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- Temporary and permanent workers do not differ significantly with respect to the positive influence of work on life outside work, self‐efficacy, and life satisfaction, although in each case there is a tendency for temporary workers to report slightly more positive outcomes.
academic.oup.com/book/26525/chapter/1950219984 Individual and Organizational Outcomes of Employment Contracts
It outlines the determinants of the psychological contract, taking into account factors at the individual, organizational, sector and country levels. The results show that, even after taking all these factors into account, temporary workers still report a more positive psychological contract.
Mar 6, 2008 · Results also indicated that the state of the psychological contract does not moderate the relationship between perceived employability and employee well-being and their intention to leave ...
Jul 27, 2021 · Abstract. This study examines how employees’ tendencies with regard to relational or transactional contract could influence job related outcomes. The typology then relates to the stigma consciousness that each employee has regarding their employment status, as either temporary or permanent workers.
- Annisa Pramudita, Annisa Pramudita, Badri Munir Sukoco, Wann-Yih Wu, Indrianawati Usman
- 2021
Dec 16, 2021 · Employees’ perceived transactional contract fulfillment has a more direct influence on task performance than relational psychological contract fulfillment. Organizational identity plays a mediating role between temporary workers’ perceived psychological contract fulfillment and task performance.
Temporary and permanent workers do not differ significantly with respect to the positive influence of work on life outside work, self‐efficacy, and life satisfaction, although in each case there is a tendency for temporary workers to report slightly more positive outcomes.
Feb 18, 2016 · The influence of psychological contract breach on temporary workers’ commitment and behaviors: A multiple agency perspective. Journal of Business and Psychology , 26, 311–324. Crossref
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Do temporary workers report a more positive psychological contract?
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Is psychological contract breach a source of strain for employees?
Jul 18, 2016 · Temporary agency-to-direct contract workers report better workplace well-being (lower burnout and higher engagement) at time 2 compared with time 1, while temporary agency-to-temporary agency workers report an identical or poorer workplace well-being (higher burnout and lower engagement) at time 2 compared with time 1.
