Human Resources Management of Temporary Agency Workers

ABSTRACT This study analyzed the extent to which the Social Exchange Theory can be used to explain the answers of temporary agency workers’ (TAW). We applied a questionnaire to a sample of 953 TAW and used Structural Equation Models (SEM) to analyze the results. We verified that the system of human resource management related positively with workers' affective commitment (β = 0,58; p < 0,01) and engagement (β = 0,24; p < 0,01), explained 40% e 30% of these variables respectively. The psychological contract fulfillment partially mediated the relationship between this system and TAW’ positive answers. One important implication of this study is that it confirms that investment with TAW has a return, i.e. positive workers outcome, which is important to organizational efficacy.

摘要 本研究探讨了社会交换理论（Social Exchange Theory）用于解释临时派遣员工（temporary agency workers, TAW）作答结果的适用程度。研究团队向由953名临时派遣员工组成的样本发放调查问卷，并采用结构方程模型（Structural Equation Models, SEM）对调研结果开展分析。结果证实，人力资源管理体系与员工的情感承诺（β=0.58；p<0.01）及工作投入（β=0.24；p<0.01）均呈显著正相关，且分别解释了上述两类变量40%与30%的变异量。心理契约履行在该人力资源管理体系与临时派遣员工的正向作答结果之间发挥部分中介作用。本研究的一项重要启示在于，其证实了对临时派遣员工的投入能够获得回报，即产生积极的员工产出，这对组织效能具有重要意义。