Organizational commitment of temporary workers is an important issue in human resource management context. A review of research articles reveals that, due to the three-way labour relationships, temporary workers do not feel fully committed to the organizations they work at. The research focuses on temporary employees of the temporary employment agency. The aim of the paper is to carry out a detailed analysis of organizational commitment of temporary staff members, to identify the predominant types of organizational commitment, which leads to identification of determinants of commitment, and also to determine the directions of its improvement. The survey found that none of the three types of commitment (affective, continuance and normative) was dominating. Nonetheless, it can be pointed out that the strongest commitment is the affective one, then follows that of continuance and the third one is the normative one. Temporary employees’ commitment to the organization is positively related to work environment, application of different skills for work, and autonomy. While shaping the organizational commitment of temporary employees, the determinants that are weakly expressed and the attention should be focused on are these: lack of career opportunities, lack of training, failure to provide financial well-being, feedback from the manager, and absence of a sense of security.
|Journal||Human resources management and ergonomics (HRM & E)|
|Publication status||Published - 2012|
- Temporary employment
- Temporary employee
- Temporary work user
Daciulyte, R., & Aranauskaite, A. (2012). Temporary employees’ organizational commitment and its determinants : analysis of temporary agency workers. Human resources management and ergonomics (HRM & E), 6(2), 31-44.