Chapter2
Chapter 2
REVIEW OF RELATED LITERATURES AND STUDIES
Foreign Literature Like any social and employment system, labour hire has an impact on organizational citizens – the employer and employee (Boyce et al., 2007). On employees, labourbroking can affect their job satisfaction levels and the degree of commitment to theorganizations they work for (Judge, Thoresen, Bono & Patton, 2001). Despite that, labour hire becomes an option to turn to when the economic outlook turns outpressing – an opportunity to earn income for sustenance in times of economichardship despite poor basic working conditions and minimum rewards (Berchem,2005). For the employer, labour hire has been seen to provide competitiveadvantage – an avenue to pursue greater efficiencies (Jauch, 2007). It follows that, as Mitlacher argues, when a worker is employed temporarily, a situationof expecting him or her to leave his or her employer in a short period of time isanticipated and created. Macgregor (2001) refers to labour hire as the supply oroutsource of skilled and unskilled blue collar workers hired for short- and long-termpositions and are known or referred to as field workers regarded necessary forsupplementary staffing.
Moreover, just like the workers of any occupation, production operator can only be efficient in the performance of their duties and responsibilities towards their respective organizations if they possess high level job satisfaction.
Locke (1976) defines job satisfaction as the outcome of an employee’s good feelings and beliefs regarding the nature of his job and experiences related to the job. It is generally recognized as a multifaceted construct that includes employee feelings about a variety of both intrinsic and extrinsic job elements.
Stordeur et al. (2001) contend that job satisfaction is an immediate antecedent of work commitment, and work commitment an immediate antecedent of intention to leave the workplace and turnover. They expound the idea by saying that
REVIEW OF RELATED LITERATURES AND STUDIES
Foreign Literature Like any social and employment system, labour hire has an impact on organizational citizens – the employer and employee (Boyce et al., 2007). On employees, labourbroking can affect their job satisfaction levels and the degree of commitment to theorganizations they work for (Judge, Thoresen, Bono & Patton, 2001). Despite that, labour hire becomes an option to turn to when the economic outlook turns outpressing – an opportunity to earn income for sustenance in times of economichardship despite poor basic working conditions and minimum rewards (Berchem,2005). For the employer, labour hire has been seen to provide competitiveadvantage – an avenue to pursue greater efficiencies (Jauch, 2007). It follows that, as Mitlacher argues, when a worker is employed temporarily, a situationof expecting him or her to leave his or her employer in a short period of time isanticipated and created. Macgregor (2001) refers to labour hire as the supply oroutsource of skilled and unskilled blue collar workers hired for short- and long-termpositions and are known or referred to as field workers regarded necessary forsupplementary staffing.
Moreover, just like the workers of any occupation, production operator can only be efficient in the performance of their duties and responsibilities towards their respective organizations if they possess high level job satisfaction.
Locke (1976) defines job satisfaction as the outcome of an employee’s good feelings and beliefs regarding the nature of his job and experiences related to the job. It is generally recognized as a multifaceted construct that includes employee feelings about a variety of both intrinsic and extrinsic job elements.
Stordeur et al. (2001) contend that job satisfaction is an immediate antecedent of work commitment, and work commitment an immediate antecedent of intention to leave the workplace and turnover. They expound the idea by saying that