Publicação
Human resource management in triangular employment relationships
| Resumo: | This dissertation concerns the triangular employment relationships of agency workers and outsourced workers. In particular, the aim was to investigate the relationship between employees’ perceptions and attributions of human resource management (HRM) practices and their dual affective organisational commitment, i.e., their commitment towards both the agency/outsourcer and the client organisation. We developed three empirical studies. In the first study, we found that commitmentfocused HRM attributions are positively and control-focused HRM attributions are negatively related to the two foci of affective commitment among a sample of outsourced IT workers. Affective commitment to the outsourcer mediates the relationships between HRM attributions and affective commitment to the client organisation. In the second study, we used a longitudinal design and contrasted the employment relationships of temporary and permanent agency workers. We found that a permanent contract with an agency is negatively related to employees’ HRM perceptions, to their psychological contract fulfilment and ultimately to their affective commitment to the client organisation. A permanent contract with the agency is not perceived as an inducement, since it decreases the chances of a direct contract with the client. In our third study, we contrasted temporary agency workers and outsourced workers from the manufacturing sector. We found that for temporary agency workers, affective commitment to the client mediated the relationship between commitment-focused HRM and performance. For outsourced workers, affective commitment to the contractor mediated this relationship, reflecting the different salience in organisational roles. Overall, our results provide evidence on the heterogeneity of the contingent workforce, regarding contractual arrangements (permanent vs. temporary agency workers) and externalization strategies (temporary agency work vs. outsourcing). Although some previous management theories claim that contingent employees are more expendable, our results also hint at the relevant role of HRM practices as antecedents of favourable employee attitudes and behaviours. |
|---|---|
| Autores principais: | Fontinha, Rita |
| Assunto: | Teses de doutoramento (co-tutela) - 2013 |
| Ano: | 2013 |
| País: | Portugal |
| Tipo de documento: | tese de doutoramento |
| Tipo de acesso: | acesso aberto |
| Instituição associada: | Universidade de Lisboa |
| Idioma: | inglês |
| Origem: | Repositório da Universidade de Lisboa |
| _version_ | 1866810140317974528 |
|---|---|
| author | Fontinha, Rita |
| author_facet | Fontinha, Rita |
| author_role | author |
| contributor_name_str_mv | Chambel, Maria José, 1962- De Cuyper, Nele Repositório Científico de Acesso Aberto da ULisboa |
| country_str | PT |
| creators_json_txt | [{\"Person.name\":\"Fontinha, Rita\",\"Person.identifier.orcid\":\"0000-0002-2390-098X\"}] |
| datacite.contributors.contributor.contributorName.fl_str_mv | Chambel, Maria José, 1962- De Cuyper, Nele Repositório Científico de Acesso Aberto da ULisboa |
| datacite.creators.creator.creatorName.fl_str_mv | Fontinha, Rita |
| datacite.date.Accepted.fl_str_mv | 2013-01-01T00:00:00Z |
| datacite.date.available.fl_str_mv | 2013-01-28T16:00:35Z |
| datacite.date.embargoed.fl_str_mv | 2013-01-28T16:00:35Z |
| datacite.rights.fl_str_mv | http://purl.org/coar/access_right/c_abf2 |
| datacite.subjects.subject.fl_str_mv | Teses de doutoramento (co-tutela) - 2013 |
| datacite.titles.title.fl_str_mv | Human resource management in triangular employment relationships |
| dc.contributor.none.fl_str_mv | Chambel, Maria José, 1962- De Cuyper, Nele Repositório Científico de Acesso Aberto da ULisboa |
| dc.creator.none.fl_str_mv | Fontinha, Rita |
| dc.date.Accepted.fl_str_mv | 2013-01-01T00:00:00Z |
| dc.date.available.fl_str_mv | 2013-01-28T16:00:35Z |
| dc.date.embargoed.fl_str_mv | 2013-01-28T16:00:35Z |
| dc.format.none.fl_str_mv | application/pdf |
| dc.identifier.none.fl_str_mv | http://hdl.handle.net/10451/7592 |
| dc.language.none.fl_str_mv | eng |
| dc.rights.none.fl_str_mv | http://purl.org/coar/access_right/c_abf2 |
| dc.subject.none.fl_str_mv | Teses de doutoramento (co-tutela) - 2013 |
| dc.title.fl_str_mv | Human resource management in triangular employment relationships |
| dc.type.none.fl_str_mv | http://purl.org/coar/resource_type/c_db06 |
| description | This dissertation concerns the triangular employment relationships of agency workers and outsourced workers. In particular, the aim was to investigate the relationship between employees’ perceptions and attributions of human resource management (HRM) practices and their dual affective organisational commitment, i.e., their commitment towards both the agency/outsourcer and the client organisation. We developed three empirical studies. In the first study, we found that commitmentfocused HRM attributions are positively and control-focused HRM attributions are negatively related to the two foci of affective commitment among a sample of outsourced IT workers. Affective commitment to the outsourcer mediates the relationships between HRM attributions and affective commitment to the client organisation. In the second study, we used a longitudinal design and contrasted the employment relationships of temporary and permanent agency workers. We found that a permanent contract with an agency is negatively related to employees’ HRM perceptions, to their psychological contract fulfilment and ultimately to their affective commitment to the client organisation. A permanent contract with the agency is not perceived as an inducement, since it decreases the chances of a direct contract with the client. In our third study, we contrasted temporary agency workers and outsourced workers from the manufacturing sector. We found that for temporary agency workers, affective commitment to the client mediated the relationship between commitment-focused HRM and performance. For outsourced workers, affective commitment to the contractor mediated this relationship, reflecting the different salience in organisational roles. Overall, our results provide evidence on the heterogeneity of the contingent workforce, regarding contractual arrangements (permanent vs. temporary agency workers) and externalization strategies (temporary agency work vs. outsourcing). Although some previous management theories claim that contingent employees are more expendable, our results also hint at the relevant role of HRM practices as antecedents of favourable employee attitudes and behaviours. |
| dirty | 0 |
| eu_rights_str_mv | openAccess |
| format | doctoralThesis |
| fulltext.url.fl_str_mv | https://repositorio.ulisboa.pt/bitstreams/43be35d3-c99f-47e6-b6bc-4d6a673bcbe7/download |
| id | ul_7674e0bb2c62b9c00a3f63fa94536c5b |
| identifier.url.fl_str_mv | http://hdl.handle.net/10451/7592 |
| instacron_str | ul |
| institution | Universidade de Lisboa |
| instname_str | Universidade de Lisboa |
| language | eng |
| network_acronym_str | ul |
| network_name_str | Repositório da Universidade de Lisboa |
| oai_identifier_str | oai:repositorio.ulisboa.pt:10451/7592 |
| organization_str_mv | urn:organizationAcronym:ul |
| person_str_mv | Fontinha, Rita Fontinha, Rita https://www.ciencia-id.pt/0B1A-6428-BC56 0B1A-6428-BC56 http://orcid.org/0000-0002-2390-098X 0000-0002-2390-098X |
| publishDate | 2013 |
| reponame_str | Repositório da Universidade de Lisboa |
| repository_id_str | urn:repositoryAcronym:ul |
| service_str_mv | urn:repositoryAcronym:ul |
| spelling | engengThis dissertation concerns the triangular employment relationships of agency workers and outsourced workers. In particular, the aim was to investigate the relationship between employees’ perceptions and attributions of human resource management (HRM) practices and their dual affective organisational commitment, i.e., their commitment towards both the agency/outsourcer and the client organisation. We developed three empirical studies. In the first study, we found that commitmentfocused HRM attributions are positively and control-focused HRM attributions are negatively related to the two foci of affective commitment among a sample of outsourced IT workers. Affective commitment to the outsourcer mediates the relationships between HRM attributions and affective commitment to the client organisation. In the second study, we used a longitudinal design and contrasted the employment relationships of temporary and permanent agency workers. We found that a permanent contract with an agency is negatively related to employees’ HRM perceptions, to their psychological contract fulfilment and ultimately to their affective commitment to the client organisation. A permanent contract with the agency is not perceived as an inducement, since it decreases the chances of a direct contract with the client. In our third study, we contrasted temporary agency workers and outsourced workers from the manufacturing sector. We found that for temporary agency workers, affective commitment to the client mediated the relationship between commitment-focused HRM and performance. For outsourced workers, affective commitment to the contractor mediated this relationship, reflecting the different salience in organisational roles. Overall, our results provide evidence on the heterogeneity of the contingent workforce, regarding contractual arrangements (permanent vs. temporary agency workers) and externalization strategies (temporary agency work vs. outsourcing). Although some previous management theories claim that contingent employees are more expendable, our results also hint at the relevant role of HRM practices as antecedents of favourable employee attitudes and behaviours.application/pdfengHuman resource management in triangular employment relationshipsPersonalFontinha, RitaDSpacehttp://dspace.org/items/72415b4a-60d2-4dd7-abb1-a0f237aee651DSpacehttp://dspace.org/items/72415b4a-60d2-4dd7-abb1-a0f237aee651Ramos FontinhaAna RitaCiência IDhttps://www.ciencia-id.pt0B1A-6428-BC56ORCIDhttp://orcid.org0000-0002-2390-098XChambel, Maria José, 1962-De Cuyper, NeleHostingInstitutionOrganizationalRepositório Científico de Acesso Aberto da ULisboae-mailmailto:repositorio@reitoria.ulisboa.ptrepositorio@reitoria.ulisboa.ptURNurn:tid:1013260502013-01-28T16:00:35Z20132013-01-01T00:00:00ZHandlehttp://hdl.handle.net/10451/7592http://purl.org/coar/access_right/c_abf2open accessTeses de doutoramento (co-tutela) - 20137268002 bytesliteraturehttp://purl.org/coar/resource_type/c_db06doctoral thesishttp://purl.org/coar/access_right/c_abf2application/pdffulltexthttps://repositorio.ulisboa.pt/bitstreams/43be35d3-c99f-47e6-b6bc-4d6a673bcbe7/download |
| spellingShingle | Human resource management in triangular employment relationships Fontinha, Rita Teses de doutoramento (co-tutela) - 2013 |
| status | SINGLETON |
| subject.fl_str_mv | Teses de doutoramento (co-tutela) - 2013 |
| title | Human resource management in triangular employment relationships |
| title_full | Human resource management in triangular employment relationships |
| title_fullStr | Human resource management in triangular employment relationships |
| title_full_unstemmed | Human resource management in triangular employment relationships |
| title_short | Human resource management in triangular employment relationships |
| title_sort | Human resource management in triangular employment relationships |
| topic | Teses de doutoramento (co-tutela) - 2013 |
| topic_facet | Teses de doutoramento (co-tutela) - 2013 |
| url | http://hdl.handle.net/10451/7592 |
| visible | 1 |