Benjamin Hopkins

Temporary Employment, Job Satisfaction and Subjective Well-being

This article is concerned with whether employees on temporary contracts in Britain report lower well-being than those on permanent contracts, and whether this relationship is mediated by differences in dimensions of job satisfaction. Previous research has identified a well-being gap between permanent and temporary employees but has not addressed what individual and contract specific characteristics contribute to this observed difference. Using data from the British Household Panel Survey, the article finds that a large proportion of the difference in self-reported well-being between permanent and temporary employees appears to be explained by differences in satisfaction with job security. Other dimensions of job satisfaction are found to be less important. In fact, after controlling for differences in satisfaction with security, the results suggest that temporary employees report higher psychological well-being and life satisfaction. This indicates that an employment contract characterized by a definite duration lowers individual well-being principally through heightened job insecurity.

Informal Hierarchies Among Workers in Low‐Skill Food Manufacturing Jobs

This article examines the creation of informal workplace hierarchies in the context of recent changes in the UK labour market. Previous studies have identified that deskilling of jobs has removed formal hierarchies among many production workers, and that informal hierarchies based upon factors such as contractual status have formed in their place. The aim of this article is to examine how changes in the labour force mean that new informal hierarchies have developed among migrant and immigrant workers who take these jobs through an agency. Research consisted of 50 semi‐structured interviews, coupled with lengthy observation of both work and social settings, at three food manufacturers. The article finds that language and cultural issues create a complex informal hierarchy not only between directly employed and agency workers, but also among and within different groups of migrant and immigrant agency workers.

Absence management of migrant agency workers in the food manufacturing sector

Temporary workers in low-skilled roles often experience ‘hard’ HRM practices, for example the use of the Bradford Factor to monitor absence, rather than using incentives to reward attendance. However, this peripheral workforce has become increasingly diverse in the UK since the A8 European Union expansion, which has seen over a million migrants from central and eastern Europe register to work in the UK. Importantly, there is also heterogeneity within this group of workers, for example between those who intend to migrate for a short period of time then return, and those who are more settled and wish to develop a career. By considering the particular case of absence management, this paper examines how these different groups of migrants respond to HRM practices. The key contribution of the paper is to examine how different groups of migrants experience these practices, rather than simply comparing migrant and native workers as two homogeneous groups. The paper presents data from the food manufacturing sector in the UK. In total, 88 semi-structured interviews were conducted with operations managers, HR managers, union convenors and workers on permanent, temporary and agency contracts. In addition, data from informal interviews and observation at five companies are presented.

Migrant Workers and Involuntary Non-permanent Jobs: Agencies as New IR Actors?

Using Quarterly Labour Force Survey data this article illustrates the involuntary crowding of migrants from Central and Eastern Europe into non‐permanent work when moving to the United Kingdom. The role of agencies in mediating this relationship is examined, as is their new role as actors in industrial relations systems.

Entrepreneurial groups in Ireland and Wales : A preliminary typology of entrepreneurs using a marketing segmentation approach

Purpose – The purpose of this paper is to use a marketing segmentation approach based upon attitudes and perceptions of centrality, trust, communication, conflict resolution, benefits and satisfaction to create a typology of network members specifically for entrepreneurs as actors in entrepreneurial business networks.Design/methodology/approach – The paper uses a survey of individuals drawn from six entrepreneurial networks located within West Wales and South‐East Ireland. Initial analysis utilised exploratory factor analysis, which was then used as a base for cluster analysis. Validity was established using ANOVA (continuous data) and Chi‐square (categorical data) tests, while reliability was examined through Cronbach alphas.Findings – The findings indicate that a four segment structure existed. Each of the four segments were found to be significantly different regarding attitudes towards centrality, trust, communication, conflict resolution, benefits and satisfaction. The four network member segments ar...

Inclusion of a diverse workforce in the UK: The case of the EU Expansion

Purpose – The purpose of this research paper is to examine the integration of an increasingly diverse workforce in the UK following the EU expansion of 2004 to incorporate the accession countries of Central and Eastern Europe, at a time of increased migration from other areas of the EU such as Portugal.Design/methodology/approach – This paper presents data from five case study companies. The key methods of data collection were 88 semi‐structured interviews coupled with lengthy time spent on observation at each company, leading to an ethnographically‐informed method.Findings – The key contribution of this paper is to analyse the relationships between migrant workers and the British workers they work alongside in the context of the EU expansion. It shows how low levels of English language skills lead migrant workers into low skilled roles, and that in the workplace this leads to hostility from British workers. However, as migrant workers had mainly sought employment through an agency, the case study compani...

Analysing the ‘migrant work ethic’ – Comparing managers’ perceptions of local workers and Central and Eastern European migrants in the United Kingdom:

The 2004 expansion of the European Union saw over one million people from Central and Eastern Europe register to work in the United Kingdom. Early studies into this phenomenon found a highly qualified migrant workforce taking low skilled roles, and research in regions of high unemployment saw migrant workers viewed favourably by managers as compared with locals. Using a qualitative case study approach, this paper significantly adds to regional studies of migration to investigate comparisons of migrant and local workers in regions of low unemployment, where managerial views towards locals are not as negative. The paper finds that, owing to low levels of labour market power as a result of basic English language skills and problems of transferability of qualifications, migrants are finding new ways of signalling their higher productivity. These are low levels of absence and a willingness to work longer hours, frequently termed a ‘good work ethic’ by managers, and used to positively distinguish migrant workers even in regions of low unemployment. The paper then investigates what happens to the demonstration of this ‘work ethic’ over time, finding that these behaviours are less likely to be used as labour market power increases.

Occupational health and safety of temporary and agency workers

Previous quantitative studies have established a link between precarious work and occupational health and safety (OHS). Using an ethnographically informed qualitative approach, this article investigates the workplace experiences of different types of precarious workers, in particular those who are directly-employed temporary workers and those who are engaged through an agency. Drawing on the work of Andrew Hopkins, the article finds cultural practices that lead to worsened OHS experiences for those who are engaged through an agency. These experiences include inadequate safety training, poor quality personal protective equipment and a lack of clarity of supervisory roles.

Understanding the perception of the ‘migrant work ethic’

Over the last decade, the UK has experienced unprecedented increases in migration associated with the 2004 A8 expansion of the European Union. These migrant workers have been praised by managers in the UK, who have frequently stated that they perceive these workers to have a strong ‘work ethic’ when measured on aspects such as absence from work rates. This article examines this perceived migrant ‘work ethic’ by analysing worker absence data from the UK Quarterly Labour Force Survey for the period 2005–2012. Regression analysis reveals that when A8 migrant workers first arrive in the UK, they record substantially lower absence than native workers, but that these migrant absence levels assimilate within two to four years. If employers use this information to make hiring decisions, this may have negative implications for native workers, but, importantly, only in the short run.