Zweite Wahl oder Selbstverwirklichung?
Eine empirische Studie zur Präferenz flexibler Beschäftigung
Abstract
Flexible Beschäftigungsverhältnisse wie Zeitarbeit und freie Mitarbeit weisen hohe Zuwachsraten auf. Bisher ist aber noch wenig darüber bekannt, wie die Betroffenen diese Beschäftigungsformen bewerten. Der vorliegende Aufsatz definiert zunächst das Konstrukt der Präferenz für flexible Beschäftigung, um die Bewertung dieser Beschäftigungsform operationalisierbar zu machen. Dann werden das Konstrukt der Präferenz sowie mögliche Korrelate zunächst im Rahmen einer Interviewstudie (n = 26) analysiert. Im Anschluss daran werden Hypothesen entwickelt und anhand einer quantitativen Befragung von n = 197 flexibel Beschäftigten geprüft. Hierbei zeigt sich, dass die Persönlichkeitseigenschaft Offenheit für Erfahrung sowie die Einstellungen Arbeitszufriedenheit und Identifikation mit dem Beruf in signifikantem Zusammenhang mit der Präferenz für flexible Beschäftigung stehen.
The share of flexible work arrangements such as temporary jobs is increasing on the labor market. To date, little is known about the perceptions and evaluations of these work arrangements by the “flexible” workers themselves or about the covariates of these perceptions. In this paper, the construct preference for flexible work is introduced and defined in order to operationalize the perception of flexible work by the workers themselves. Preference for flexible work as well as possible covariates are then analyzed in an explorative interview study (n = 26). Hypotheses are then developed and tested using data from a questionnaire study (n = 197 flexible workers). The results of this analysis indicate that openness for experience, work satisfaction, as well as identification with the profession correlate significantly with preference for flexible work.
Literatur
(1999). Permanent employment but not in a preferred occupation: Psychological and medical aspects, research implications. Journal of Occupational Health Psychology, 4, 152 – 163.
(1996). Introduction: The boundaryless career as a new employment principle. In , The boundaryless career (pp. 3 – 20). New York: Oxford University Press.
(1992). Psychological traits of rural entrepreneurs. Journal of Socio-Economics, 21, 353 – 362.
(1991). The Big Five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44, 1 – 26.
(2001). Personality and performance at the beginning of the New Millennium: What do we know and where do we go next? International Journal of Selection and Assessment, 9, 9 – 29.
(2000). The Brave New World of work. Malden: Blackwell Publishers Ltd.
(2008). Well-being and organizational attitudes in alternative employment: The role of contract and job preferences. International Journal of Stress Management, 15, 345 – 363.
(2004). Personality and transformational and transactional leadership: A meta-analysis. Journal of Applied Psychology, 89, 901 – 910
(1997). Becoming an entrepreneur–a question of personality structure? Journal of Economic Psychology, 18, 157 – 177.
(2008). Qualitative Forschung. Wiesbaden: VS Verlag für Sozialwissenschaften.
(2008). Arbeitsmarkt in Zahlen, Arbeitnehmerüberlassung 1. Halbjahr 2008. Nürnberg: Bundesagentur für Arbeit.
(2011). Der Arbeitsmarkt in Deutschland, Zeitarbeit in Deutschland–Aktuelle Entwicklungen. Nürnberg: Bundesagentur für Arbeit.
(2007). They dont want to be temporaries: Similarities between temps and core workers. Journal of Organizational Behavior, 28, 943 – 959.
(2003). Multiple commitments in the workplace. Mahwah: Lawrence Erlbaum Associates.
(2004). Emerging trends in contingent work research. Journal of Management, 30, 959 – 983.
(2006). Independent and dependent contracting: Meaning and implications. Human Resource Management Review, 16, 95 – 106.
(1993). Determinants of employment externalization: A study of temporary workers and independent contractors. Administrative Science Quarterly, 38, 195 – 223.
(1996). Boundaryless contexts and careers: A competency-based perspective. In , The boundaryless career (pp. 116 – 132). New York: Oxford University Press.
(2001). Characteristics of and preference for alternative work arrangements 1999. Monthly Labor Review, 124, 28 – 49.
(2008). Geduldige Prekarier? Unsicherheit als Wegbegleiter wissenschaftlicher Karrieren. Forschung & Lehre, 15, 672 – 674.
(2010). Organisationen im Paradox der Externalisierung–wie wirkt flexible Beschäftigung auf das Extra-Rollenverhalten? Konstanz: Universität Konstanz.
(1998). Factors related to the satisfaction and performance of temporary employees. Journal of Applied Psychology, 83, 913 – 921.
(2004). Arbeitssituation und Gesundheit von „neuen Selbständigen” im Dienstleistungssektor. Arbeit, 13, 3 – 15.
(1995). Employee reactions to temporary jobs. Journal of Managerial Issues, 8, 127 – 141.
(2004). Contingent employment in academic careers: Relative deprivation among adjunct faculty. Journal of Vocational Behavior, 64, 284 – 307.
(2008). Does the form of employment make a difference? Commitment of traditional, temporary, and self-employed workers. Journal of Vocational Behavior, 72, 81 – 94.
(2005). Commitment gegenüber Verleiher und Entleiher bei Zeitarbeitern. Bedingungen und Konsequenzen. Zeitschrift für Personalpsychologie, 4, 101 – 115.
(1999). Betwixt and between: Temporary employees as liminal subjects in flexible organizations. Organization Studies, 20, 601 – 617.
(2005). Zur Erhebung der Big-Five-basierten Persönlichkeitsmerkmale im SOEP. Dokumentation der Instrumentenentwicklung BFI-S auf Basis des SOEP-Pretests 2005. (No. 4). Berlin: DIW.
(2002). Kept at arms length: Questioning the organizational desirability of member identification. Communication Monographs, 69, 385 – 404.
(1957). Cosmopolitans and locals: Toward an analysis of latent social roles. Administrative Science Quarterly, 2, 281 – 306.
(2004). Flexible employment contracts, the psychological contract and employee outcomes: An analysis and review of the evidence. International Journal of Management Reviews, 5/6, 1 – 19.
(2006). Free or precarious? A comparison of the attitudes of workers in flexible and traditional employment contracts. Human Resource Management Review, 16, 107 – 124.
(2005). Die Qualität qualitativer Daten. Manual für die Durchführung qualitativer Interviews. Wiesbaden: VS Verlag für Sozialwissenschaften.
(2000). Voluntary and involuntary temporary employees: Predicting satisfaction, commitment, and personal control. Research in the Sociology of Work, 9, 291 – 309.
(1997). Temporary employment: Can organizations and employees both win? Academy of Management Executive, 11, 93 – 104.
(2008). The contributions of personality to organizational behavior and psychology: Findings, criticisms, and future research directions. Social and Personality Psychology Compass, 2, 1982 – 2000.
(1997). Atypische Beschäftigungsverhältnisse. In , Vorschläge jenseits der Lohnpolitik. Optionen für mehr Beschäftigung II (S. 227 – 246). Frankfurt: Campus Verlag.
(2000). Effects of short- and long-term preference for temporary work upon psychological outcomes. International Journal of Manpower, 21, 636 – 647.
(1995). Work attitudes and emotional responses of permanent, voluntary, and involuntary temporary-help employees: An exploratory study. Applied Psychology: An International Review, 44, 217 – 232.
(2005). Qualitative Sozialforschung (3. Aufl.). München: Psychologie Verlags Union.
(2002). Boundaryless and traditional contingent employees: worlds apart. Journal of Organizational Behavior, 23, 425 – 453.
(1999). Einführung in die qualitative Sozialforschung. Weinheim: PVU.
(1992). An introduction to the five-factor model and its applications. Journal of Personality, 60, 175 – 215.
(2007). Auswahlverfahren, Sampling, Fallkonstruktion. In , Qualitative Forschung (S. 286 – 299). Reinbek: Rowohlt Taschenbuch Verlag.
(1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78, 538 – 551.
(1985). Die Krise des Normalarbeitsverhältnisses. Zeitschrift für Sozialreform, 31, 415 – 434 und 457 – 475.
(2006). Organizational Citizenship Behavior. Its nature, antecedents, and consequences. Thousand Oaks: Sage.
(2002). Qualitative research and evaluation methods. Thousand Oaks: Sage.
(1988). Taking workers back out: Recent trends in the structuring of employment. Research in Organizational Behavior, 10, 257 – 303.
(1997). The assessment of optimistic self-beliefs: Comparison of the German, Spanish, and Chinese Versions of the general self-efficacy scale. Applied Psychology: An International Review, 46, 69 – 88.
(2005). Job insecurity and health-related outcomes among different types of temporary workers. Economic and Industrial Democracy, 26, 89 – 117.
(1997). Job satisfaction. Application, assessment, causes, and consequences. Thousand Oaks: Sage Publications.
(2008). Statistisches Jahrbuch 2008. Wiesbaden: Statistisches Bundesamt.
(1999). The changing nature of careers: A review and research agenda. Journal of Management, 25, 457 – 484.
(2004). The Traits Personality Questionnaire 5 (TPQue5): Psychometric properties of a shortened version of a Big Five measure. European Journal of Psychological Assessment, 20, 180 – 191.
(2002). The basics of the contingent workforce. Human Resources Management, 41, 155 – 164.
(1989). Impact of conceptions of ability on self-regulatory mechanisms and complex decision making. Journal of Personality and Social Psychology, 56, 407 – 415.
