Differences in employment relationship satisfaction of permanent employees and temporary employment service employees in the Gauteng Region.
Pasipanodya, Nonsikelelo Princess
Pasipanodya, Nonsikelelo Princess
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Abstract
The key issues faced by workers in triangular employment relationships, such as job insecurity, reduced job satisfaction and unequal treatment, can lead to conflict and unhappiness in the workplace. While temporary employees often perform tasks similar to their full-time counterparts, they lack legal protection, fair compensation and the benefits accrued by permanent workers. The primary aim of this study was to assess the disparities in employment relations satisfaction (ERS) and job satisfaction (JS) between permanent and temporary employees at a Gauteng-based labour brokering company. It also looked at workers in triangular work arrangements who faced issues like job insecurity, low job satisfaction, and unfair treatment. Despite performing tasks similar to those of full-time employees, they lack legal protection, receive inadequate pay and have limited benefits compared to permanent workers. This research sought to assess the differences in employment relations satisfaction (ERS) and job satisfaction (JS) between permanent and temporary employees at a Gauteng labour brokerage company. The study adopted a positivism paradigm, utilised a quantitative research design and surveyed 400 workers using a structured closed-ended questionnaire with Cronbach's alpha reliability testing. The study began with descriptive statistics for biographical data analyses and proceeded to employ a series of inferential statistical analyses. The relationship between ERS and JS was determined using Spearman's correlation coefficient. The Mann- Whitney test was used for non-normal data to investigate whether there were differences in the perceptions of permanent and temporary employees of ERS and JS. Internal consistency of the ERS and JS constructs was assessed using Cronbach’s alpha and factor loadings were reported for each construct product. All statistical significance was measured at the 5% level. The social exchange theory guided the investigation on the premise that positive exchanges fostered mutual positive responses; it revealed that permanent employees reported higher employment relationship satisfaction than temporary workers. Job satisfaction was moderate, with positive sentiments towards work, colleagues and supervisors, though concerns about benefits and salary raises emerged. A strong correlation between employment relationship satisfaction and job satisfaction was found, particularly among permanent employees.
Description
Submitted in partial fulfilment of the requirements for the degree, Magister Technologiae: Human Resources Management in the Department of People Management and Development, Faculty of Management Sciences at the Tshwane University of Technology.
Date
2023-11-20
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Tshwane University of Technology
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Keywords
Employment relationship satisfaction, Job satisfaction, Labour relations act, Temporary employment service employees, Labour broker