Author:

Keywords:

irritation, job satisfaction, organizational commitment, temporary employment, turnover intention, volition, alternative employment arrangements, psychological contract, contingent employment, employees, satisfaction, permanent, singapore, outcomes, Social Sciences, Industrial Relations & Labor, Business & Economics, ORGANIZATIONAL COMMITMENT, CONTINGENT EMPLOYMENT, EMPLOYEES, ARRANGEMENTS, SATISFACTION, PERMANENT, 1402 Applied Economics, 1503 Business and Management, 1608 Sociology, Industrial Relations, 3505 Human resources and industrial relations, 4407 Policy and administration

Abstract:

Previous research suggests that contract preference (volition) is more important in predicting job satisfaction among temporaries than formal employment status (temporary vs permanent employment). This study provides an advanced test of this assumption by (1) investigating whether volition either mediates or moderates the relationship between employment status and outcomes, and (2) considering multiple outcomes: job satisfaction, organizational commitment, irritation and turnover intention. Analyses were based on a sample of 189 temporaries and 371 permanents. No evidence was found for mediation by volition. However, the interaction terms between employment status and volition were significant for all outcomes, except for organizational commitment: volition was positively related to the outcomes among the permanent sample, but not among the temporary sample. Implications for future research are discussed.