Abstract
Ph.D.
Aim: The aim of the study is to explore and describe the views and work experiences of temporary employee services (TES) employees situated in settings in four economic sectors; with the aim of understanding what TES means to a vulnerable segment of employees. Key objectives included
Developing an apt qualitative research approach to capture and unravel the experiences of TES employees working in settings in four sectors of the South African economy.
Studying the work of prominent scholars in relevant study field and extrapolate theoretical constructs by means of which the experiences and perceptions of TES employment contracting may be understood.
Developing a substantial theory of TES.
Methodology: A multiple case study was selected, driven by qualitative approach. Grounded theory was used as data analysis method for cases involved as sources of data. Participant observation and interviews were used as techniques for data collection. In line with the grounded theory tradition, literature was applied during and after data collection; to shape the direction of further sampling strategy and analysis.
Key findings: Four key themes emerged namely the push factors, service conditions, the preferred future of TES phenomenon and the coping mechanisms of TES employees. The outcome of the study suggested that policy makers and business entities should introduce baseline protective measures including bridging the gap in conditions of service between permanent full-time employees and employees contracted through alternative work arrangements.
Implications: For employees, role of TES is to offer stop-gap employment contracts to job seekers as cost-saving measure by client firms looking for workers to perform tasks of seasonal and time-bound nature and, in some instances, to help the workers to transition from temporary to permanent jobs. Regarding employment relations and business ethical considerations; the findings pointed to the need for role players (government, business and organised labour) to ensure compliance to ethical principles of both human resources and industrial relations (HRIR) nature. Regarding human resources procurement and stakeholder management practices, an...