trabao_eawop_lisboa_2.ppt - THE IMPACT OF CONTRACT...

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THE IMPACT OF CONTRACT PERMANENCY AND PSYCHOLOGICAL CONTRACT ON EMPLOYEE WELL-BEING AND RELATED OUTCOMES José M. Peiró*, Hans de Witte**, Francisco Gracia*, Nele De Cuyper** *University of Valencia. Spain **University of Leuven. Belgium
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INTRODUCTION: CONTRACT PERMANENCY AND PSYCHOLOGICAL WELL-BEING Job flexibility is one of the ways companies use to adapt to global competition Temporary employment is a form of numerical flexibility since it concerns the fluctuation of the number of employees not belonging to the company Effects of contractual flexibility on employees. In the literature they are mainly viewed as problematic based on several theories: Deprivation theory (comparison between primary and secondary labour market), psychological contract and job stress theory
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INTRODUCTION: CONTRACT PERMANENCY AND PSYCHOLOGICAL WELL-BEING Temporary employment. Can it be used as an ‘objective’ indicator of job insecurity? If this would be the case and it has a negative impact on well-being, temporary workers should present lower levels of job satisfaction, life satisfaction and work self efficacy and higher levels of propensity to leave. However, results from the literature are not unequivocal. In their revision Quinlan et al. (2000) found a negative association between temporary work and occupational health and safety in 14 out of 24 studies.
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INTRODUCTION: THE ROLE OF VOLITION Under certain circumstances flexibility is also of interest for employees producing benefits for them. Volition of flexible types of contract could eliminate the negative effects of temporary contracts on psychological well-being.
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