-value, clearly defined profiles with high assignment probabilities, and an entropy value close to 1.

    “The optimal model included five profiles (Figure 1) and presented: (a) low BIC (44,858.226) and LMR (−22,313.840) values; (b) a significant LMR p-value; (c) clearly defined profiles—individuals’ probabilities of belonging to the assigned profiles were high (0.84 to 0.95) while the probabilities of belonging to other groups were low (0.00 to 0.12); (d) an entropy value close to 1 (0.85)”
    Quote in the paperSubstantial claim

  • Classified as probably not a substantial claim. May combine two claims.

    Premisecitation

    Sobral and colleagues built a motivation profile typology of outsourcer and temporary agency workers in the contact center and identified six profiles.

    “More recently, [42] built a motivation profile typology of outsourcer and TAW in the contact center. Six profiles were identified”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites [42] Sobral, 2016, Managing motivation in the contact center: The employment relationship of outsourcing and temporary agency workers, Econ. Ind. Democr. source

  • May combine two claims.

    Study design and conductcitation

    The distribution of the motivation means across profiles fulfilled the normality assumption, with skewness values between −3 and 3 and kurtosis values between −10 and 10.

    “The distribution of the motivation means across profiles fulfilled the normality assumption, with all the skewness values ranging between −3 and 3, and all the kurtosis values ranging between −10 and 10 [63].”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [63] Kline, R.B. (2016). Principles and Practice of Structural Equation Modeling, Guilford Publications.

      Couldn’t be matched to a paper in Crossref, so it can’t be checked.

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Premisecitation

    Some studies identify a moderate or medium motivation profile representing individuals who scored moderately on all types of motivation.

    “Some studies also identify a moderate or medium motivation profile [31,39], which represents individuals that scored moderately on all types of motivation”
    Quote in the paperNot a substantial claim0 of 2 sources checked
    • cites [31] Gillet, 2012, Examining the motivation-performance relationship in competitive sport: A cluster-analytic approach, Int. J. Sport Psychol. source
    • cites [39] Moran, 2012, A profile approach to self-determination theory motivations at work, J. Vocat. Behav. source

  • May combine two claims.

    Study design and conductown data

    The four-factor theoretical model provided a better fit to the data than the one-factor model, indicating that the majority of variance in the data cannot be explained by a single factor.

    “Our theoretical model provided a better fit to the data [∆χ2 (11) = 16,634.31, p < 0.001], indicating that the majority of variance in data cannot be explained by a single factor.”
    Quote in the paperSubstantial claim

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Premisecitation

    De Jong and colleagues' analysis reached a three-profile solution combining voluntary or intrinsic motives, involuntary or extrinsic motives, and stepping-stone motives.

    “With regard to temporary work, De Jong and colleagues’ [9] analysis reached a three-profile solution that combined (a) voluntary motives or intrinsic choices (i.e., the freedom offered by temporary work); (b) involuntary motives or extrinsic choices (i.e., the difficulty of finding a permanent job), and (c) stepping-stone motives”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [9] Silla, 2009, Motives for accepting temporary employment: A typology, Int. J. Manpow. source

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Premisecitation

    Moran and colleagues arrived at a five-profile solution that presented differences regarding individuals' needs for satisfaction, job performance, and work environment perceptions.

    “Moran and colleagues [39] arrived at a five-profile solution that presented differences regarding the individuals’ needs for satisfaction, job performance, and work environment perceptions.”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [39] Moran, 2012, A profile approach to self-determination theory motivations at work, J. Vocat. Behav. source

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Premisecitation

    Studies' general conclusions are that individuals with more intrinsic profiles have more positive outcomes.

    “Furthermore, these studies’ general conclusions are that individuals with more intrinsic profiles have more positive outcomes.”
    Quote in the paperNot a substantial claim0 of 3 sources checked
    • cites [31] Gillet, 2012, Examining the motivation-performance relationship in competitive sport: A cluster-analytic approach, Int. J. Sport Psychol. source
    • cites [32] Paoloni, 2012, Motivational and emotional profiles in university undergraduates: A self-determination theory perspective, Span. J. Psychol. source
    • cites [33] Hayenga, 2010, Profiles of intrinsic and extrinsic motivations: A person-centered approach to motivation and achievement in middle school, Motiv. Emot. source

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Study design and conductcitation

    The affective commitment scale had already been translated, adapted, and tested with Portuguese temporary agency workers.

    “This scale had already been translated, adapted, and tested with Portuguese TAWs [45].”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [45] Chambel, 2011, Training is an investment with return in temporary workers, Career Dev. Int. source

  • Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

    Premisecitation

    The self-determined cluster and the motivated cluster had more favorable results than the low autonomy cluster, which presented the worst scores.

    “Findings showed that the self-determined cluster and the motivated cluster had more favorable results than the low autonomy cluster, which presented the worst scores.”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [39] Moran, 2012, A profile approach to self-determination theory motivations at work, J. Vocat. Behav. source

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Premisecitation

    Investments made in temporary agency workers can especially contribute to an increase in their affective commitment.

    “Earlier studies report how investments made in TAWs can especially contribute to an increase in their affective commitment [45,46].”
    Quote in the paperNot a substantial claim0 of 2 sources checked
    • cites [45] Chambel, 2011, Training is an investment with return in temporary workers, Career Dev. Int. source
    • cites [46] Chambel, 2013, Training, exhaustion, and commitment of temporary agency workers: A test of employability perceptions, Eur. J. Work. Organ. Psychol. source

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Premisecitation

    Earlier research has gathered evidence that temporary agency workers value the investments made by organizations, especially when those investments have an impact on what concerns them most.

    “Earlier research has gathered evidence that TAWs value the investments made by the organizations, especially when those investments have an impact on what concerns them the most [43].”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [43] Burgess, 2006, Temporary work and human resources management: Issues, challenges and responses, Pers. Rev. source

  • Classified as probably not a substantial claim. May combine two claims.

    Premisecitation

    Sobral and colleagues' results show that the motivation profile to which temporary agency and outsourcing workers belonged differentiated their perceptions over human resources practices and their affective commitment, and profiles with a higher presence of intrinsic motivations presented better outcomes.

    “Finally, the results of Sobral and colleagues [42] show that the motivation profile to which TAW and outsourcing workers belonged to, were able to differentiate their perceptions over the HRP and their affective commitment. In general, both outsourcing workers and TAW profiles with a higher presence of intrinsic motivations presented better outcomes.”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites [42] Sobral, 2016, Managing motivation in the contact center: The employment relationship of outsourcing and temporary agency workers, Econ. Ind. Democr. source

  • May combine two claims.

    Premisecitation

    Temporary agency workers establish a double employment relationship involving two entities and develop two different affective commitments, each in response to the support they receive from each organization, the agency and the client-company.

    “Moreover, in the specific case of TAWs, they establish a double employment relationship that involves two different entities [47] and, therefore, they develop two different affective commitments, each in response to the support they receive from each organization—the agency and the client-company [15,18].”
    Quote in the paperSubstantial claim0 of 3 sources checked
    • cites [47] Kalleberg, 2000, Nonstandard Employment Relations: Part-time, Temporary and Contract Work, Annu. Rev. Sociol. source
    • cites [15] Connelly, 2004, Emerging Trends in Contingent Work Research, J. Manag. source
    • cites [18] Liden, 2003, The dual commitments of contingent workers: An examination of contingents’ commitment to the agency and the organization, J. Organ. Behav. source

  • May combine two claims.

    Premisecitation

    The non-involuntary profile was the most distinct one: respondents in this cluster presented low levels of work involvement, although the difference was not significant, and higher levels of employability.

    “The non-involuntary profile (i.e., workers rating all motives (involuntary, stepping-stone, and voluntary) as unimportant) was the most distinct one: respondents in this cluster presented low levels of work involvement (although the difference was not significant) and higher levels of employability.”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [9] Silla, 2009, Motives for accepting temporary employment: A typology, Int. J. Manpow. source

  • May combine two claims.

    Study design and conductcitation

    The human resources practices perception scale was adapted, tested, and validated with temporary agency workers by Sobral and colleagues.

    “This scale was adapted, tested and validated with TAW by Sobral and colleagues [56], and was previously tested with Portuguese TAW [44].”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [56] Sobral, 2019, A Psychometric Assessment of a Human Resources Practice Measure for Temporary Agency Workers, Span. J. Psychol. source

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Interpretationreasoning

    The study focus on Portuguese TAWs means extending and generalizing findings to countries outside Europe should be done with considerable caution.

    “Second, the study focus is on Portuguese TAWs, and as result, extending and generalizing our findings to countries outside Europe should be done with considerable caution.”
    Quote in the paperNot a substantial claim

  • May combine two claims.

    Interpretationcitation

    The high presence of identified motivation in all profiles-even Involuntary and Low present some degree-shows that either voluntarily or involuntarily, TAWs rely on temporary employment to obtain a permanent position within the client company.

    “Moreover, the high presence of the identified motivation in all profiles—even the Involuntary Motivation and the Low Motivation profiles present in some degree of identified motivation—show that either voluntarily or involuntarily, TAWs rely on temporary employment to obtain a permanent position [9] within the client company.”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites [9] Silla, 2009, Motives for accepting temporary employment: A typology, Int. J. Manpow. source

  • May combine two claims.

    Interpretationown data

    TAWs in Profile 3 see their work arrangement as a chance to adjust labor with personal needs and to try to obtain a permanent job.

    “For TAWs in the Moderate Involuntary Motivation Profile, their work arrangement occurs not only because they have no other choice, but also because they see it as a chance: (a) to adjust labor with their personal needs (e.g., study and family); and (b) to try to obtain a permanent job.”
    Quote in the paperNot a substantial claim

  • Probably not a substantial claim: may not pass S2 (checkable), S3 (load-bearing).

    Interpretationcitation

    Even if looking to these findings as a trend within the European Union, it is necessary to pay attention to the specificities of the Portuguese labor market.

    “But even if looking to these findings as a trend within the European Union, it is necessary to pay attention to the specificities of the Portuguese labor market.”
    Quote in the paperNot a substantial claim

  • Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

    Study design and conductreasoning

    Individuals who responded had to have Internet access and informatic knowledge, which may have restricted the sample to younger and scholarly respondents, in a less-peripheral job position.

    “First, individuals who responded to our questionnaire had to have Internet access and informatic knowledge, which may have restricted the sample to younger and scholarly respondents, in a less-peripheral job position.”
    Quote in the paperNot a substantial claim

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Study design and conductcitation

    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].”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [44] Chambel, 2016, Temporary agency versus permanent workers: A multigroup analysis of human resource management, work engagement and organizational commitment, Econ. Ind. Democr. source

  • May combine two claims.

    Study design and conductcitation

    The use of LPA allowed revealing unobserved heterogeneity in this specific population, finding groups with similarity in their responses.

    “In fact, the use of the LPA allowed us to reveal unobserved heterogeneity in this specific population, finding groups with similarity in their responses [34].”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites [34] Kaplan, D. (2004). Latent variable analysis: Growth mixture modeling and related techniques for longitudinal data. Handbook of Quantitative Methodology for the Social Sciences, Sage Publications. source

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Premisecitation

    If a worker identifies with his/her work and/or really enjoys performing it, the motivation coming from earnings may be secondary.

    “If a worker identifies himself/herself with his/her work and/or really enjoys performing it, the motivation coming from the earnings may be secondary [39].”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [39] Moran, 2012, A profile approach to self-determination theory motivations at work, J. Vocat. Behav. source

  • May combine two claims.

    Interpretationcitation

    TAWs are able to incorporate external regulation and accept a situation that is not what they really want, but they recognize the advantages of being employed and the opportunity to satisfy their aspirations to obtain a better/different job.

    “TAWs are able to incorporate the external regulation and accept a situation that is not what they really want, but they recognize the advantages of being employed and the opportunity to satisfy their aspirations to obtain a better/different job [9].”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites [9] Silla, 2009, Motives for accepting temporary employment: A typology, Int. J. Manpow. source

  • May combine two claims.

    Interpretationreasoning

    Although main reasons for being a TAW are related to extrinsic or involuntary motives, it is possible for these workers to develop a positive employment relationship.

    “Thus, and although the main reasons for being a TAW are related to extrinsic or involuntary motives, we see that it is possible for these workers to develop a positive employment relationship.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Premisecitation

    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].”
    Quote in the paperNot a substantial claim0 of 2 sources checked
    • cites [44] Chambel, 2016, Temporary agency versus permanent workers: A multigroup analysis of human resource management, work engagement and organizational commitment, Econ. Ind. Democr. source
    • cites [46] Chambel, 2013, Training, exhaustion, and commitment of temporary agency workers: A test of employability perceptions, Eur. J. Work. Organ. Psychol. source

  • Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

    Study design and conductreasoning

    To prevent social desirability, the study guaranteed respondents were fully aware of the project's goals and that it was totally conducted by an independent institution.

    “To prevent this possible limitation, we guaranteed that the respondents were fully aware of the project’s goals and that it was totally conducted by an independent institution.”
    Quote in the paperNot a substantial claim

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Premisecitation

    The last economic crisis (before COVID-19) caused high levels of unemployment and restricted recruitment activities that limited the chances of obtaining a permanent contract.

    “Chambel and Sobral [70] pointed out three aspects that should be considered when analyzing the results: (1) the last economic crisis (before COVID 19), caused high levels of unemployment and restricted recruitment activities that limited the chances of obtaining a permanent contract;”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [70] Chambel, 2018, When temporary agency work is not so temporary, Econ. Ind. Democr. source

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Study design and conductreasoning

    Because the invitation to be part of the study came from the temporary agencies' management, the responses could be influenced by the social desirability effect.

    “Lastly, and because the invitation to be part of the study came from the temporary agencies’ management, the responses could be influenced by the social desirability effect.”
    Quote in the paperNot a substantial claim

  • Classified as probably not a substantial claim. May combine two claims.

    Premisecitation

    Portuguese workers value job security and prefer contexts where they can find job stability.

    “(2) Portuguese workers value job security and prefer contexts where they can find job stability;”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites [70] Chambel, 2018, When temporary agency work is not so temporary, Econ. Ind. Democr. source

  • Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

    Premisecitation

    Since temporary agency work does not fulfill these values, the motives to choose this employment situation will be predominantly extrinsic.

    “and (3) since temporary agency work does not fulfill these values, the motives to choose this employment situation will be predominantly extrinsic.”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites [70] Chambel, 2018, When temporary agency work is not so temporary, Econ. Ind. Democr. source

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Study design and conductnone given

    The use of self-reported variables may raise questions of common-method bias.

    “Furthermore, the use of self-reported variables may raise questions of common-method bias.”
    Quote in the paperNot a substantial claim
52 of 52

  • The authors state this as an assumption.

    Temporary agency workers with only an extrinsic motivation have a poorer employment relationship, but when they have an extrinsic motivation combined with more intrinsic motivations—intrinsic, integrated, identified—they can show a more positive employment relationship.

    “we assume that when TAWs have only an extrinsic motivation, they have a poorer employment relationship; but when they have an extrinsic motivation combined with more intrinsic motivations—intrinsic, integrated, identified—they can show a more positive employment relationship.”

  • The paper relies on this without support.

    The construction of workers’ perceptions is not linear and can depend on their motivation to work, or on the combination of their different motivations to work.

    “However, the construction of workers’ perceptions is not linear and it can depend on their motivation to work, or more importantly, on the combination of their different motivations to work.”
2 of 2

Statistics recomputed

Every reported test result, recomputed from its test statistic and degrees of freedom. A result shows as not adding up only once an independent check has confirmed it.

  • Consistentχ²(7) = 182reported p < .001 · recomputed p < .001

    “χ2 (7) = 182.00, p < .001”

  • Consistentχ²(6) = 185.48reported p < .001 · recomputed p < .001

    “χ2 (6) = 185.48, p < .001”

  • Consistentχ²(140) = 2134.57reported p < .001 · recomputed p < .001

    “χ2 (140) = 2134.57, p < .001”

  • Consistentχ²(1019) = 26173.04reported p < .001 · recomputed p < .001

    “χ2 (1019) = 26,173.04, p < .001”

  • Consistentχ²(11) = 16634.31reported p < .001 · recomputed p < .001

    “χ2 (11) = 16,634.31, p < .001”

  • Consistentχ²(970) = 7109.73reported p < .001 · recomputed p < .001

    “χ2 (970) = 7109.73, p < .001”

6 of 6

Self-check

Percentages, sums and reported differences re-computed from the paper’s own numbers.

Each contradiction between two passages listed here was confirmed by an independent check.

  • Agency commitment model exceeds the stated RMSEA cutoff

    Minor

    The paper defines adequate fit as RMSEA of 0.06 or less, but calls the agency commitment model a good fit despite its RMSEA of 0.08.

  • Client-company commitment model exceeds the stated RMSEA cutoff

    Minor

    The client-company commitment model is also called a good fit, although its RMSEA of 0.09 exceeds the paper's stated maximum of 0.06.

2 of 2

Cites

Flagged first, then by citations

6 of the 77 references couldn’t be matched to a known paper.

Research works printed but not linked: 1

  1. Bendapudi, 2003, Nonstandard employment arrangements: A proposal typology and policy planning Framework, Hum. Resour. Plan., 26, 24

Cited by

Sorted by citations

Related

Authors
Sobral, F., Chambel, M. J., & Castanheira, F.
Affiliations
  • Universidade Católica Portuguesa (PT)
  • Faculdade de Psicologia, Universidade de Lisboa, 1649-013 Lisboa, Portugal
  • NOVA School of Business and Economics (PT)
Corresponding author
Sobral, Filipa
ORCID
Venue
International Journal of Environmental Research and Public Health
Publisher
MDPI AG
Published
2021-06-24
Volume
18
Issue
13
Pages
6779
ISSN
1660-4601 (ISSN-L)
DOI
10.3390/ijerph18136779
PMC
PMC8295742
OpenAlex
W3173186247
Semantic Scholar
64a7389ebfb309397711083b94c626244c3f1734
Cited by
2
References
77
Citations by year
2025: 1 · 2024: 1
FWCI
0.24
Type
journal article
Language
en
Open access
Licence
Locations
  • International Journal of Environmental Research and Public Health (publishedVersion, cc-by)
  • PubMed (publishedVersion)
  • Portuguese National Funding Agency for Science, Research and Technology (RCAAP Project by FCT) (submittedVersion, other-oa)
  • PubMed Central (submittedVersion, cc-by)
  • RePEc: Research Papers in Economics (submittedVersion)
  • DOAJ (DOAJ: Directory of Open Access Journals) (submittedVersion)
  • Portuguese National Funding Agency for Science, Research and Technology (RCAAP Project by FCT) (submittedVersion, cc-by)
Funders
Fundação para a Ciência e a Tecnologia (PTDC/MHCPSO/4399/2012)
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 › Psychology › Social Psychology › Motivation and Self-Concept in Sports
Keywords
temporary agency workers, motivational profiles, self-determination theory, intrinsic motivation, extrinsic motivation, affective commitment, human resource management practices, temporary agency work, client companies, context effects
MeSH terms
Workforce, Humans, Motivation, Personal Autonomy

About these checks

Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.

Claims read by deepseek-v4.1-flash under definition version 3 (extract-v3) on 2026-10-12.

Classified by jev-1.13-20260917 (gold-guideline-v0.2) on 2026-10-12.

Cited sources are checked by gpt-6-sol.

Statistics and arithmetic are recomputed, not judged.

Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.

What counts as a claim ›How we measure confidence ›How we check this ›

Are you an author, or do you see a problem with this page? Request a review