The reason is that they get to try and learn new things to a much lower degree than their more traditionally employed colleagues. These are the main conclusions of a new study from the University of Gothenburg.
Staffing agencies have been around for almost 20 years in Sweden, and they are well established in the country’s labour market. They employ an equivalent of about 50 000 full-time workers, and roughly 30% of all large private and public employers use their services. Women, immigrants and unmarried individuals are over-represented among staff agency workers.Shared responsibility
In an article published in Arbete och hälsa (in Swedish), Hannes Kantelius, doctoral student at the Department of Work Science, University of Gothenburg, reports the results of a study with 57 interviews – including both staffing agency personnel with long-term assignments and regular permanent staff and also managers, supervisors and union representatives – at industrial enterprises, logistics companies and one government agency. Some of the agency-provided staff had spent more than two years with the same client company.Extensive introductory training
The client companies therefore demand that these staff members keep the same work tasks for the duration of the contract. The introductory training is a bottleneck where a high agency-provided staff turnover imposes a burden on the client company’s organisation since it then has to divert resources to extensive staff training.
None of the temporary agency workers included in the study had been invited by their staffing agency to discuss work performance or development, as required by the Swedish Work Environment Act. Neither had they had the opportunity to vary their work tasks, due to the client companies’ demand.A dead-end street
In regard to training opportunities, the studied temporary agency workers have a lot in common with other groups of temporary workers at large despite the fact that most of them are in fact permanently employed by their staffing agency.For further information please contact: Hannes Kantelius
Helena Aaberg | idw
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