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Relevant bibliographies by topics / Temporary employment

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Academic literature on the topic 'Temporary employment'

Author: Grafiati

Published: 4 June 2021

Last updated: 13 June 2025

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Journal articles on the topic "Temporary employment"

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De Cuyper, Nele, Hans De Witte, and Hetty Van Emmerik. "Temporary employment." Career Development International 16, no. 2 (2011): 104–13. http://dx.doi.org/10.1108/13620431111115587.

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Alba-Ramírez, Alfonso. "How temporary is temporary employment in Spain?" Journal of Labor Research 19, no. 4 (1998): 695–710. http://dx.doi.org/10.1007/s12122-998-1056-5.

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MONUSOVA, G. A. "TEMPORARY EMPLOYMENT IN EUROPE." World Economy and International Relations 62, no. 9 (2018): 36–47. http://dx.doi.org/10.20542/0131-2227-2018-62-9-36-47.

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Jaworska, Katarzyna. "TEMPORARY EMPLOYMENT OF TEACHERS." Roczniki Administracji i Prawa specjalny, no. XXI (2021): 479–86. http://dx.doi.org/10.5604/01.3001.0015.6186.

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The employment of teachers is stable. The preferred legal form of performing work is an employment relationship for an indefinite period. Employment under a fixed-term employment contract is exceptionally permissible. The Teacher’s Charter identifies four such situations. This does not mean that temporary employment may last for many years. The legislator introduced special mechanisms limiting the duration of these contracts. Exceeding the limit indicated in the act results in the transformation by operation of law into an unlimited employment relationship. Also, unlawful entrustment of work for a specified period of time will result in the transformation of the employment relationship into an indefinite period.

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Viccars, Che. "Temporary Employment in Australia." International Migration 31, no. 2-3 (1993): 285–99. http://dx.doi.org/10.1111/j.1468-2435.1993.tb00704.x.

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Muzzolon, Cristina, Andrea Spoto, and Giulio Vidotto. "Why choose a temporary employment?" International Journal of Manpower 36, no. 8 (2015): 1146–63. http://dx.doi.org/10.1108/ijm-06-2013-0136.

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Purpose – The literature on volition indicates that the only dichotomous measure that differentiates voluntary from involuntary temporary workers is unable to fully explain temporary workers’ attitudes. There are more detailed explanations of why workers choose temporary work. The purpose of this paper is to develop and validate a scale of reasons for choosing temporary employment. Design/methodology/approach – The study is divided into two parts. In the first part, 32 items were selected based on the literature. They were administered to a sample of 337 Italian temporary agency workers. Then, an exploratory factor analysis was used. In the second part of the study, previous findings were subjected to a confirmatory factor analysis (CFA) considering a sample of 325 Italian temporary agency workers. Findings – A two-factor solution (i.e. integrated regulation and identified regulation) emerged from the CFA. The authors present the scale with means and standard deviations for the measurement of the constructs. The integrated regulation subscale appears sensitive enough to differentiate the contract preference. Research limitations/implications – The two samples were from a single temporary work agency, thus they did not represent the entire heterogeneous population of temporary workers. Originality/value – This study proposes a first attempt to construct a questionnaire about the reasons for choosing temporary employment in Italy that raises questions about how institutional factors within various labor markets influence issues of volition and employment contract choice.

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Florek, Ludwik. "LEGAL BASIS FOR TEMPORARY EMPLOYMENT." Roczniki Administracji i Prawa specjalny, no. XXI (2021): 275–85. http://dx.doi.org/10.5604/01.3001.0015.6127.

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Temporary employment is based on a modified employment relationship. Its essence is to recognize the entity using the employee’s work as the employer user. This allows him to be relieved of some of the duties of the employer who takes over the temporary employment agency. This makes it easier for employers to hire an employee in the short term. This also creates additional jobs. On the other hand, this entails the development of a legal basis for such employment. There may also be doubts as to who is in charge of certain obligations of the employer.

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Erickcek, George A., Susan N. Houseman, and Arne L. Kalleberg. "Temporary Employment in Auto Supply." Employment Research 9, no. 1 (2002): 6. http://dx.doi.org/10.17848/1075-8445.9(1)-3.

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Giesecke, J. "Temporary Employment: Chance or Risk?" European Sociological Review 19, no. 2 (2003): 161–77. http://dx.doi.org/10.1093/esr/19.2.161.

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Dobrowolska, Małgorzata. "PSYCHOLOGICAL COSTS OF TEMPORARY EMPLOYMENT." sj-economics scientific journal 6 (December 30, 2008): 47–54. http://dx.doi.org/10.58246/sjeconomics.v6i.539.

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Dissertations / Theses on the topic "Temporary employment"

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Waenerlund, Anna-Karin. "Temporary employment and illness." Doctoral thesis, Umeå universitet, Institutionen för folkhälsa och klinisk medicin, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-80095.

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Background: It is debated whether temporary employment compared to permanent employment entails an elevated risk of illness or not, as the empirical studies have not shown a unified picture. Since a significant part of the Swedish workforce is currently working under temporary employment contracts, it is important for public health research to pay close attention to what the implications in terms of illness might be. Therefore the aim of this thesis was to explore the relationship between temporary employment and illness. Methods: This thesis was based on data from the Northern Swedish Cohort, consisting of all pupils in grade 9 in Luleå in 1981 (n=1083). The cohort was followed with extensive questionnaires. The latest follow-up was performed in year 2007, when 94% participated. To analyse the quantitative questionnaire data, logistic regression and trajectory analysis were used. A qualitative method, Grounded Theory, was also applied in this thesis to analyse interviews performed in 2011, with a strategic selection of 12 participants from the cohort. Results: Quantitative data showed that temporary employees had overall higher odds ratios for illness in terms of psychological distress and non-optimal self-rated health compared to permanent employees. This general difference in odds ratios was evident irrespective of how temporary employment was measured as well as after control for earlier health status and confounders. The qualitative analysis gained insight into temporary employment as social processes of: underling the driving force for employment; working hard for a job. The structural conditions emerged in terms of, being used and exploited on the labour market and these conditions were related to the individual strategies of adaptation and coping. In the intersection of agency, structural conditions and adaption, emotional and bodily reactions emerged, such as being worn out, worried and wrathful. Conclusion: Illness is unevenly distributed between temporary and permanent employees, with temporary employees being the unfavourable group. Striving for good and evenly distributed health conditions in the population, policy makers should aim at reducing the number of employees working in temporary contracts. In addition, there is a need to improve surveillance of the health situation among temporary employees and to reduce unfavourable conditions, such as job and financial insecurity and unemployment, among temporary employees.

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Pauw, Julius Bremer. "Statutory regulation of temporary employment services." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1019715.

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This treatise specifically explores section 198 of the Labour Relations Act, 66 of 1995, which regulate temporary employment service. However, before one can assess this section in particular, other legislation has to be considered dealing with temporary employment services, read in conjunction with the Constitution of the Republic of South Africa Act 108 of 1996 (hereinafter the “Constitution”), as all legislation is subject thereto. As summarised by Navsa AJ in the judgment of Sidumo& Another v Rustenburg Platinum Mines Ltd & Others: “The starting point is the Constitution. Section 23(1) of the Constitution of the Republic of South Africa, 1996 provides that everyone has the right to fair labour practices”. The Labour Relations Act, 66 of 1995 (hereinafter the “LRA”) is also subject to the Constitution, and section 198 has to be evaluated and assessed against the Constitution as is set out in section 1 of the LRA, which provides that: “The purpose of this Act is to advance economic development, social justice, labour peace and the democratisation of the workplace by fulfilling the primary objects of this Act, which are (a) to give effect to and regulate the fundamental rights conferred by section 27 of the Constitution...” The LRA was drafted while the Interim Constitution was in effect, this being the reason why section 1(a) refers to section 27 of the Constitution, the Interim Constitution, and not the final Constitution, which was enacted in 1996. The Honourable Justice Conradie held in NAPTOSA & others v Minister of Education, Western Cape & others [2001] 22 ILJ 889 (C): “that the effect of section 1(a) is to ensure that the LRA “[marries] the enforcement of fundamental rights with the effective resolution of labour dispute temporary employment service . . . If an employer adopts a labour practice which is thought to be unfair, an aggrieved employee would in the first instance be obliged to seek a remedy under the LRA. If he or she finds no remedy under that Act, the LRA might come under constitutional scrutiny for not giving adequate protection to a constitutional right. If a labour practice permitted by the LRA is not fair, a court might be persuaded to strike down the impugned provision. But it would, I think, need a good deal of persuasion”. The Constitution and the LRA lay the basis for temporary employment services in the South African law context, and are the primary laws dealing with this topic. Although the main focus of the treatise is section 198 of the LRA in dealing with temporary employment services, it is evident that secondary labour legislation also regulates temporary employment services. It is noteworthy that each piece of legislation has different requirements and/or essentials regulating temporary employment services, even though some of the legislation have very similar provisions. Secondly, each of the pieces of legislation also determines and attaches different meanings to who the real employer is. This is important so as to establish who, as between the temporary employment service and its client, may be held liable for obligations arising out of the employment relationship. A tripartite relationship is created by temporary employment service arrangements, in that there is the temporary employment services –client relationship, the temporary employment service’s employer - employee relationship and the client –employee relationship, each with its own rights, obligations, and requirements for termination. A further focus of the treatise is the problems experienced in the employment relationship between the temporary employment service and its employees and the termination of the relationship. The difficulties and potential unfairness arising from termination of the relationship between the temporary employment service and its employees have resulted in legislative developments and proposed amendments, most notably the repeal of section 198. These proposals are discussed herein, including the question of whether section 198 should be repealed, or whether temporary employment services should be more strenuously regulated in order to resolve the problems being experienced with the application of section 198 in its present form. It is proposed in conclusion that temporary employment services be more strenuously regulated, as the repeal of section 198 will not be socially and economically beneficial to the workforce of South Africa, nor the Labour Market. Further, it would be contrary to the Constitution and purpose of the Labour Relations Act.

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Masters, John K. (John Kendall). "Predicting the Use of External Labor Arrangements: A Transaction Costs Perspective." Thesis, University of North Texas, 1998. https://digital.library.unt.edu/ark:/67531/metadc277753/.

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Firms' use of external labor arrangements (ELAs), such as temporary, contract and seasonal workers, has become increasingly prevalent over the last two decades. Despite the increasing importance of this phenomenon, little is known about firms' reasons for using ELAs. Most research to date has been exploratory, using qualitative methods or archival data not well suited to the constructs. The result of this research has been a long and often contradictory list of proposed antecedents of ELA use. In this study, I tested the ability of the transaction costs theory to predict when firms will fill a given job using an ELA rather that a permanent employment relationship. According to this theory, three characteristics of the job will determine whether the job will be filled using an ELA: transaction-specific investment, likelihood of repetition, and uncertainty of performance. Firms will be less likely to staff a given job using an ELA when the job requires investment in idiosyncratic skills, when the firm is likely to require a person with that set of skills regularly, and when performance in that job is difficult to measure.

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Zijl, Marloes. "Economic and social consequences of temporary employment." Amsterdam [etc.] : Amsterdam : Tinbergen Institute ; Universiteit van Amsterdam [Host], 2006. http://dare.uva.nl/document/23908.

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Van, Arsdale David G. Bogdan Robert. "Waiting for work: a study of temporary help workers." Related Electronic Resource: Current Research at SU : database of SU dissertations, recent titles available full text, 2003. http://wwwlib.umi.com/cr/syr/main.

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Strydom, Masunet. "The status of employees employed by temporary employment services." Thesis, Nelson Mandela University, 2017. http://hdl.handle.net/10948/13680.

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The traditional employer-employee relationship came under an increased threat the past two decades with employers finding the option of utilising the services of Labour Brokers more attractive. Various reasons existed for this tendency amongst employers to opt for the use of Labour Brokers, some of these reasons being valid but mostly some reasons being born out of fear for the unknown labour law duties and obligations that were proposed to be placed on employers post 1994. In the absence of an action plan between the role players in the labour fraternity pathing the way traditional employer-employee relationships could be salvage, employers resorted to the appointment of Labour Brokers and Government on their part retaliated by considering either the total ban of Labour Brokers or the regulation of the profession to such an extent that same became largely unattractive and problematic. The non-addressing of problems and fears faced with by employers post 1994 resulted in an opportunity waisted to narrow the gap between employers and employees with the fight over work force power being the more important factor taken into consideration. This treatise will explore the options that faced the roll players post 1994 in the labour market, the reason for choices made and the effect same has had since on the labour market. The problematic amendments made to Section 198 of the Labour Relations Act in an attempt to iron out the wrinkles poor choices made by the stake holders over the regulations of Labour Brokers, will be discussed. The ripple effect the amendments to Section 198 of the Labour Relations Act had on other pieces of South African legislation will be considered and the uncertainty and confusion it has created discussed. Specific attention needs to be drawn to the intention of the legislature as to which party, the Labour Broker or employer, will be responsible for the ramifications of the wrong doings of an employee. Also, which party will be responsible to the employee to fulfil its labour rights as granted in the Constitution of South Africa. Unleashing reaction to the regulations of Temporary Employment Services does not seem to be a problem, the problem arises where the regulations proposed did not unleashed the desired reaction and roll players finding themselves frustrated and with having no alternative as to turn the Courts to solve the largely self-inflicted conundrum. The courts are left with the task of clarifying the legislature’s true intension in amending section 198 of the Labour Relations Act, which impact the writer with all due respect do not think the legislature even appreciated when the amendments were drafted. Currently, there is dividing views on the future of Labour Brokers per se in South Africa and the interpretation concerning Section 198 of the Labour Relations Act, as amended. The focus of this treatise is to highlight the different interpretations given to these amendments this far and highlight that if it is in fact the wish of stake holders in the Labour fraternity that Labour Brokers should continue to exist, clarification is needed by our Constitution Court on certain vital issues and as discussed in this treatise.

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Van, Der Merwe Christine. "Creating a new underclass : labour flexibility and the temporary employment services industry." Thesis, Rhodes University, 2010. http://hdl.handle.net/10962/d1003079.

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The core of the research focuses on the Temporary Employment Services (TES) Industry and its ability to provide labour flexibility for a number of client firms. The underlying notion that work is changing and becoming more flexible creates an exploratory realm for the concept of non-standard employment. The thesis draws on the conceptual model of the „flexible firm‟ and argues that the rise in non-standard forms of employment, particularly temporary employment within the TES industry, is primarily a result of the demand for labour flexibility. The TES industry that offers „labour on demand‟ is found to be an extremely secretive industry that is diverse in both its structure and services. The thesis reveals that the clients within the triangular employment relationship (TER) are reaping the most benefits especially with regard to escaping their obligations as the employer. The thesis explores human resource practices, unfair labour practices and the extensive loopholes exploited by the TES industry because of poor regulation. Consequently, the industry creates an „underclass‟ that is unprotected, insecure and easily exploitable. Qualitative research techniques were used in the form of semi-structured interviews. The thesis provides insights into the demand and supply of temporary workers in Port Elizabeth and addresses the problems associated with a TER and the TES industry as a whole.

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Wong, Kam-fong Winky, and 黃錦芳. "Temporary work in Japan and Hong Kong: the situation of female workers." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2004. http://hub.hku.hk/bib/B29293182.

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Wallace, Leslie Renee. "The emergent contingent workforce." Diss., Connect to a 24 p. preview or request complete full text in PDF format. Access restricted to UC campuses, 2008. http://wwwlib.umi.com/cr/ucsd/fullcit?p3291253.

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Thesis (Ph. D.)--University of California, San Diego, 2008.<br>Title from first page of PDF file (viewed Feb. 14, 2008). Available via ProQuest Digital Dissertations. Vita. Includes bibliographical references.

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Schrantz, John R. "Employment of construction workers through temporary labor agencies in Florida." [Gainesville, Fla.] : University of Florida, 2006. http://purl.fcla.edu/fcla/etd/UFE0014396.

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Books on the topic "Temporary employment"

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Nielen, Sebastian. Trade Credit and Temporary Employment. Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-29850-4.

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Group, Entrepreneur, ed. Temporary help service. 4th ed. Entrepreneur Group, 1993.

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Andersson, Pernilla. Other forms of employment: Temporary employment agencies and self-employment. IZA, 2004.

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Shabannia Mansour, Mehdi, and Kamal Halili Hassan. Job Security and Temporary Employment Contracts. Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-319-92114-3.

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Kamimura, Gary. Temporary help supply employment in Washington. Washington State Employment Security, Labor Market and Economic Analysis Branch (Mail Stop 6000 P.O. Box 9046 Olympia, WA 98507-9046), 1997.

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Victoria. Parliament. Economic Development Committee. Inquiry into labour hire employment in Victoria: Final report. Government Printer, 2005.

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Enterprises, Marketdata, ed. The U.S. temporary help services industry. 4th ed. Marketdata Enterprises, 1999.

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Casey, Bernard. Temporary employment: Practice and policy in Britain. Policy Studies Institute in association with the Anglo-German Foundation, 1988.

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Society for Human Resource Management (U.S.). Alternative staffing survey. Society for Human Resource Management, 1999.

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Reilly, Cathy. The temp factor: A guidebook on temporary employment for the job seeker and temporary employee. Universal-Publishers, 2011.

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Book chapters on the topic "Temporary employment"

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Cuyper, Nele, and Hans Witte. "Temporary Employment." In Encyclopedia of Quality of Life and Well-Being Research. Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-007-0753-5_2994.

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De Cuyper, Nele, and Hans De Witte. "Temporary Employment." In Encyclopedia of Quality of Life and Well-Being Research. Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-17299-1_2994.

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De Cuyper, Nele, and Hans De Witte. "Temporary Employment." In Encyclopedia of Quality of Life and Well-Being Research. Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-319-69909-7_2994-2.

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Florek, Ludwik. "Temporary Employment and the Employment Relationship." In Prekarisierung und soziale Entkopplung – transdisziplinäre Studien. Springer Fachmedien Wiesbaden, 2020. http://dx.doi.org/10.1007/978-3-658-28511-1_11.

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Alfageme, Alfredo. "Temporary Exit from Employment." In Learning across Generations in Europe. SensePublishers, 2014. http://dx.doi.org/10.1007/978-94-6209-902-9_8.

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Bertolini, Alessio. "Employment Experience." In Temporary Agency Workers in Italy and the UK. Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-40192-4_3.

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Consiglio, Stefano, and Luigi Moschera. "Employment Agency and Temporary Work Agency." In Temporary Work Agencies in Italy. Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-44541-0_2.

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Shabannia Mansour, Mehdi, and Kamal Halili Hassan. "Job Security and Temporary Employment Contracts: A Theoretical Analysis." In Job Security and Temporary Employment Contracts. Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-92114-3_1.

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Shabannia Mansour, Mehdi, and Kamal Halili Hassan. "Job Security and Temporary Employment Contract in the Context of United Nation’s Instruments." In Job Security and Temporary Employment Contracts. Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-92114-3_2.

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Shabannia Mansour, Mehdi, and Kamal Halili Hassan. "ILO Standards on Job Security and Temporary Employment Contracts." In Job Security and Temporary Employment Contracts. Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-92114-3_3.

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Conference papers on the topic "Temporary employment"

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Petrović, Jovana. "USLUGE AGENCIJA ZA PRIVREMENO ZAPOŠLjAVANjE." In XV Majsko savetovanje: Sloboda pružanja usluga i pravna sigurnost. University of Kragujevac, Faculty of Law, 2019. http://dx.doi.org/10.46793/xvmajsko.527p.

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Temporary agency work is an atypical form of employment that is becoming more frequently used as an alternative to standard labour relationship. It is a complex, ‘triangular’ legal relationship, which involves temporary-work agency, employee employed by the agency and a user firm, to which the agency assigns the employee. This is not a new legal institute, but it has become popular and somewhat legally regulated in the territory of the former SFRY in the last ten years. The Republic of Serbia does not have regulations that would regulate this specific issue, although these agencies exist in practice and in large numbers operate in the labor market of Serbia. However, Serbia has taken a step on the road to that. Namely, the Ministry of Labor has published the Draft Law on Agency Employment with the aim of providing legitimate employment and guaranteeing a working position of the transferred workers who are guaranteed to the employees with the employer. By introducing the legal framework for work through the temporary employment agency, the labor legislation of the Republic of Serbia is harmonized with the international standards of the ILO and the EU. By clearly defining the temporary employment agencies and specifying the conditions for their work, the rights and obligations of persons who conclude an employment contract with the temporary employment agency for the purpose of assigning temporary employment to the employer, and other mutual rights and obligations of the employees, agencies and employers of the users, This area and maximally protect the so-called. agency employees. Namely, agency employees will receive equal wages and other basic working conditions, safety and health at work and other working conditions applicable to employees directly employed by the employer-user (according to which the order and instructions of the agency employee work).

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Šobot, Ankica. "Employment, Gender Equality and Family Policies: A Comparative Analysis of Post-Yugoslav Countries and the European Union." In Population in Post-Yugoslav Countries: (Dis)Similarities and Perspectives. Institute of Social Sciences, 2024. http://dx.doi.org/10.59954/ppycdsp2024.5.

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The gender perspective of economic activity implies the observation and explanation of differences between women and men. According to feminist literature, gender economic differences are a result of cultural norms that shape the asymmetrical division of gender roles in the private sphere. On the one hand, part-time employment is a form that has contributed to economic activity and women's employment, but on the other hand, it is more common among women and therefore contributes to the gender pay gap. Besides, the gender-specific nature of temporary contract employment shows that employment uncertainty is more prevalent among women. We explore the employment of young and middle-aged women in some post-Yugoslav countries, using LFS indicators from the Eurostat database, in a comparative perspective. Over the last ten years, Slovenia has consistently ranked among the countries with a high rate of economic activity for women aged 25-54. In 2022, the rate is the highest in Europe, reaching 90.5%. Additionally, the employment of women aged 20-49 who had children under the age of six is one of the highest in Europe. In 2021, the rate was 82.7%, which is 12 percentage points lower than men, marking one of the lowest gender gaps in the EU. In Croatia and Serbia, the rates are lower, and gender disparities are greater compared to Slovenia. However, these disadvantages are particularly pronounced in Serbia, where economic activity is over 10 pp lower and employment is almost 20 pp lower than in Slovenia. Although part-time employment is more common in Slovenia than in the other two post-Yugoslav countries, the percentages are significantly lower than the EU(27) average. In Slovenia, part-time employment was present in 11.5% of employed women aged 20-49 who had one child under the age of six, in 19.7% who had two, and in 25.7% who had three children of this age. In Croatia and Serbia, the percentages were almost 5 to 7% for women who had one or two children and between 11 to 12% for those who had three children under the age of six. Regarding temporary contracts, the percentage of employed women aged 25-54 years is lower in Slovenia (in 2021 - 9.1%) than in EU(27) (11.6%). Temporary contract employment is more prevalent in Serbia (19.0%) compared to Croatia (13.0%). This topic is important due to the issues of gender equality and family policies aimed at optimal conditions for decisions regarding parenthood and childbirth. The high employment rate of women in Slovenia and the relatively less prevalent part-time employment suggest the need for work-family reconciliation policies that support the full-time employment of both parents. In the other two post-Yugoslav countries, there is a need to boost the economic activity and employment of young and middle-aged women, as well as decrease temporary employment. Less favourable indicators are more pronounced in Serbia than in Croatia. The achievement of gender equality implies not only equality in employment but also the absence of gender-specific forms of employment that contribute to gender economic inequality.

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Mattila, Susanna, Kati Ylikahri, Leena Rekola, and Niko Cajander. "Strengths and Development Needs in Temporary Agency Work: Temporary Work Agency Managers’ Perspective." In Human Systems Engineering and Design (IHSED 2021) Future Trends and Applications. AHFE International, 2021. http://dx.doi.org/10.54941/ahfe1001117.

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In temporary agency work (TAW), the temporary work agency and the user company have employer responsibilities related to the occupational safety and health of the temporary agency workers. The aim of the study was to investigate strengths and development needs in TAW as perceived by managers of temporary work agencies. Semi-structured interviews were conducted to collect data from 19 managers at 10 temporary work agencies. The data were analyzed using qualitative content analysis. The results show that TAW is a flexible and valuable option for facilitating employment. However, there is room for developing TAW practices and procedures with the co-operation of temporary work agencies, temporary agency workers, and user companies. The findings of this study contribute to development of the occupational safety, health, and well-being of agency workers, and sustainable TAW.

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Vives, Alejandra, Francisca González, and Joan Benach. "S09-1 What measure to use for monitoring and research on precarious employment? comparison of the multidimensional employment precariousness scale and the temporary employment indicator." In Occupational Health: Think Globally, Act Locally, EPICOH 2016, September 4–7, 2016, Barcelona, Spain. BMJ Publishing Group Ltd, 2016. http://dx.doi.org/10.1136/oemed-2016-103951.293.

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Vives, Alejandra, Francisca González, and Joan Benach. "S05-5 Employment conditions as determinants of psychological wellbeing among workers in chile: association of temporary employment, job insecurity and employment precariousness with job satisfaction and mental health." In Occupational Health: Think Globally, Act Locally, EPICOH 2016, September 4–7, 2016, Barcelona, Spain. BMJ Publishing Group Ltd, 2016. http://dx.doi.org/10.1136/oemed-2016-103951.277.

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Vaskovi, Agnes, and Anna Horvath. "Women in atypical careers - labour market analysis in the cee countries." In 38th ECMS International Conference on Modelling and Simulation. ECMS, 2024. http://dx.doi.org/10.7148/2024-0118.

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In our study, we explore atypical forms of employment as a potential incentive for women's labour market participation. The main research question is, "How can women choosing atypical forms of employment be distinguished from their inactive counterparts?" In other words, we seek to identify specific personal characteristics of women opting for atypical forms of employment over inactivity. We utilize the EUROSTAT Labour Force Survey microdata for 10 Central and Eastern European (CEE) countries, focusing on a sample of approximately 54,000 female respondents aged 18-64 from the total dataset of around 220,000 individuals. We identify atypical workers as those engaged in temporary or part-time employment. Following detailed variable transformation preparation, our multivariate logistic regression model reveals that women with higher education living in greater cities are more likely to choose atypical employment. Regarding age, those in their forties (40-49 years old) are more inclined towards atypical employment as an alternative to inactive, stay-at-home roles.

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Raonić, Rajko, and Olgica Raonić. "SERVICES OF EMPLOYMENT AGENCIES IN MONTENEGRO." In International scientific conference challenges and open issues of service law. Vol. 2. University of Kragujevac, Faculty of law, 2024. http://dx.doi.org/10.46793/xxmajsko2.251r.

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The operation and practice of private employment agencies today has become a real and major problem of labor relations. After completing their studies, due to the impossibility of finding a job, many young people try to find a "quick" job through these private agencies. The flexibilization and deregulation of the labor market led to the emergence of agencies and made the labor market in the 21st century a fertile ground for further development and the continued existence of these agencies. as an intermediary in the labor market. What makes these agencies the basis for a real complaint is the legal indeterminacy and therefore the negligence of the participants in the employment relationship in them, this is especially so if we take into account that in some countries such as Montenegro, work through agencies is not regulated in detail, but it is legal the regulation provided for in only a few articles in the currently valid Labor Law, as well as the fact that this form of employment is handed over only after the necessary changes from 2011. The work in question consists of two parts, definition of private, agencies symptomatic of this form of employment, in certain countries of the region, while the second part of the paper is based on the current normative definition of this form employment in Montenegro with the comparative practice of the European Court of Justice. In the paper, the authors try to approximate the operation of agencies for temporary employment in the countries of the region, as well as to approximate how they operate on the territory of Montenegro with the comparative practice of the European Court, which is against the background of additional elaboration and interpretation of individual articles of Directive 2008/104/E3З

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Shi-Juan, Cui, Yang Hong-Mei, Fu Ting-Ting, and Xi Yan-Yan. "An Empirical Study on the Relationship Between Institutional Logic, Temporary Employment Behavior and Firm Performance." In 2017 International Conference on Management Science and Engineering (ICMSE). IEEE, 2017. http://dx.doi.org/10.1109/icmse.2017.8574469.

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Liu, Bolin, Yulei Tao, Yalan Hu, and Long Li. "Studying temporary employment strategies in photovoltaic grid-connected projects below 10kV: focusing on photovoltaic system integration." In Second International Conference on Physics, Photonics, and Optical Engineering (ICPPOE 2023), edited by Yingkai Liu. SPIE, 2024. http://dx.doi.org/10.1117/12.3026955.

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Trost, Marco, Thorsten Claus, and Frank Herrmann. "Employment Of Temporary Workers And Use Of Overtime To Achieve Volume Flexibility Using Master Production Scheduling: Monetary And Social Implications." In 35th ECMS International Conference on Modelling and Simulation. ECMS, 2021. http://dx.doi.org/10.7148/2021-0213.

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Flexibility and in particular volume flexibility is an important topic for industrial manufacturing companies. In this context, the harmonization of the available and required capacity is a central task, especially with increasing fluctuations in customer demand. In classical approaches, this is considered only by the use of additional capacities and there are only a few approaches that combine aspects of personnel planning with production planning. Therefore, this article presents a linear optimization model for master production scheduling that includes aspects of personnel requirements planning. It is used to investigate different strategies for the use of overtime and temporary workers in order to achieve different levels of volume flexibility. With regard to the monetary and social impacts, the results indicate that overtime has a stronger influence to achieve volume flexibility than the use of temporary workers. However, both are affected by substantial deficits in human working conditions. But the results also imply a promising potential for improving the social aspects without a significant increase in costs.

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Reports on the topic "Temporary employment"

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Houseman, Susan N., and Carolyn J. Heinrich. Temporary Help Employment in Recession and Recovery. W.E. Upjohn Institute, 2015. http://dx.doi.org/10.17848/wp15-227.

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Boeheim, Rene, and Ana Rute Cardoso. Temporary Help Services Employment in Portugal, 1995-2000. National Bureau of Economic Research, 2007. http://dx.doi.org/10.3386/w13582.

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Autor, David H., and Susan N. Houseman. Temporary Agency Employment as a Way out of Poverty? W.E. Upjohn Institute, 2005. http://dx.doi.org/10.17848/wp05-123.

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Autor, David, and Susan Houseman. Temporary Agency Employment as a Way out of Poverty? National Bureau of Economic Research, 2005. http://dx.doi.org/10.3386/w11742.

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Houseman, Susan N., Arne L. Kalleberg, and George A. Erickcek. The Role of Temporary Agency Employment in Tight Labor Markets. W.E. Upjohn Institute, 2003. http://dx.doi.org/10.17848/wp01-73.

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Heinrich, Carolyn, Peter Mueser, and Kenneth Troske. The Role of Temporary Help Employment in Low-wage Worker Advancement. National Bureau of Economic Research, 2007. http://dx.doi.org/10.3386/w13520.

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Kvasnicka, Michael. Does Temporary Help Work Provide a Stepping Stone to Regular Employment? National Bureau of Economic Research, 2008. http://dx.doi.org/10.3386/w13843.

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Autor, David. Outsourcing at Will: Unjust Dismissal Doctrine and the Growth of Temporary Help Employment. National Bureau of Economic Research, 2000. http://dx.doi.org/10.3386/w7557.

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Estevao, Marcello, and Saul Lach. The Evolution of the Demand for Temporary Help Supply Employment in the United States. National Bureau of Economic Research, 1999. http://dx.doi.org/10.3386/w7427.

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Auciello-Estévez, Iván, Josep Pijoan-Mas, Pau Roldan-Blanco, and Federico Tagliati. Dual labor markets in Spain:a firm-side perspective. Banco de España, 2023. http://dx.doi.org/10.53479/29869.

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Using comprehensive balance-sheet data for Spain, we document the use of fixed-term and open-ended contracts by firms over the period 2004-2019. We show that the use of temporary contracts is very heterogeneous across firms, with the distribution of the temporary share being severely right-skewed: the median share of temporary employment is only 3%, while the average is 18%. Part of this variation is related to the sector and region where firms operate as well as to the macroeconomic cycle. However, around 80% of the variation reflects differences across firms operating in the same industry, in the same location and at the same point of the business cycle. At the individual level, even after controlling for sector and region, we observe that larger and younger firms make more extensive use of temporary contracts.

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