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Saija Mauno, University of Jyväskylä Anne Mäkikangas, University of Jyväskylä

Saija Mauno, University of Jyväskylä Anne Mäkikangas, University of Jyväskylä Ulla Kinnunen, University of Tampere FINLAND. The effects of long-term temporary work compared to permanent work on perceived work characteristics and well-being: A three-wave study. TempWell. EUROCIETT MEETING

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Saija Mauno, University of Jyväskylä Anne Mäkikangas, University of Jyväskylä

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  1. Saija Mauno, University of Jyväskylä Anne Mäkikangas, University of Jyväskylä Ulla Kinnunen, University of Tampere FINLAND The effects of long-term temporary work compared to permanent work on perceived work characteristics and well-being: A three-wave study TempWell EUROCIETT MEETING LEUVEN, 27.10-28.10. 2011

  2. Background We lack information whether long-term temporary work has negative effects on employees’ work experiences and well-being When temporary job contract becomes longer it might have negative effects on employees’ in line with the ’trap-hypothesis’ Eearlier longitudinal studies are few and partly consistent with this reasoning (see Kompier et al. 2009; Mauno et al. 2011; Parker et al. 2002) In Finland, also long-term temporary contracts are possible, and do exist in certain fields, providing a good starting point to examine their long-term effects

  3. Aim and Hypothesis To investigate whether long-term temporary employees report negative, or even positive, changes in their perceived work characteristics and well-being over time Hypothesis: their experiences on work characteristics and well-being will become more negative over time (trap-view) Work characteristics: workload, insecurity, control, co-worker support & supervisory justice Well-being indicators: vigor at work, job satisfaction, job exhaustion, stress symptoms & life satisfaction Long-term temporary employees, LTT-group, had the fixed-term contract at minimum for 3 years Long-term permanent, LTP-group, employees formed the comparison group

  4. Participants • On-going research project ”Are temporary workers a disadvantaged group?”/Academy of Finland • For more, see De Cuyper et al. 2011; Kinnunen et al. 2011; Kirves et al. 2011; Mauno et al. 2011 • Participants represented Finnish university employees from two rather similar universities • Temporary contracts are very common in Finnish universities (50-60%) • On-line questionnaire was filled out in three waves • 2008=T1, 2009=T2, 2010=T3 • Altogether 926 participants in all three waves • Of them, 318 were in LTT-group and 297 in LTP-group: N = 615 (66% of all T1, T2, T3 respondents)

  5. Group Differences at T1 in Backgrounds * The difference is statistically significant. Typical/higher for this group.

  6. Measures

  7. Results on Group Differences for Work Characteristics & Well-being Analysis of Variance for Repeated Measures. Adjusted for gender, education and age Note. T=temporary employees, P=Permanent employees

  8. Figure 1: Job control

  9. Figure 2: Co-workersupport

  10. Figure 3: Justice

  11. Conclusions (1) • No decrease among LTT or LTP workers in well-being • Are some mediators involved, e.g., job characteristics? • Poorer work characteristics may cause poorer well-being • LTT workers reported a decrease in co-worker support and supervisoryjustice over time • Temporary workers have less job resources when temporary contract is getting a ’more permanent’ arrangement • An increase in support at T2 among LTP workers • Organizational changes in were launched at T2 • LTT workers in worse position in organizational changes?

  12. Conclusions (2) • A very modest decrease in job control among LTT workers, whereas LTP workers showed a very modest increase over time • LTT workers reported higher job control compared to LTP workers at each time point (strong main effect) • Position might matter: LTP workers are in high-status jobs, i.e., as professors, lecturers, senior researchers, implying more workload but also less job control • Strong main effect for workload (P > T) at T1, T2, T3 • LTT work means more perceived job insecurity • Very strong main effect at T1, T2, T3 (T > P) • Implications for well-being? Job insecurity is a severe stressor

  13. To Be Examined... • Does poorer work characteristics operate as mediators between contract type and well-being? • More negative changes found in work characteristics • See the findings by Kompier et al. 2009; Mauno et al. 2011 • Does age or earlier temporary career line moderate the relationships? • Older LTT workers -> more negative perceptions? • Earlier temporary working career -> more negative perceptions? • Contracttransitions were not yet investigated • 34% of the respondents were excluded from this study • Contract transitions complex in multi-wave data (small groups)

  14. Thanks for your attention! TempWell This study was supported by the Academy of Finland (grant numbers 124360, 218260) ask more: saija.mauno@jyu.fi

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