Centre for Management Studies

Jamia Millia Islamia

GUIDED BY: SUBMITTED BYMayank GuptM.B.A 1st sem

Dr. P.K Gupta

Igniting The World Of Leadership

Job Satisfaction Just Temporary

INTRODUCTION

Many Indians are quitting permanent jobs to move in to more attractive temporary roles. As many as 15% new recruits of temporary staffing firm Team lease are permanent employees switching to temporary jobs, company official say.

Objectives

To study of major factor behind drain into more attractive temporary jobs from permanent job.To study temporary employee’s satisfaction level.

Earlier Overview

Permanent job used to be consider as a lottery.People used to do hard work to be permanent in company , to get security for their future.Parents used to look for a government job employee or a private permanent employee to marry their daughter.

Not Permanent But Satisfactory

The development suggests that for the first time, Indian workforce is putting opportunity ahead of security .The carrots –better career profile ,money and organisation brand. A shift such as this can give the employee exposure to new growth areas ,experience of working on cutting edge technology and an opportunity to get as a permanent employee eventually.

MAJOR FACTOR BEHIND DRAIN

Temporary Relief

Dash Of Youth

No Insecurities

Growing Numbers

• Indians putting ahead for job security for better career profile ,money &organisation brand.

Temporary Relief

• Temporary staffing in the industry in India less than 15 years old , but has more than 600,000 on its role

Growing Numbers

• Younger employees have a higher risk appetite in terms of job movement.Dash Of Youth

No Insecurities

JJobs security seems to be a minsomer too as no employee ,whether on temporary or permanent

assignment ,can be indiscriminately fired from the job.

Indians are not going for temporary relief of permanent job. They consider permanent relief by building their CV ,they consider permanent relief by making their profile hypnotic. They consider themselves in permanent relief by getting a experience by diversity.Upneja,26,is a financial analyst at Microsoft's corporate office in Gurgaon. Four months ago, she quit her permanent job at a manufacturing company to move into this temp job that is a better opportunity in terms of career profile, money and brand.Upneja says she has three years of experience and perhaps it will take her another three years to reach some kind of a leadership role. It hardly matters to me whether it is a temp or permanent job. My objective is two-fold a good profile and building my CV

TEMPORARY RELIEF

A permanent job holds the promise of security, but employees are rising above that as they now believe they have employment security. They are confident that after an exit they can get the next job easily. Young employees have a higher risk appetite in terms of job movement. What exactly do employees lose when they leave permanent jobs Nothing much. The difference is that in a permanent job you are engaged in an activity that is continuous in nature. The dues a temp and a permanent employee are eligible for are the same be it minimum wages or coverage under social security.

Dash of Youth

Growing Numbers

Says E Balaji, MD and CEO of Mafoi Randstad a staffing and search firm "This is a also reflection of the temporary industry maturing. About 12-13 years ago ,no one would want to work in a temporary role. They preferred to be without a job.” temporary workers are a diverse group who work in a wide range of occupations and sectors Temporary employment has grown in a number of OECD countries during the past two decades and this growth has raised concerns that temporary jobs may be crowding out more stable forms of employment, becoming an additional source of insecurity for workers and increasing labour market dualism between workers finding stable career jobs and those failing to do so The temporary staffing industry in India is less than 15 years old, but has more than 600,000 on its role currently

No Insecurities

Job security seems to be a misnomer too. Irrespective of whether an employee is on a temporary or permanent assignment , he/she cannot indiscriminately fired from their job. "One can be let to go based on the terms agreed in contract or appointment letter by providing adequate notice, "As a result ,employees are more concerned about career progression and acquiring relevant experience on their CVs than hankering after job security.

Man

ufactu

ring

Retail

Education

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

33 34 33

Belgium

Sectors

Manu-facturing

Retail Educa-tion

% 32.2 29.8 36

5%

15%

25%

35%

45%

55%

65%

75%

85%

95%

Germany

64%

36%

Belgium

Female Male

72%

28%

Germany

Female Male

Gender

46%54%

BelgiumPermanent Temporary

47%54%

Germany

Permanent Temporary

Contract Type

Hypotheses

• H1: Temporary workers are more likely to have psychological contracts with mutual low obligations, or with employee over obligation, than permanent workers, whereas they are less likely to have psychological contracts with mutual high obligations, or with employee under obligation.

• H2: Employees perceiving mutual high obligations report higher organizational commitment (H2a), job satisfaction (H2b), and life satisfaction (H2c) than employees perceiving mutual low obligations, employee over obligation, or employee under obligation.

• H3: Employees perceiving mutual high obligations report less psychological contract violation than employees perceiving mutual low obligations or employees perceiving imbalanced psychological contracts (employee over obligation and employee under obligation).

H1: Differences between employees on temporary vs. permanent contract

18

H2/H3: PC-Typology and outcomes (ANCOVA)

Commitment Job satisfaction

Life Satisfaction Violation

Career Dynamics Of Temporary Workers

Human capital accumulation and

training

Duration of temporary jobs and contracts

Duration of temporary jobs and

contracts•shorter jobs will imply greater insecurity whenever searching for a new job involves some risk.•employment conditions may differ quite considerably for temporary jobs of different durations

Human capital accumulation and

training•Training is costly to provide and firms training workers who will soon leave the firm cannot expect to capture most of the benefits from that training.

Relative job satisfaction of temporary workers, 1997Ratio of average satisfaction levels of temporary to permanent workers(a value above 100 corresponds to greater job satisfaction for temporary workers)

Country Overall Satisfaction with Satisfaction with Satisfaction with satisfaction pay job security working conditions

Austria 96.3 94.9 84.5 99.2Belgium 100.6 96 74.6 105.1Denmark 98.5 92 72.6 96.3Finland 101.1 92.4 66.3 101.9France 95.5 92.8 61.3 102.3Germanye 95.1 97.3 82.7 99Greece 76.7 78.9 57.1 80.7Ireland 94.4 90.6 64.9 101.4Italy 84.2 84.9 62.1 93.8Luxembourg 94.8 96.3 77.9 105.1Portugal 91.3 92.6 71.5 98.6Spain 90.6 89.9 63.6 96.2Netherlands 98.9 94.7 73.5 107.1United Kingdom 95.9 89.2 74.3 ---ECHP AVG 93.9 91.6 70.5 99. Data not ava i lable.

a ) Data refer to the variable PK001: sati sfaction with work or main activi ty.

b) Data refer to the variable PE031: “How sati sfi ed are you with your present job in terms of earnings?”

c) Data refer to the variable PE032: “How satisfi ed are you with your present job in terms of job securi ty?”

d) Data refer to the variable PE036: “How sati sfi ed are you with your present job in terms of working

conditions"?

e) Data refer to 1996.

f) Unweighted average of countries shown.

Source: Secretariat ca lculations us ing data from the European Community Household Panel , wave 4.

Conclusion• Temporary jobs may involve less commitment to the employer and,

hence, better opportunities to combine work with other activities (e.g. education and care giving). Other individuals may value temporary jobs as a means of entering the labour market, securing an immediate source of income while gaining work experience that can help them to move up the job ladder. Similarly, by acting as a buffer, temporary jobs may allow employers to adjust their operations more effectively to changes in competitive conditions, including business-cycle fluctuations in demand.

• Employers may also use temporary jobs as a least-cost way of screening potential candidates for permanent jobs in their firms.

• Employers are looking for better profile rather than for a permanent job.

REFERENCES• 30th JUL 2011 ECONOMICS TIMES• Statistics Canada — Catalogue no. 75-001-XIE• INDIA’S LABOR MARKET Case For Temporary

Staffing Reform To reduce Unemployment A White Paper By Team lease Services

• Psychological Empowerment and Job Satisfaction of Temporary and Part-Time Nonstandard Workers: A Preliminary Investigation Kevin E. Dickson Southeast Missouri State University Alicia Lorenz Southern Illinoisan

• OECD EMPLOYMENT OUTLOOK – ISBN 92-64-19778 8– ©2002

Acknowledgements

I sincerely thank all the Faculty at CMS , Jamia Millia Islamia for providing us an opportunity to gain an enriching experience through the valuable concept of Presentation. I express my sincere gratitude to Dr. P.K. Gupta for his constant guidance and support throughout the period of my study. I also thank all the faculty members and my seniors for providing continuous encouragement and useful suggestions throughout the study.

THANK YOU