Use Of Temporary Workers Research Articles

Exploratory study on challenges associated with short-term employment in Ghana

Globally, the use of temporary workers is assuming an alarming proportion and is cutting across industries from manufacturing to services, construction workers, registered nurses, bankers and information technology expects. Industries using temporary workers has surge considerably due to increased global competition and the imperative management strategy to reduce business costs in order to stay competitive on a turbulent business environment. The study examined the effects of short-term employment on an organization. The researchers employed the convergent parallel mixed method approach in an attempt to describe, explain and interpret the challenges of short-term employment contract in Ghana. This involved the use of both qualitative and quantitative tools with a study population drawn from three organizations in Accra and having a sample size of 14 respondents for the quantitative and 7 participants for the qualitative study. Though exploratory in nature, certain patterns that relate to challenges of short-term employment emerged from the analysis that centered on emotional well-being, job opportunities, financial security, job security and a sense of belongingness. These factors include insufficient socialisation, incidence of injustice arising out of summarily dismissals, marginalisation from decision-making, prospects for permanent work, lower wages and tenure, lower tolerance for inequity, low levels of commitment and curbed motivation. It is plausible that chaotic Human Resource Practices are underway with this phenomenon of Short-Term Employees in Corporate Ghana.

Business Workforce Planning in PT X to Support the Company Target Achievement

Global business conditions and rupiah exchange rate fluctuations have also contributed to the oil and gas market decline since the outbreak of the novel coronavirus (Covid-19) pandemic in Indonesia in the first quarter of 2020. In addition, the existing state of oil and gas, which generally experiences periodic declines, is a challenge for the company to maintain the company’s business. Oil and gas companies, like other businesses, need people to carry out their activities and meet their production targets. The oil and gas business, by its very nature, requires sufficient human resources in terms of numbers and skills. If this is not regulated, it can lead to understaffing affecting goal achievement or over-employment, which can reduce company productivity. This study therefore aims to ensure adequate worker availability through workforce planning. Based on current personnel analysis and personnel planning strategy, PT. X has many flaws in its workforce planning/strategy, including its productivity, unstable headcount, lack of talent development and leadership skills The strategic manpower framework for the internal labor market will be implemented by filling out the main activities excluded from internal resources and open core activities over the next five years from external recruitment to enhance the core functionality. It is proposed to set up a skills development program to improve technical and managerial skills to ensure the use of temporary workers and their readiness for current and future positions.

The effect of temporary workers and works councils on process innovation

PurposeThis study aims to investigate the effects of temporary workers and works councils on process innovations at manufacturing sites. The impact of temporary workers, commonly viewed as a means of operational flexibility and cost savings, on firms’ ability to innovate is underexplored. Works councils represent and help integrate temporary workers, but are often equated with unions, which have been criticized as barriers to innovation, especially in the US.Design/methodology/approachThe authors use secondary data collected by the Institute for Employment Research (IAB) of the German Federal Employment Agency. Specifically, the authors conduct a series of regression analyses using 11-year panel data covering the period 2009–2019 with 11,641 manufacturing site-year observations.FindingsThe results suggest that the use of temporary workers initially promotes process innovation, but at too high a level, it impairs firms’ ability to innovate. Furthermore, the results suggest that works councils have a positive impact on innovation and dampen the curvilinear effect found with respect to temporary workers.Originality/valueResearch has largely focused on the cost and flexibility benefits of temporary workers. The authors analyze the effectiveness of temporary workers in terms of innovativeness. By including works councils, the study also consider the contextual environment in which temporary workers are employed. Finally, the results reject the assumption that works councils have a similar negative impact as unions on innovation; in fact, the authors find the opposite.

The Challenges of Small and Medium Businesses in Managing Human Capital towards SMEs Performance – A Qualitative Study

Manuscript type: Research paper Research aims: Currently, machinery is replacing most human capital to save cost, but the value of human capital that contributes to the performance of SMEs is invaluable. SMEs were used to explain the connection between human capital and SMEs performance in South Australia. Design/Methodology/Approach: Five case studies on SMEs in South Australia were used in this study. The analysis of qualitative data entailed data coding, within-case analysis, and cross-case analysis. Research findings: The cross-case analysis result is unsurprising considering that all five firms depend on their employees to work and keep the firm in operation. The cross-case analysis results are mixed in respect to the connection between human capital and the several types of performance measurement. The results, therefore, need to be interpreted with caution. SMEs perform solely through the skills, experience, and knowledge of their employees. This distinction occurs when the knowledge and information that employees gain are focused directly on the employee’s initiative, decision-making and critical thinking skills. Investment in human capital should be done carefully based on the limited resources of SMEs. Theoretical contribution/Originality: Most research has shown the link between human capital and firm performance. However, the degree to which investment in human capital contributes to the type of performance is yet to be explored based on qualitative data especially regarding SMEs in South Australia. Practitioner/policy implication: The sustainable development goal (SDG) entails a steady improvement in people’s well-being in a good environment. Thus, decisions about investment in human capital and the use of temporary workers should be taken jointly by personnel managers, in accordance with the size of the firm. If this holistic view is ignored, a full understanding of the impact of human capital on the firm’s performance will be obscured. On the other hand, a common feature that large and small firms share is an incompatibility between human capital and temporary employment. Research limitation/implications: The main limitation of this study was the sample of the study that comprised solely of South Australia SMEs. Thus, this study outcome may not be generalisable to the whole Australia as a country. Further investigation across different states would expand knowledge of the complicated patterns of HC. Keywords: Human capital, SME, Productivity, Profitability, South Australia JEL Classification: M12

3 Temporary workers and COVID‐19: Currents below a calm sea

Chapter 3 provides an overview of the context of temporary employment, including long‐term trends, before considering the experience of temporary work during the COVID‐19 crisis and what may be expected in the recovery phase. All of which have important implications for workers, enterprises and economies. The chapter demonstrates that temporary employment has served as a buffer against the shock caused by the pandemic, as it has done in previous crises. Employers have scaled back the use of temporary workers, causing significant gross job loss among this category of workers. At the same time, many permanent employees who lost their jobs have found new opportunities in temporary employment. The net effect is that the share of temporary workers among all employees has remained fairly constant in countries with available annual data, concealing the significant labour market churn.

Improving the efficiency of last‐mile package deliveries using hybrid driver helpers

AbstractAn approach widely used by parcel delivery companies to deal with increased shipping volumes, especially during peak seasons, is the use of temporary workers called driver helpers. There are two types of driver helpers: (1) dependent helpers (DH) who work alongside drivers to deliver packages on daily routes, and (2) independent helpers (IDH) who do not travel with the drivers but rather work alone at their assigned locations. The standard practice is for each helper to be used as either a DH or an IDH, but not both. This article introduces the concepts of multitasking to the parcel delivery literature by proposing a new type of helper called the hybrid helper, which allows parcel carriers to utilize each helper as both a DH and an IDH in the same route. The hybrid‐helper concept has several advantages over the existing DH or IDH concepts, including (1) reducing the transfer time of IDHs between locations, (2) allowing multiple delivery points to be serviced concurrently, and (3) increasing the daily work time of each helper. We develop a mathematical model that allows a vehicle to visit the same node more than once to enable IDH operations at selected nodes by a DH. Both numerical and field experiments show that our model outperforms other methods. Our results provide implications to practitioners on effective ways of utilizing helpers and suggest the need for future research to consider helpers in a broader context.

Exploring the quality performance implications of temporary workers: the importance of process capabilities

The current pandemic with its associated economic downturn has intensified the pressures on companies to produce quality offerings with an increased pressure on cost controls. Across industries companies have reduced their costs by enhancing their ability to operate flexibly, through increasing the use of temporary workers. However, such a reliance on temporary workers is generally associated with deteriorating quality. In order to untangle the relationship between quality and temporary workers we address the following research questions: (1) What are the quality performance implications of employing temporary workers? and (2) Can process capabilities eliminate the potential quality performance deterioration that are due to temporary workers? Process capabilities are conceptualised through the plant’s level of of-the-art manufacturing processes technology. To address our research questions, we utilise survey data collected through the Global Manufacturing Research Group. The results suggest that an increased usage of temporary workers significantly increases reject rates and customer returns. Furthermore, we identified that managers cannot rely on their processes to safeguard them from quality performance deterioration, when employing temporary workers.

Labour flexibility, internal migration and productivity in Italian regions

This paper provides an empirical analysis of the Italian total factor productivity (TFP) growth for the 1995-2012 period that takes into account the factors explaining cross-regional differences in productivity growth. We focus on the changes in the quality of labor caused by the increasing use of temporary workers and on the migration flows of human-capital, which almost unidirectionally moved from the Southern to the Northern-Centre regions. Empirical results provide evidence of a non-linearity (U-shaped) in the relationship between the use of temporary workers and TFP growth, which suggests that TFP growth in some Southern regions benefited from the increase in the share of temporary workers after the early 2000s, while regions in the Centre-North regions experienced an opposite effect, with the share of temporary workers being negatively related to TFP growth. Results also show that migration flows of qualified human capital had a positive impact on TFP growth in the regions of destinations, while the number of emigrants have a positive effect on the TFP growth in the regions of origin.

Agency work in intensive care : Impact of temporary contract work on patient care in intermediate care and intensive care units

HintergrundLeiharbeiter werden, meist im Sinne einer Arbeitnehmerüberlassung, zur pflegerischen Versorgung von Intensivpatienten eingesetzt. Ob bzw. wie sich Leiharbeit in der Pflege auf die Patientenversorgung auswirkt, wurde bislang kaum untersucht.ZielZweck dieser systematischen Übersichtsarbeit ist es, die verfügbaren Forschungsergebnisse über den Einsatz von Leiharbeitern in der pflegerischen Versorgung auf Intensiv- und Überwachungsstationen zu beschreiben und die potenziellen Auswirkungen auf das Patientenoutcome zusammenzufassen.MethodeEs wurde in sieben Datenbanken mit booleschen Operatoren systematisch nach englisch- und deutschsprachigen Studien recherchiert und in Anlehnung an das PRISMA-Schema ausgewertet. Referenzen der Studien wurden ebenfalls in die Suche inkludiert und die Qualität aller eingeschlossenen Studien nach Hawker-Kriterien bewertet.ErgebnisVon insgesamt N = 630 gesichteten Datensätzen konnten jeweils eine qualitative und zwei quantitative Studien identifiziert und in die Auswertung einbezogen werden. Die Ergebnisse der qualitativen Studien gaben nicht signifikant an, dass Leiharbeiter zu einem schlechteren Patientenoutcome beitragen können. Die Ergebnisse der quantitativen Studien zeigten, dass die Wahrscheinlichkeit für das Auftreten von katheterassoziierten Infektionen mit dem Einsatz von Leiharbeitern steigen kann, aber eher von der Stationsgröße anhängig ist: Je zusätzlichem Bett steigt die Wahrscheinlichkeit für eine VAP um 14,8 % (95 %-CI = 1,032–1,277, p = 0,011). Allerdings konnten Tendenzen für einen Rückgang der Sepsisrate, sobald weniger Leiharbeiter (Stunden/Patient) auf der Intensivstation eingesetzt wurden, nicht bestätigt werden.SchlussfolgerungIn den wenigen auswertbaren Studien wurden keine Hinweise dafür gefunden, dass der Einsatz von Leiharbeitern auf Intensiv- (ITS) und Überwachungsstationen (IMC) einen signifikanten Einfluss auf das Patientenoutcome hat. Es wurden allerdings Hinweise gefunden, dass individuelle Qualifikationen und die Arbeitsbedingungen einen Einfluss auf das Outcome haben. Weitere Studien sollten betrachten, welches Verhältnis von Festangestellten zu Leiharbeitern als unkritisch anzusehen ist, welche Qualifikationen temporäre Mitarbeiter vorweisen sollten und inwieweit diese überprüft werden können.Zusatzmaterial onlineDie Online-Version dieses Beitrags (10.1007/s00063-020-00753-5) enthält die vollständige Suchstrategie je Datenbank. Beitrag und Zusatzmaterial stehen Ihnen auf www.springermedizin.de zur Verfügung. Bitte geben Sie dort den Beitragstitel in die Suche ein, das Zusatzmaterial finden Sie beim Beitrag unter „Ergänzende Inhalte“.

Adverse Effects of Labour Market Transformation on Public Health in Africa

Globally, the labour market has been changing fundamentally since the 1980s. This change is linked to the rapid removal of barriers to trade, such as geographical distance and government regulations, in a bid to facilitate the diffusion of technology and the mobility of goods, labour and, more importantly, financial capital across borders. Among other factors, the transformation of the labour market in the form of re-organisation, re-engineering, intensification of work, multi-tasking, outsourcing, privatisation, increased use of temporary workers, and restructuring, has heightened the sense of job insecurity among workers. This study examines the transformation of the labour market in the context of neoliberal globalisation. The methodological approach adopted was desktop research in the form of conducting a literature survey within an interpretative research paradigm. The study argues that the transformation of the labour market has not only impacted on the workplace but has subsequently also had adverse effects on public health in the African continent. The study further demonstrates that women, compared to men, are disproportionately affected by the adverse health effects emanating from this transformation. The study concludes that the transformation of the labour market, within the context of the phenomenon of neoliberal globalisation, affects public health and exacerbates poverty and inequality in society in so far as health outcomes are concerned, given the insufficiency and absence of effective social protection mechanisms and efficient service delivery in Africa.

Adverse Effects of Labour Market Transformation on Public Health in Africa

Globally, the labour market has been changing fundamentally since the 1980s. This change is linked to the rapid removal of barriers to trade, such as geographical distance and government regulations, in a bid to facilitate the diffusion of technology and the mobility of goods, labour and, more importantly, financial capital across borders. Among other factors, the transformation of the labour market in the form of re-organisation, re-engineering, intensification of work, multi-tasking, outsourcing, privatisation, increased use of temporary workers, and restructuring, has heightened the sense of job insecurity among workers. This study examines the transformation of the labour market in the context of neoliberal globalisation. The methodological approach adopted was desktop research in the form of conducting a literature survey within an interpretative research paradigm. The study argues that the transformation of the labour market has not only impacted on the workplace but has subsequently also had adverse effects on public health in the African continent. The study further demonstrates that women, compared to men, are disproportionately affected by the adverse health effects emanating from this transformation. The study concludes that the transformation of the labour market, within the context of the phenomenon of neoliberal globalisation, affects public health and exacerbates poverty and inequality in society in so far as health outcomes are concerned, given the insufficiency and absence of effective social protection mechanisms and efficient service delivery in Africa.

Guidance for the Prevention of the COVID-19 Epidemic in Long-Term Care Facilities: A Short-Term Prospective Study.

BackgroundGuidance aiming at limiting the entry and spread of the COVID-19 have been widely communicated to Long-term Care Facilities (LTCFs). However, no clinical research has investigated their relevance.ObjectiveOur objective was to compare the guidance applied for the prevention of the COVID-19 epidemic between the LTCFs having been contaminated by COVID-19 and LTCFs having not been contaminated.MethodsA questionnaire was sent and systematically accompanied by phone call to the 132 LTCFs of Haute-Garonne (Occitania region, South-West of France). The questionnaire focused on the preventive measures implemented before March 23, 2020 (first LTCFs contaminated in this area). The questionnaire focused on physician support, implementation of usual guidance (eg, masks, hydro-alcoholic solute used), training on hygiene, containment in residents’ rooms and other distancing measures, use of temporary workers, compartmentalization within zones of residents and staff and a self-assessment analogic scale on the quality of the application of the preventive measures. We compared implementation of the guidance between the LTCFs with at least one case of COVID-19 among residents and/or health care professionals and LTCFs without COVID-19 case (between March 23rd and May 6th).Results124 LTCFs participated (93.9%). 30 LTCFs (24.19%) were contaminated with COVID-19. Large heterogeneity of the application of the guidance was observed. Public LTCFs (OR= 0.39 (0.20–0.73), LTCFs which organized staff compartmentalization within zones (OR= 0.19 (0.07–0.48)), and LTCF with a staff who self-assessed a higher quality implementation of the preventive measures (OR= 0.65 (0.43–0.98)) were significantly more likely to avoid contamination by the COVID-19 outbreak.ConclusionOur study supports the relevance of guidance to prevent the entry of COVID-19, in particular the staff compartmentalization within zones, as well as the perception of the staff regarding the quality of implementation of those measures in LTCFs.Electronic Supplementary MaterialSupplementary material is available for this article at 10.1007/s12603-020-1440-2 and is accessible for authorized users.

Dealing with temporariness

PurposeA 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/approachThe 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.FindingsAfter 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/implicationsThe cross-sectional design limits the possibility to make causal inferences.Originality/valueThis 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.

노동시장 이중구조와 노동생산성: OECD 국가를 중심으로 (Dual Labor Markets and Labor Productivity: Evidence from the OECD Countries)

Korean Abstract: 본고에서는 노동시장 이중구조의 영향을 파악하기 위한 일환으로 OECD 회원국(2018년 현재 총 36개국) 중 29개국을 대상으로 상용직·임시직 고용 비중 변화가 노동생산성에 미치는 영향을 실증 분석하였다. 이 때 자영업 자도 함께 고려함으로써 상용직 및 임시직 대비 노동생산성을 비교하였다. 구체적으로는 1990∼2015년 동안 OECD 29개국의 국가별 불균형 (unbalanced) 패널자료를 이용하여 통상최소자승법(OLS), 고정효과(fixed effect) 분석, 일반적률법(이하 GMM), 동태적 패널 GMM 등 다양한 방법으 로 고용형태 변화가 노동생산성에 미치는 영향을 추정하였다. 분석 결과를 보면, 각 추정 방법에 따라 약간 차이는 있으나 상용직 비중 증가가 노동생 산성 증대에 미치는 영향이 가장 높았으며 그 다음이 자영업, 임시직 순으 로 나타났다. 대체로 자영업의 노동생산성은 상용직과 큰 차이가 없지만, 임시직의 노동생산성은 상용직에 비해 상당 폭 낮은 것으로 추정되었다. 이러한 결과는 노동시장 이중구조가 심화되면 노동생산성에 부정적 영향 을 미칠 가능성이 있음을 시사한다. English Abstract: This paper examines the impact of the dual labor market structure on labor productivity using unbalanced panel data of 29 OECD member countries over the sample period from 1990 to 2015. By using a variety of regression models for panel data (e.g., pooled regression, a fixed effects model and the generalized method of moment), we focus on how the changes in composition among temporary, permanent and self-employed (non-salaried) workers contribute to productivity growth. Although the results slightly differ depending on the estimation method, we find that an increase in the share of permanent workers has the greatest effect in increasing productivity growth. More specifically, productivity growth is significantly slowed by the use of temporary instead of permanent workers, whereas there is little difference in productivity growth when replacing permanent with self-employed workers. This result suggests that an increase in the use of temporary workers could have an adverse effect on labor productivity.

Just-in-time workforce? Temporary workers as a structural aspect of lean production in the US auto industry

Temporary employment is estimated to be around 20% of the US auto industry. Based on extensive fieldwork at the big three Japanese factories (Toyota, Honda and Nissan) and auto suppliers, this paper documents the impact of temporary workers on the shop floor and their role in the context of lean production. This article fills an important gap in the existing research as one of the few empirical studies that examine the effects of temp work in the auto industry. We conclude that the just-in-time workforce as a human buffer for sick or injured team members and an addition when production volume goes up is a core structural aspect of lean production. The lean, loyal and long-term principles of mature lean production to protect permanent workers are based on the disloyal and short-term use of temporary workers.

Innovation in firms and labour market outcomes

This chapter explores how innovation in firms (described as product, process, marketing and organizational innovation) is associated with firm performance and labour market outcomes. For this purpose, it first discusses the evidence to date at the aggregate (i.e. country) level – for as broad a set of economies as possible. Then, it focuses on the firm level based on a group of economies for which data from the Business Environment and Enterprise Performance Surveys (BEEPS) and MENA Enterprise Surveys (MENA ES) – surveys of transition and Middle East and North Africa (MENA) economies, respectively – are available.The chapter finds that there are considerable differences between innovative and non‐innovative firms: innovative firms tend to be more productive, create more jobs, employ more skilled workers (meaning that they employ more educated workers and offer more training) and hire more female workers. Yet, in some cases innovation is associated with more intense use of temporary workers (especially in firms that implement product and process innovations). Moreover, it has been found that sectoral differences might play a role. In this regard, considerable job contraction is observed in non‐innovative low‐technology firms in the manufacturing sector, highlighting the high risk of job loss among low‐skilled workers. Regarding sources of innovation, the chapter shows that while R&D engagement is an important determinant of successful innovation, other drivers, including training, public funding and external acquisition of technologies are relevant.On the basis of these findings, the chapter suggests that adequate education, training and social protection policies can play an important role in both fostering innovation and preparing workers (and firms) effectively for the changing job environment. This means that social partners and other stakeholders will be required to participate in reflections on the types of jobs and skills that will be relevant in the future.

Two Structural Problems of the Korean Economy Since the Asian Financial Crisis

Motivated by observing dramatic changes in the growth rates of the relevant variables such as GDP and domestic demand, this study considers two structural problems that the Korean economy faced after the Asian financial crisis: one is the dampened ripple effects of exports on domestic demand and thus on GDP, and the other is the decrease in the growth of household disposable income. The direct contribution of exports to GDP growth is stable, at 4 percentage points over time. In contrast, the contribution of domestic demand to GDP growth was large before the Asian financial crisis, while it becomes smaller after the crisis. These facts, together with the decline in investment growth, suggest that the channel that generated the ripple effects of export growth appears to have broken after the financial crisis. Two potential reasons for the dampened ripple effect from the export sector are closely related to the change in the investment behaviors of Korea's larger exporting firms before and after the Asian financial crisis. After the Asian financial crisis, both consumption to GDP ratio and the ratio of individual savings to the national disposable income have significantly decreased. These two phenomena are likely to occur simultaneously when household income decreases. Indeed, the downward trends of the growth rates of household disposable income data. It can also be related to the significant increase in the ratio of household debt to the disposable income. In light of these findings, policy makers should develop policies which aim at providing a better environment where small and medium-sized firms can participate in global value chains more actively. Also, policies should be aimed at reducing the use of temporary workers by raising the conversion rate from temporary to permanent employment. In addition, alternative job opportunities which may absorb those self-employed workers should be created.

Prominent challenges of fixed-term contracts for administrative and professional employees in higher learning institutions of Gauteng Province, South Africa

The use of temporary workers by organizations is growing, and has extensively extended to higher learning institutions (HLIs). This paper discusses the challenges of fixed term contract administrative and professional employees (FTC A/Ps) in Gauteng Provinces’ HLIs in South Africa. The research methodology used was exploratory. Surveys were used to collect data. The study sample consisted of 107 FTC A/Ps. Primary data were collected using a questionnaire. Text data were analyzed using the thematic content analysis of qualitative design. The study revealed that the HLIs did not provide training to the FTC A/Ps, but required them to perform as if they were trained. The FTC A/Ps were not getting employee benefits, were abused, underpaid, lacked privileges, lacked morale, could be dismissed any time, were driven to lose trust on managers and to be disloyal to their HLIs. They sometimes caused unscheduled turnover. Their commitment to work diminished. Still, they were bound to increase their productivity under punitive working conditions. The study recommends involving of FTC A/Ps when necessary, and not to abuse them. This also includes possibilities of integrating them in the HLI workforce, but to put proper precautionary measures when empowering them. Keywords: abuse, fixed term contract, higher learning institutions, roll over. JEL Classification: J71, J81, J82

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

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

Establishments’ use of temporary agency workers: the influence of institutions and establishments’ employment strategies

Comparative institutional analyses have added much to our understanding of HRM in different countries, providing powerful arguments against the need for flexible labour markets to boost economic performance. However, existing research has tended to downplay the possibility that variation within countries may result in a well-protected core of workers that grows ever smaller alongside increasing numbers of precarious workers. We draw on data from the World Economic Forum and the European Company Survey to examine how institutions influence establishments’ use of temporary workers in 29 European countries plus Turkey. We analyse the data using (1) principal components analysis to categorize the countries in our analysis, (2) a two-step cluster analysis to draw up groups of establishments by their use of temporary workers and (3) a multilevel logistic regression to examine how the institutional setting of establishments and key establishment characteristics interact to influence workplaces’ use of temporary workers. We show that institutional characteristics shape the prevalence of temporary workers in the 28 European Union member states plus FYR Macedonia and Turkey; however, institutions are not deterministic and important variation in the use of temporary workers depends upon the interaction between establishment characteristics and the establishment’s business system.