Efficiency of temporary equilibria

A temporary equilibrium model of a production economy with various capital markets in which producers maximize the expected utility of cash flows in various periods is considered. Without restricting the price expectation of producers, it is shown that, if contracts to buy or sell goods at future periods can be trated in a market and if the producer's utility functions are increasing in the cash flow of the first period, then the temporary equilibrium allocations are technically efficient. Also, production is technically efficient even in the presence of some quantity constraints on sales of futures contracts which are sufficient for existence of an equilibrium.     

Stationary Markov equilibria on a non-compact self-justified set

The existence of stationary processes of temporary equilibria is examined in an OLG model, where there are finitely many commodities and consumers in each period, and endowments profiles and expectations profiles are subject to stochastic shocks. A state space is taken as the set of all payoff-relevant variables, and dynamics of the economy is captured as a stochastic process in the state space. In our model, however, the state space does not necessarily admit a compact-truncation consistent with the intertemporal restrictions because distributions over expectations profiles may have non-compact supports. As shown in Duffie et al. [Duffie, D., Geanakoplos, J., Mas-Colell, A., McLennan, A., 1994. Stationary Markov equilibria. Econometrica 62, 745–781), such a compact-truncation, called a self-justified set, is essential for the existence of stationary Markov equilibria. We extend their existence theorem so as to be applicable to our model.     

The influences of new employee development practices upon role stressors and work-related attitudes of temporary employees

Understanding what influences temporary employee attitudes toward their work is becoming an increasingly significant managerial concern in organizations employing temporary workers. In this empirical study, we examine the relationship between new employee development (NED) practices, role stressors and employee work-related attitudes. It was hypothesized that NED practices will be negatively related to the role stressor variables and that the role stressor variables will be related to employee work-related attitudes. It was further hypothesized that role stressors will mediate the relationship between NED practices and temporary employee work-related attitudes. Since temporary employees receive new employment practices at both the client organization and the temporary agency, the relationships were hypothesized to exist for both the client organization and temporary agency. Data were collected from temporary employees (N = 1,261) across the United States. Results indicate that NED practices at the temporary agency and client organization were both negatively related to role ambiguity and role conflict. Role stressors were positively related to intention to quit and negatively related to job satisfaction and organizational commitment in relation to both client organization and temporary agency. Role ambiguity and role conflict partially mediated the relationship between NED practices and temporary employee work-related attitudes for both the client organization and temporary agency. Theoretical and practical implications for managing temporary employees are discussed.     

Happy together,or not? Balanced perceived investment in standard and nonstandard employees

This study investigated whether the relationship between temporary employees' perceived investment in employee development and work outcomes was moderated by temporary employees' perceived investment in standard employee development (PISED). A study among 2022 Norwegian temporary employees showed that the relationship between perceived investment in temporary employee development and in-role and contextual performance was moderated by the temporary employees' PISED. These results suggest that client organizations that invest more in standard employee development will get the most of their investments in temporary employee development. Implications for practice and future research are discussed.     

The German temporary staffing industry: growth,development, scandal and resistance

In Germany the size of the temporary agency workforce has almost doubled between 2002 and 2012 prompted by deregulation and expansion of temporary staffing agency networks. This article examines the growth of the temporary staffing industry in Germany revealing important milestones in the regulatory framework transformation. The article then explores the role of key actors in the development of temporary staffing industry in the Germany labour market, in particular the shifting positions of trade unions in relation to temporary agency work, as well as intervention from the state with re‐regulation in order to mitigate for exploitative affecting temporary agency workers. The findings highlight that while the growth of the German temporary staffing industry has been substantial, and that the state has been an active agent, it has not been without its controversies and challenges, and that features of the industry remain potential barriers for its future development. © 2016 John Wiley & Sons Ltd     

The mediating role of leader–member exchange: a study of job satisfaction and turnover intentions in temporary work

This paper focuses on turnover intentions in temporary work. Specifically, we analyse whether job satisfaction and leader–member exchange (LMX) play the same role as antecedents of turnover intentions for both temporary and permanent employees. Results from a total‐effects moderation model based on a survey of 593 individuals placed by a temporary work agency suggest that temporary work lessens the impact that high job satisfaction has in terms of reducing turnover intentions. Furthermore, while for permanent employees, high‐quality LMX relationships play a central role in the link between job satisfaction and turnover intentions; for temporary employees, job satisfaction is less important in the formation of high‐quality LMX relationships. Therefore, we contribute to knowledge on turnover intentions in temporary work by showing that within this context, turnover intentions cannot be directly remedied by high job satisfaction and that temporary work inhibits LMX's reinforcing role in the relationship between job satisfaction and turnover intentions.     

The dynamics of repeated temporary jobs

The path to a permanent job often implies a sequence of temporary contracts, sometimes including periods of unemployment. This has usually been disregarded in previous studies on the transition from temporary to permanent employment. To account for these transitions, I apply multiple-spell duration techniques to an Italian dataset. I find that the probability of moving from a temporary to a permanent job increases with the duration of the contract, but decreases with repeated temporary jobs and especially with interruptions. This suggests that it is not temporary employment per se but the intermittence associated with it that is detrimental to employment prospects.     

Unhappy with well-being research in the temporary work context: mapping review and research agenda

Abstract

While temporary workers’ specific employment circumstances strongly suggest negative consequences for their well-being, research on temporary workers’ well-being shows serious inconsistencies. To identify possible reasons, we provide an overview of previous well-being research in the temporary work context. The mapping review shows that inconsistencies are caused both by the use of the umbrella term temporary work to describe a wider range of employment forms with divergent characteristics and the use of the buzzword well-being for various well-being indicators. In addition, the portfolio of employment-specific antecedents used is insufficient to gain a comprehensive view of temporary workers’ well-being situation. Based on these findings, we propose an agenda for future well-being research in the temporary work context. A first key implication is that analyses considering country-specific circumstances and employment-specific characteristics of particular atypical employment situations are needed. Secondly, a more comprehensive portfolio of employment-specific and individual antecedents would help with gaining deeper insights into temporary workers’ well-being situation. In addition, effects of well-being on attitudinal and behavioral outcomes should be analyzed to demonstrate the return on investment of organizations’ well-being enhancing activities. Finally, well-being oriented HR practices and their implementation in the temporary work context are part of the proposed research agenda.     

非标准审计意见的信息含量分析——基于2005年暂停上市公司的分析

本文介绍了*ST公司暂停上市有关的制度背景,对2005年暂停上市公司2002-2004年报的审计意见进行了统计分析,结果表明,*ST公司被暂停上市前的非标准审计意见在一定程度上警示了上市公司存在暂停上市乃至退市的风险,能够向投资者和其他利益相关主体传递一定信息。     

从招标人角度谈工程招标中设置暂估价的利与弊

文中阐述了暂估价的基本含义以及与暂列金额的区别,从招标人角度详细分析了在工程招标中设置暂估价的利与弊,给出了招标人在招标中运用暂估价的建议。     

工程招标暂定价的造价管理

在工程招标时,通常设定暂定价,加强招标暂定价的管理,有利于工程总投资的造价控制。本文简单介绍了招标暂定价的特点和分类,提出了从建设项目招标、施工、竣工结算三个阶段加强暂定价造价管理的具体措施。     

神府高速公路桥梁临时支座设置研究

公路桥梁施工中,经常遇到先简支,后连续这样的体系转换问题,这就涉及到简支阶段的临时支座设计、使用以及拆除。本文通过实例对临时支座控制预留沉降量、临时支座与垫石的位置关系、支座各部位受力安全、永久支座和临时支座处于同一高程、泄砂孔的螺母螺栓匹配等因素进行了研究,提出了该过程的相关技术控制思路和方法,为对同类工程提供借鉴。     

Employers' Flexibility and Employment Volatility

A bstract .   Previous analyses of the strong secular growth in personnel supply employment have focused primarily on the relative impacts of demand and supply factors. This industry's dramatic growth has tended to mask its high degree of volatility, which may be more useful in understanding employers' motivations for hiring temporary employees. This article examines alternative explanations for the volatility of employment in the temporary supply industry from 1972 to 2000. Using a seemingly unrelated time-series estimator, we compare the volatility of temporary employment to that of regular full-time employment. We find that quarterly changes in temporary employment are more sensitive to the business cycle than regular full-time employment are and argue that temporary employment is likely to have a number of disadvantages as a reemployment strategy during a recession, since temporary employment typically declines during that time. Additionally, employment growth during this period is better explained by employers' efforts to achieve numerical rather than wage flexibility.     

Explaining cyclical movements in employment: Creative-destruction or changes in utilization?

An important step in understanding why employment fluctuates cyclically is determining the relative importance of cyclical movements in permanent and temporary plant-level employment changes. If movements in permanent employment changes are important, then recessions are times when the destruction of job-specific capital picks up and/or investment in new job capital slows. If movements in temporary employment changes are important, then employment fluctuations are related to the temporary movement of workers across activities (e.g. from work to home production or search and back again) as the relative costs/benefits of these activities change. I estimate that in the manufacturing sector temporary employment changes account for nearly 60% of the change in employment growth over the cycle. However, if permanent employment changes create and destroy more capital than temporary employment changes, then their economic consequences would be relatively greater. The correlation between gross permanent employment changes and capital intensity across industries supports the hypothesis that permanent employment changes do create and destroy more capital than temporary employment changes.     

Signaling,selection and transition: empirical evidence on stepping-stones and vicious cycles in temporary agency work

Despite the growing importance of temporary work agencies, the benefits they bring to temporary agency employees (TAEs) are still disputed, and empirical findings are, by and large, mixed. Using a unique dataset comprising almost 12,000 TAEs on their first and second temporary work assignments, this work aims at disentangling the consequences of temporary agency work on the level of the individual TAE in Germany. We find that temporary agency work assignments act as learning devices for employers about the underlying ability of TAEs. High ability employees can show their qualities and fit with the organization with the time spent on temporary work assignments, albeit at decreasing rates. In addition, we find that if a TAE is assigned to a subsequent project after the first one, it is less likely that the employee transitions into permanent employment. Hence, we conclude that a division exists among TAEs: where the high ability employee may find it a stepping-stone to a desired permanent position, and others get trapped in it and have a hard time transitioning into permanent employment.     

Temporary layoffs and split population models

This paper develops and estimates a split population model for the duration of temporary layoffs in the German labour market; the population being split according to whether a layoff is temporary or permanent. A flexible piecewise constant hazard is employed and the recall propensity is used to condition the duration of a temporary layoff. The distinction between factors that influence the recall propensity and factors that influence the duration of a temporary layoff is shown to be of empirical significance. The results of the paper are used to evaluate implicit contract and search theories of temporary layoffs. The paper suggests that implicit contracts can explain the behaviour of unemployed workers with high worker–firm attachment whilst search can explain the behaviour of workers with low worker–firm attachment. Copyright © 2004 John Wiley & Sons, Ltd.     

The impact of Greek labour market regulation on temporary employment – evidence from a survey in Thessaly,Greece

This paper uses an original data-set for 186 workplaces in Thessaly (central Greece), to study consequences of Greece's strict employment protection law (EPL) and national minimum wage for temporary employment. We find higher temporary work contract rates among workplaces that pay low wages close to the minimum. We also find that EPL ‘matters’, in particular, managers who prefer temporary contracts because temporary workers are less protected definitely employ more. Our findings thus support the view that a firm's HRM decisions regarding internal versus external allocation of tasks are influenced by labour regulation.     

Leadership in Temporary Organizations: A Review of Leadership Theories and a Research Agenda

Projects and other temporary forms of organizing are different from standard organizational processes. As most leadership theories are based on the assumption of stable organizational environments, the increase in temporary forms of organizing poses specific challenges to leadership theories. We evaluate existing leadership theories in terms of their applicability on temporary environments and identify theories, which are adaptable to temporary settings and therefore may be the basis for empirical investigations in this field. On this basis we derive a research agenda by proposing individual leadership theories and combinations of different leadership approaches to be further assessed in research.     

Incentives and selection in cyclical absenteeism

Procyclical absenteeism might be due to the higher sick rates of marginal workers or a consequence of procyclical incentives to report sick. These hypotheses predict opposite signs for the correlation between sick rates and shares of temporary contracts. Workers on temporary contracts are associated with lower job security in comparison with workers on time-unlimited contracts, implying that temporary employees run the highest risk of lay-off and are expected to have stronger incentives for job attendance. Using industry–region panel data, we find a stable negative correlation between sick rates and shares of temporary contracts implying that procyclical sick rates are compatible with the idea that incentives to report sick are also procyclical.     

论资产负债项目的性质与暂时性差异的形成

资产负债项目的性质对其暂时性差异的形成有着直接的影响。一般而言,货币性资产、负债项目不形成暂时性差异,而非货币性项目则有可能形成暂时性差异。在有些情况下,这一结论似乎并不成立,如应收账款等项目有时也会产生暂时性差异,事实上,该资产项目此时已不再是严格意义上的货币性项目。弄清这一规律,不论在理论上还是在实践中均有重要意义。