1. STUDY OF THE PROCESS OF LABOR SOCIALIZATION IN THE WORKERS
MADE AVAILABLE BY MEANS OF TEMPORARY EMPLOYMENT AGENCIES
Luis González Fernández* & Lorenzo Rivares Sánchez**
AIMS
*Department of Social Psychology
Since a long time ago it is necessary a study about the socialization Faculty of Economics and Management
processes and the variables implied in the new agents who regulate the
labuor market, such as temporary workers hired by Temporary
Universidad de Salamanca
Employment Agencies. Traditionally it has been maintained that **Grupo EULEN
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. Questionnaire:
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 .
Variable Scales Items Reliability
Shultheiss & Brunstein (1999)
Commitment task 3 0.72
METHOD Hollenbeck & Klein (1987)
Ellemers, De Gilder & Van Den Heuvel
Commitment work team 5 0.81
The present study is part of a wider research on the recruitment and (1998)
selection processes through temporary employment agencies. Hackman & Oldham (1980)
Job satisfaction 5 0.78
González (1997)
The research design used is an experimental design with equivalent Satisfaction work team
Hackman & Oldham (1980)
5 0.70
groups with three repeated measures: pre-test, first post-test and second González (1997)
post-test.
Independent variable. Type of employment relationship with the
company: RESULTS
• Employee with permanent contracts (E-P). To evaluate the first hypothesis has been used Kruskal-Wallis , Mann-
• Employee with a temporary contract (E-T). Whitney and Moses tests. The second hypothesis was evaluated by
• Employee made available to the company by a temporary Friedman test.
employment agency (E-TEA).
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
E-P E-P E-P significant differences in the Kruskal-Wallis tests among the groups
E-T E-T E-T 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
E-TEA E-TEA E-TEA company by a temporary employment agency, and with the group of
employee with permanent contracts .
Pre-test 1º Pos-test 2º Pos-test
E-T
Dependent variables. Work attitudes:
E-P
• Commitment to the task E-TEA
• Commitment with the work team,
• Job satisfaction Evolution of workers attitudes. No statistically significant differences
• Satisfaction with the work team in the Friedman test among the groups . However, the E-TEA group is
presenting greater stability in attitudes.
The subjects of the three experimental groups were selecting from a
sample of 321 employees. To ensure the validity of all employees must 7
meet a number of requirements: 6
1. Working in groups.
Job satisfaction
5
2. To occupy the same job.
E-T
3. To perform tasks that do not require qualification 4
E-TEA
4. Working within the same industry . 3 E-P
5. To have the same level of training.
6. Start your working relationship with the company at the same 2
time. 1
Pre-test 1º post-test 2º post-test
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 CONCLUSION
process.
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.
14th European Congress of Work and Oganizational Psychology. 2009. Santiago de Compostela, Spain.