Can “Temps” Secure Future Employment? Investigating the Relationship Between Proactive Behaviors and Employers’ Rehiring Decision
Can “Temps” Secure Future Employment? Investigating the Relationship Between Proactive Behaviors and Employers’ Rehiring Decision
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“临时工”能否确保未来就业？调查主动行为与雇主重新雇用决策之间的关系
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发表时间：
2017
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影响因子：
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通讯作者：
Gilles Simard
中科院分区：
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作者：
Marie‐Ève Lapalme;Olivier Doucet;Andreas Gill;Gilles Simard
本研究旨在探讨如何通过积极的社会化行为的临时机构工作人员是相关的合同续签意向的主管在客户组织中，他们被分配。我们建议，通过这样的行为将与一个良好的业绩评价，从主管在客户组织，反过来，他或她的合同续签意向，通过两种机制，即角色清晰度和领导成员交换（LMX），这是指质量的关系之间的临时工和他或她的主管。数据收集了217工人，主管二人组。研究结果表明，信息寻求行为通过角色清晰度与绩效评估相关。然而，这种间接关系是负面的，因为更明确的作用与业绩评价有负面关系。我们的结果还表明，LMX在反馈寻求、老板关系建立和绩效之间发挥着中介作用。最后，良好的绩效评价与续约意愿正相关。
This study examines how the adoption of proactive socialization behaviors by temporary agency workers is related to contract renewal intention of the supervisor in the client organization in which they are assigned. We propose that the adoption of such behaviors will be associated with a favorable performance evaluation from the supervisor in the client organization, and in turn, to his or her contract renewal intention through two mechanisms, namely, role clarity and leader–member exchange (LMX), which refers to the quality of the relationship between the temporary worker and his or her supervisor. Data were collected from 217 worker–supervisor dyads. Results indicate that information-seeking behavior is related to performance evaluation through role clarity. This indirect relationship is however negative, as greater role clarity relates negatively to performance evaluation. Our results also show that LMX acts as a mediator between feedback seeking, boss-relationship building, and performance. Finally, favorable performance evaluation is positively associated with contract renewal intention.