14th european congress of work and organization psychology

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To evaluate the first hypothesis has been used Kruskal-Wallis , Mann- Whitney and Moses tests. The second hypothesis was evaluated by Friedman test. In general, workers with a permanent labor relation they have lower intensity in all the attitudes assessed. Commitment with the task and job satisfaction . No statistically significant differences in the Kruskal-Wallis tests among the groups Commitment and satisfaction with the work team. There are statistically significant differences between the groups of employee with a temporary contract and employee made available to the company by a temporary employment agency, and with the group of employee with permanent contracts . Evolution of workers attitudes. No statistically significant differences in the Friedman test among the groups . However, the E-TEA group is presenting greater stability in attitudes. STUDY OF THE PROCESS OF LABOR SOCIALIZATION IN THE WORKERS MADE AVAILABLE BY MEANS OF TEMPORARY EMPLOYMENT AGENCIES Luis González Fernández* & Lorenzo Rivares Sánchez** *Department of Social Psychology Faculty of Economics and Management Universidad de Salamanca **Grupo EULEN AIMS Since a long time ago it is necessary a study about the socialization processes and the variables implied in the new agents who regulate the labuor market, such as temporary workers hired by Temporary Employment Agencies. Traditionally it has been maintained that temporary workers hired by Temporary Employment Agencies characterize themselves for presenting different intensity and stability in their attitudes than workers with a permanent labor relation, i.e. those directly contracted by the company that needs their workforce. The main objective of this paper is analyzed the intensity and evolution of the temporary workers attitudes, and is compared with the employees with permanent labour relation attitudes. In this sense it is evaluated the impact, and differences in attitudes like task to carry out commitment, work team commitment, job satisfaction, and work team satisfaction, among the employees of three different companies. Hypothesis 1: The kind of working relationship influences the intensity of the attitudes among the employees like commitment to the task, commitment with the work team, job satisfaction, and satisfaction with the work team. Hypothesis 2: The kind of working relationship influences the evolution of the attitudes among the employees . METHOD The present study is part of a wider research on the recruitment and selection processes through temporary employment agencies. The research design used is an experimental design with equivalent groups with three repeated measures: pre-test, first post-test and second post-test. Independent variable. Type of employment relationship with the company: Employee with permanent contracts (E-P). Employee with a temporary contract (E-T). Employee made available to the company by a temporary employment agency (E-TEA). Dependent variables . Work attitudes: Commitment to the task Commitment with the work team, Job satisfaction Satisfaction with the work team The subjects of the three experimental groups were selecting from a sample of 321 employees. To ensure the validity of all employees must meet a number of requirements: 1. Working in groups. 2. To occupy the same job. 3. To perform tasks that do not require qualification 4. Working within the same industry . 5. To have the same level of training. 6. Start your working relationship with the company at the same time. The size of the three experimental groups (E-P, E-T, and E-TEA) was finally integrated by 6 employees who met all the conditions of the selection process. 14th European Congress of Work and Oganizational Psychology. 2009. Santiago de Compostela, Spain. RESULTS Questionnaire: CONCLUSION Generally, it is confirmed that hardly exists differences in the intensity and evolution of attitudes among temporary workers and workers with a permanent labor relation with the company. In this sense, the differences found are due to kind of company in which the workers carry out their tasks, more than to the type of labor relation existing with the organization. Variable Scales Items Reliability Commitment task Shultheiss & Brunstein (1999) Hollenbeck & Klein (1987) 3 0.72 Commitment work team Ellemers, De Gilder & Van Den Heuvel (1998) 5 0.81 Job satisfaction Hackman & Oldham (1980) González (1997) 5 0.78 Satisfaction work team Hackman & Oldham (1980) González (1997) 5 0.70 E-P E-T E-TEA E-P E-T E-TEA E-P E-T E-TEA Pre-test 1º Pos-test 2º Pos-test E-T E-TEA E-P 1 2 3 4 5 6 7 Pre-test 1º post-test 2º post-test Job satisfaction E-T E-TEA E-P

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Page 1: 14th European Congress Of Work And Organization Psychology

To evaluate the first hypothesis has been used Kruskal-Wallis , Mann-Whitney and Moses tests. The second hypothesis was evaluated by Friedman test.

In general, workers with a permanent labor relation they have lower intensity in all the attitudes assessed.

Commitment with the task and job satisfaction. No statistically significant differences in the Kruskal-Wallis tests among the groups

Commitment and satisfaction with the work team. There are statistically significant differences between the groups of employee with a temporary contract and employee made available to the company by a temporary employment agency, and with the group of employee with permanent contracts .

Evolution of workers attitudes. No statistically significant differences in the Friedman test among the groups . However, the E-TEA group is presenting greater stability in attitudes.

STUDY OF THE PROCESS OF LABOR SOCIALIZATION IN THE WORKERS MADE AVAILABLE BY MEANS OF TEMPORARY EMPLOYMENT AGENCIES

Luis González Fernández* & Lorenzo Rivares Sánchez**

*Department of Social Psychology

Faculty of Economics and Management

Universidad de Salamanca

**Grupo EULEN

AIMS

Since a long time ago it is necessary a study about the socialization processes and the variables implied in the new agents who regulate the labuor market, such as temporary workers hired by Temporary Employment Agencies. Traditionally it has been maintained that temporary workers hired by Temporary Employment Agencies characterize themselves for presenting different intensity and stability in their attitudes than workers with a permanent labor relation, i.e. those directly contracted by the company that needs their workforce.

The main objective of this paper is analyzed the intensity and evolution of the temporary workers attitudes, and is compared with the employees with permanent labour relation attitudes. In this sense it is evaluated the impact, and differences in attitudes like task to carry out commitment, work team commitment, job satisfaction, and work team satisfaction, among the employees of three different companies.

Hypothesis 1: The kind of working relationship influences the intensityof the attitudes among the employees like commitment to the task, commitment with the work team, job satisfaction, and satisfaction with the work team.

Hypothesis 2: The kind of working relationship influences the evolutionof the attitudes among the employees .

METHOD

The present study is part of a wider research on the recruitment and selection processes through temporary employment agencies.

The research design used is an experimental design with equivalent groups with three repeated measures: pre-test, first post-test and second post-test.

Independent variable. Type of employment relationship with the company:

• Employee with permanent contracts (E-P). • Employee with a temporary contract (E-T). • Employee made available to the company by a temporary

employment agency (E-TEA).

Dependent variables. Work attitudes:• Commitment to the task• Commitment with the work team,• Job satisfaction• Satisfaction with the work team

The subjects of the three experimental groups were selecting from a sample of 321 employees. To ensure the validity of all employees must meet a number of requirements:

1. Working in groups. 2. To occupy the same job. 3. To perform tasks that do not require qualification 4. Working within the same industry .5. To have the same level of training. 6. Start your working relationship with the company at the same

time.

The size of the three experimental groups (E-P, E-T, and E-TEA) was finally integrated by 6 employees who met all the conditions of the selection process.

14th European Congress of Work and Oganizational Psychology. 2009. Santiago de Compostela, Spain.

RESULTS

Questionnaire:

CONCLUSION

Generally, it is confirmed that hardly exists differences in the intensity and evolution of attitudes among temporary workers and workers with a permanent labor relation with the company. In this sense, the differences found are due to kind of company in which the workers carry out their tasks, more than to the type of labor relation existing with the organization.

Variable Scales Items Reliability

Commitment taskShultheiss & Brunstein (1999)Hollenbeck & Klein (1987)

3 0.72

Commitment work teamEllemers, De Gilder & Van Den Heuvel(1998)

5 0.81

Job satisfactionHackman & Oldham (1980) González (1997)

5 0.78

Satisfaction work teamHackman & Oldham (1980)González (1997)

5 0.70

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Pre-test 1º post-test 2º post-test

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