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Employment Arrangements (employment + arrangement)

Distribution by Scientific Domains

Business, Economics, Finance and Accounting	54%
Medical Sciences	45%

Selected Abstracts

Unwanted sexual advances at work: variations by employment arrangement in a sample of working Australians

AUSTRALIAN AND NEW ZEALAND JOURNAL OF PUBLIC HEALTH, Issue 2 2009
Anthony D. LaMontagne
Abstract Objective: We tested the hypothesis that the risk of experiencing unwanted sexual advances at work (UWSA) is greater for precariously-employed workers in comparison to those in permanent or continuing employment. Methods: A cross-sectional population-based telephone survey was conducted in Victoria (66% response rate, N=1,101). Employment arrangements were analysed using eight differentiated categories, as well as a four-category collapsed measure to address small cell sizes. Self-report of unwanted sexual advances at work was modelled using multiple logistic regression in relation to employment arrangement, controlling for gender, age, and occupational skill level. Results: Forty-seven respondents reported UWSA in our sample (4.3%), mainly among women (37 of 47). Risk of UWSA was higher for younger respondents, but did not vary significantly by occupational skill level or education. In comparison to Permanent Full-Time, three employment arrangements were strongly associated with UWSA after adjustment for age, gender, and occupational skill level: Casual Full-Time OR = 7.2 (95% Confidence Interval 1.7-30.2); Fixed-Term Contract OR = 11.4 (95% CI 3.4-38.8); and Own-Account Self-Employed OR = 3.8 (95% CI 1.2-11.7). In analyses of females only, the magnitude of these associations was further increased. Conclusions: Respondents employed in precarious arrangements were more likely to report being exposed to UWSA, even after adjustment for age and gender. Implications: Greater protections from UWSA are likely needed for precariously employed workers. [source]

One size does not fit all: Managing IT employees' employment arrangements

HUMAN RESOURCE MANAGEMENT, Issue 3 2007
Jayesh Prasad
As alternative employment arrangements proliferate within the information technology (IT) function, it becomes increasingly important to understand the impact of these arrangements on IT employees. A prevalent notion in the IT literature is that these employees are homogeneous in their work values and that they prefer similar employment arrangements. Given the inefficiency of designing individual employment programs, we advocate a middle ground between the two extremes of individualized employment arrangements and "one size fits all." We conducted two studies. The first study developed an individual's work values profile as a psychological construct. It used a national sample of IT employees to validate a simple, heuristic procedure that was successful in classifying about 80% of the sample into three work values profiles. The second study demonstrated the use of work values profiles for understanding how employment arrangements differentially influence employee satisfaction. It applied the validated procedure to a single organization in order to demonstrate the general applicability of the procedure and to show that it provides researchers and HR professionals with better insights than the assumption that all IT employees are alike. © 2007 Wiley Periodicals, Inc. [source]

Serving two organizations: Exploring the employment relationship of contracted employees

HUMAN RESOURCE MANAGEMENT, Issue 4 2006
Jacqueline A-M Coyle-Shapiro
Although growth has occurred in contract employment arrangements both in the public and private sectors, scant research has been conducted on the organizations and employees affected by these arrangements. This study examines the employment relationship of long-term contracted employees using a social exchange framework. Specifically, we examine the effects of employee perceptions of organizational support from contracting and client organizations on their (a) affective commitment to each organization and (b) service-oriented citizenship behavior. We also examine whether felt obligation toward each organization mediates this relationship. Our sample consists of 99 long-term contracted employees working for four contracting organizations that provide services to the public on behalf of a municipal government. Results indicate that the antecedents of affective commitment are similar for the client and contracting organization. Employee perceptions of client organizational supportiveness were positively related to felt obligation and commitment to the client organization. Client felt obligation mediated the effects of client perceived organizational support (POS) on the participation dimension of citizenship behavior. Our study provides additional support for the generalizability of social exchange processes to nontraditional employment relationships. Implications for managing long-term contracted employees are discussed. © 2006 Wiley Periodicals, Inc. [source]

Managing through contracts: the employment effects of compulsory competitive tendering in Australian local government

INDUSTRIAL RELATIONS JOURNAL, Issue 5 2000
Janet Walsh
This article brings new evidence to bear on the employment and human resource effects of competitve tendering and contracting. Drawing on a database of over two hundred workplace agreements, the article examines the impact of compulsory competitive tendering on employees' pay and employment arrangements in the Australian local government sector. The findings are contextualised in the light of evidence on the outcomes of a similar contracting regime in Britain. [source]

Temporary workers in Washington State

AMERICAN JOURNAL OF INDUSTRIAL MEDICINE, Issue 2 2010
Caroline K. Smith MPH
Abstract Background Evidence regarding the unequal burden of occupational injuries between workers employed by temporary agencies and those in standard employment arrangements is unclear. Studies range from no significant differences in risk to substantial increased risk for temporary workers. The purpose of this study is to compare the workers' compensation experience of a large cohort of temporary agency employed workers with those in standard forms of employment. Methods Washington State Fund workers' compensation data were obtained for claims with injury dates from January 1, 2003 to June 30, 2006, resulting in 342,540 accepted claims. General descriptive statistics, injury rates (per 10,000 FTE), and rate ratios (temp agency/standard employer) were computed by injury type and industry. Results Temporary agency employed workers had higher rates of injury for all injury types, and higher median time loss (40 vs. 27 days) but lower time loss costs (median $1,224 vs. $1,914, P,<,0.001) and lower medical costs ($3,026 vs. $4,087, P,<,0.001) than standard arrangement workers. Temporary agency workers had substantially higher rates for "caught in" and "struck by" injuries in the construction (IRR 4.93; 95% CI 2.80,8.08) and manufacturing (IRR 4.05; 95% CI 3.25, 5.00) industry sectors. Conclusion Temporary agency employed workers have higher claims incidence rates than those in standard employment arrangements. The rate ratios are twofold higher in the construction and manufacturing industry sectors. More research is needed to explore potential reasons for this disparity in occupational injuries. Industry or some measure of job exposure should be included when comparing injury rates in different types of employment in order to better identify areas for prevention. Am. J. Ind. Med. 53:135,145 2010. © 2009 Wiley-Liss, Inc. [source]

Unwanted sexual advances at work: variations by employment arrangement in a sample of working Australians

One Store, Two Employment Systems: Core, Periphery and Flexibility in China's Retail Sector

BRITISH JOURNAL OF INDUSTRIAL RELATIONS, Issue 1 2009
Jos Gamble
Research on ,flexible' or ,contingent work', derived primarily from manufacturing and production contexts in Western settings, has often been theorized in terms of a core-periphery model. Based upon ethnographic research on vendor representatives and regular store employees conducted at a multinational retail firm in China, we indicate that this model is insufficient to capture the complexity of employment arrangements in this context. This article delineates the coexistence of two employment systems and a quadrilateral relationship in which workers' interests sometimes overlap but often compete. Our research also indicates that institutional arrangements in China significantly affect the strategies that are open to firms and the consequent structure of employment relations. [source]