Contingent employment and organizational outcome: Clear benefits versus latent costs

• 발행기관: 한국인사조직학회
• 저자명: Soon sik Kwon
• 간행물 정보: 『한국인사조직학회 발표논문집』한국인사조직학회 2014년도 춘계학술연구발표회 발표논문집, 1~26쪽, 전체 25쪽
• 주제분류: 경제경영 > 경영학
• 파일형태: PDF
• 발행일자: 2014.03.30

영문 초록

This study utilized workplace panel data from the Korea Labor Institute (KLI), including yearly data for 2005, 2007, 2009, and 2011, to analyze organizational outcomes of contingent employment empirically. Contingent employment was classified into direct hiring and indirect hiring, and the organizational outcomes include labor productivity, operating profit, turnover ratio (overall and voluntary), and industrial accidents. The data were analyzed using random effect panel models, and the results are as follows. First, direct hiring had a positive impact on the voluntary turnover ratio of employees, but did not have significant impacts on labor productivity, operating profit, or industrial accidents. Second, indirect hiring had positive impacts on labor productivity, operating profit, and industrial accidents but did not have a significant impact on turnover ratio. Lastly, human resources (HR) practices and benefit provision for directly hired employees had positive impacts on labor productivity and operational profit ratio and had a marginally significant negative impact on voluntary turnover ratio, but did not have significant impacts on overall turnover ratio or industrial accidents. Judging from the overall results, contingent employment might create ambivalent outcomes. The differential impacts of direct and indirect hiring on the organization are discussed, managerial implications are provided.

목차

Abstract

Ⅰ. Introduction

Ⅱ. Theoretical Background and Hypotheses

Ⅲ. Research Methods

Ⅳ. Results

Ⅴ. Conclusion

References

키워드

Directly hired contingent employees indirectly hired contingent employees labor productivity operating profit turnover industrial accidents ambivalence