Flexibilisierte Beschäftigungsverhältnisse und die Beziehung zwischen Mitarbeitern und Unternehmen
Third party funded individual grant
Start date : 01.01.2006
End date : 31.12.2007
Project details
Short description
We investigate the role of formal employment status in the relationship between employees and organizations. To clarify this question, we compared different (atypical) employment groups (regular employees, temporary employees, freelancers, temporary workers) with regard to their psychological contract (PV) to the organization and their organizational commitment (OC). It was found that the employment groups differed significantly in their PV profiles, with atypical employees having less favourable PVs than normal employees.
Scientific Abstract
The role of the formal employment status under labour law on the relationship between employees and organisations was examined. To clarify this question, different (atypical) employment groups (regular employees, temporary employees, freelancers, temporary workers) were compared with regard to their psychological contract (PV) to the organization and their organizational commitment (OC). Since classical methods for recording the psychological contract are oriented towards the employment situation of normal employees (permanent, full-time, permanent employment), a questionnaire with 35 items was developed and used, based on the theoretical considerations of McLean Parks (1998) on the PV of atypical employees. The following dimensions of the PV were confirmed by means of KFA: 1) the socio-emotional focus, 2) the tangibility of the role, 3) the uniqueness of the relationship in relation to the person and 4) the uniqueness of the relationship in relation to the organisation, 5) the changeability of the role and 6) the change of expectations and commitments, 7) the breadth of employment and 8) the voluntary nature of the relationship. In addition, characteristics such as the long-term nature of the relationship, its temporal determination and the existence of multiple employers were surveyed. It was found that the employment groups differed significantly in their PV profiles, with atypical employees showing less favourable PVs than normal employees. Almost all dimensions were strongly related to the OC of employees.
