Proportion Of Temporary Workers Research Articles

Exporters, Importers and Employment: Firm-Level Evidence from Africa

This article studies the relationship between firms’ export and import status and the quantity and types of employment they offer, using firm-level data from 47 African countries for the period 2006–14. The article also analyses how the quality of policies at the country-level can relate to the difference between exporters and non-exporters, and importers and non-importers. This article shows that both exporters and importers employ, on average, more full-time permanent workers than their respective non-trading counterparts, even after controlling for a wide range of firm-level characteristics. This employment premium is larger in countries with better quality of infrastructure. In addition, importers employ higher shares of non-production workers compared to non-importers. In addition, both exporters and importers are characterised by higher shares of female employment than their non-trading counterparts. Successful gender policies are positively associated with the female employment premium of trading firms. This article also finds that there is a larger proportion of temporary workers amongst the exporters’ workforce compared to non-exporters, but a better developed rural sector reduces this difference in the use of temporary manpower. The results presented in this article suggest that the quality of policies impacts the extent to which trading firms are able to generate decent job opportunities in Africa.

Why Did Korean Domestic Demand Slow Down after the Asian Financial Crisis?

Why Did Korean Domestic Demand Slow Down after the Asian Financial Crisis?

Helping Hand or Competition? The Moderating Influence of Perceived Upward Mobility on the Relationship Between Blended Workgroups and Employee Attitudes and Behaviors

This study attempts to reconcile previous findings that show both positive and negative outcomes associated with blended workgroups (i.e., workgroups consisting of both temporary and standard workers). Specifically, we conceptualize temporary and standard work as part of a naturally occurring status hierarchy in organizations and propose that blended workgroups have opposing effects on employees depending on employees' perceptions of their potential for upward mobility in that organization. We combine research on the blended workforce with theorizing from social identity and self-categorization theories to propose that when employees perceive the potential for upward mobility to be high, the proportion of temporary workers in the group will be negatively related to employee attitudes and behaviors, and the relationship will be positive when perceived mobility is low. Furthermore, we hypothesize that this relationship will be mediated by the valence of employees' perceptions of their workgroup's prototype. We test our hypotheses on a sample of 124 temporary and standard research scientists in an Australian organization. The results show that workgroup composition and perceived mobility jointly influence workgroup identification and organization-based self-esteem, mediated by the valence of workgroup prototype; however, workgroup composition and perceived mobility directly influence organizational citizenship behavior unmediated by prototype valence.

The Effect of Temporary Contracts on Human Capital Accumulation in Chile

This paper studies the probability of receiving employer-paid training and other training independent of who finances it for permanent and temporary workers in Chile. The authors use data from the Social Protection Survey, EPS, allowing them to construct a panel of workers with information from 2002, 2004, 2006, and 2009. The results suggest that having a temporary contract in Chile reduces the probability of receiving employer-paid training. The survey also finds that this deficit is not compensated by other types of training. This finding is important for two reasons. First, the proportion of temporary workers that obtain an open-ended contract is low. Second, the productivity growth in Chile after 1997 is practically zero and human capital accumulation is one of the factors that might help to recover the path of productivity growth.

Organizations’ Use of Temporary Employment and a Climate of Job Insecurity among Belgian and Spanish Permanent Workers

Extensive use of temporary employment may create a climate of job insecurity among permanent workers in a specific organization. This climate is likely conditional upon the proportion of temporary workers in the organization, and upon the reasons for hiring temporary workers. The percentage of temporary workers may relate to permanent workers’ shared perceptions of job insecurity. Employers’ motives for hiring temporary workers may relate to permanent workers’ perceptions of job insecurity when these motives threaten the position of permanent workers. Conversely, the relationship with a climate of job insecurity is likely negative when the organization hires temporary workers to support permanent workers. Analyses are based on samples of Belgian ( N = 216) and Spanish ( N = 404) permanent workers among 14 and 29 organizations, respectively. The results show a positive relationship between the percentage of temporary workers and a climate of job insecurity among permanent workers. Few motives were predictive for permanent workers’ climate of job insecurity. The findings are interpreted with reference to the specific Belgian and Spanish context.

An explanation of the changes in the proportion of temporary workers in Spain

In this paper a theoretical model is developed to identify the main determinants of the proportion of temporary workers at firms. The outcomes show that the proportion of temporary workers has a counter-cyclical behaviour: it grows during the slump period up to 1995 and falls during the subsequent recovery. However, given the effect of the general economic cycle, firms that raise their sales or improve their market dynamism index tend to increase their proportion of temporary workers. This proportion also rises when the average labour cost decreases, firm size increases, and the knowledge capital stock diminishes.

Industrial productivity in China: the case of the food industry in Guangdong Province

This study presents empirical evidence on the effects of incentives on industrial productivity in China’s food industry. Data covering the 1990‐1996 period were collected from 30 food enterprises in Guangdong Province. The empirical results support the use of bonus schemes to motivate enterprises to achieve higher levels of productivity. Moreover, the study indicates an important variable affecting productivity: the proportion of temporary workers in the total labour force. It was found that flexibility in the use of temporary workers could produce a positive effect on enterprise productivity. This finding strongly supports the need for flexibility in employment policies. When compared to state‐owned and collective‐owned enterprises, their counterparts, e.g. foreign ventures and joint‐stock enterprises, were relatively more efficient in production.

Temporary workers and productivity: the case of Spain

The primary focus of this paper is on efficiency wages and their testable implications. In particular the nature of the relationship between efficiency wages, productivity and the make up of the labour force is analysed, modelled and subjected to an empirical test. This theory is consistent with the views of many managers and personal administrators, who tend to ascribe primary importance in wage setting to indirect control of the firm's workforce. Here we test a labour augmenting production function where effort depends not only on wages but also on the proportion of temporary workers.