Comparing three alternative types of employment contract with permanent full-time work: How do employment status and perceived job conditions relate to individual well-being?
2006 (English)In: The South African Conference on Positive Psychology: Individual, Social and Work Wellness: Potchefstroom, 3-7 April, 2006., 2006Conference paper (Other (popular science, discussion, etc.))
Background/aim: Previous research has found alternative employment arrangements to be associated with both impaired and improved well-being. Such inconsistencies are likely to derive from the type of employment contract as well as characteristics of the job. This paper compares permanent full time work to alternative employment forms (permanent part time, fixed-term and on-call work) in order to investigate how different employment contracts relate to individual well-being. Moreover, the effects of perceived job conditions and possible interactive effects with type of employment form are tested.
Methods: Questionnaire data from 954 Swedish healthcare workers was analysed and hierarchical regression analyses were used to investigate how much variance in health complaints and job induced tension can be explained by type of contract and perceived job conditions and the suggested interaction between type of contract and perceptions of job characteristics. Individual background characteristics that might be intertwined with the employment contract were controlled for.
Results and conclusions: The analyses of show that perceptions of the job (job insecurity, job control and demands), but not the type of employment contract, predicted well-being. While this suggests that job characteristics rather than employment contracts tend to be of importance for employee well-being, the results also underscore the importance of distinguishing between different types of alternative employment contracts. Type of employment contract interacted with perceptions of job insecurity, in that insecurity was associated with impaired well-being among permanent full-time workers, while no relationship was found for on-call or core part-time employees. Despite the absence of interactions between employment contract and job demands or job control, it can be concluded that knowledge about the relationship between alternative employment arrangements and the well-being of workers can be enhanced when the combined effects of employment contract and job conditions are studied.
Place, publisher, year, edition, pages
alternative employment, job characteristics, well-being
IdentifiersURN: urn:nbn:se:su:diva-21291OAI: oai:DiVA.org:su-21291DiVA: diva2:187817