Dealing with temporariness: generational effects on temporary agency workers' employment relationships

Sobral, Filipa, Ng, Eddy S., Castanheira, Filipa, Chambel, Maria José, and Koene, Bas (2020) Dealing with temporariness: generational effects on temporary agency workers' employment relationships. Personnel Review, 49 (2). pp. 406-424.

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Purpose: A major trend in the changing nature of work is the increasing use of temporary workers. Although common among students, older employees have joined the ranks of temporary workers as they extend their work lives. Temporary workers tend to report lower affective commitment and consequently poorer work outcomes. However, different generations of workers may conceive temporary work differently from each other. The purpose of this paper is to explore how different generations of temporary workers, respond to human resource practices (HRP), which in turn influences their affective commitment and work performance.

Design/methodology/approach: The sample is comprised of 3,876 temporary agency workers (TAWs) from seven temporary employment agencies in Portugal. The authors undertook multiple group SEM analyses to test a moderated mediation model that accounts for TAWs' affective commitment (toward the agency and the client company) across three generations (Baby Boomers, Generation X and Millennials) in the relationship between human resources practices and overall perceived performance.

Findings: After controlling for gender, age and tenure, the authors find generational differences in the perceptions of HRP and perceived performance. The results support the moderator effect of generations in the direct and indirect relationships – through both affective commitments – between TAWs' perceived HRP and perceived performance.

Research limitations/implications: The cross-sectional design limits the possibility to make causal inferences.

Originality/value: This study contributes to a better understanding of how different generations respond to temporary employment relationships. The findings suggest important differences in the way in which the same HRP system relates (directly and indirectly thorough affective commitment toward the client) with their perceived performance across different generations.

Item ID: 61111
Item Type: Article (Research - C1)
ISSN: 1758-6933
Copyright Information: © Emerald Publishing Limited.
Funders: Fundacao para a Ciencia e a Tecnologia (FCT), Social Sciences Data Lab, Portugal (SSDL), POR Norte (PN), Bucknell University
Projects and Grants: FCT PTDC/MHCPSO/4399/2012, FCT UID/ECO/00124/2013, FCT UID/ECO/00124/201, SSDL LISBOA-01-0145-FEDER-022209, SSDL LISBOA-01-0145-FEDER-00772, PN LISBOA-01-0145-FEDER-02220p
Date Deposited: 10 Dec 2019 00:42
FoR Codes: 35 COMMERCE, MANAGEMENT, TOURISM AND SERVICES > 3505 Human resources and industrial relations > 350503 Human resources management @ 100%
SEO Codes: 91 ECONOMIC FRAMEWORK > 9104 Management and Productivity > 910402 Management @ 100%
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