The Influence of Temporary Employment on the Employee Performance among Non-Permanent Employees in the Cities of Batangas

Abstract

The study investigated the influence of temporary employment on employee performance among nonpermanent employees in the three cities of Batangas Province. It evaluated employee performance against the quantity and quality of units, timeliness, cost-effectiveness, absenteeism, creativity, and adherence to policy. It determined the significant difference between the profiles and the extent of influence of temporary employment and the significant relationship between performance and temporary employment. It identified the challenges encountered by non-permanent employees and Human resource managers with temporary employment. Similarly, the study adopted descriptive research design and utilized an explanatory sequential mixed method. A sample size of 171 non-permanent employees was selected as key respondents of the study and data were tabulated and analyzed using frequency count and percentage, weighted mean, Analysis of Variance, Independent T-test, and Pearson (r). Results revealed that majority of respondents are 20-39 years old, female, married, college level, and with 0-5 years of experience. As for motives for temporary employment, an expectation to gain permanent employment in the City drives temporary employees to high levels of performance. For perceived employability, the line managers providing supervisory support like coaching and feedback to employees on their job performance receives the highest weighted mean and the item of the contract being renewed by the company in the past as to expected employment continuity. Concerning employee performance, respondents concurred on promoting the organization’s values and goals through staying focused, following rules, completing work on time, setting priorities, observing attendance policy, and taking on challenging tasks. Both motives for temporary employment and perceived employability showed no significant relationship with profile variables. Whereas in expected employment continuity, only marital status and number of years are found significant. Only the quality of units produced under expected employment continuity bears a strong positive relationship with temporary employment. Thus, action plan was crafted to enhance employee performance.