Albert, Steven Brian
(1993)
The impact of supply-side human resource issues on organizations: An examination of a temporary accountancy firm.
PhD thesis, London School of Economics and Political Science.
Abstract
The preferences of individuals over working conditions may have profound effects on organizations and labour markets, and yet their impact has, for the most part, been marganalized. We argue that, in light of evolutionary developments in the workplace, a re-thinking of the impact of supply-side influences on specific labour market segments and organizations is called for. To this end, this study evaluates contemporary human resource issues, specifically - preferences of individuals to control working-time and the impact this may have on labour market segmentation theory and organizations. An analysis of data on such things as demographics, technology, payment systems and ethical views suggests an environment conducive for a more time-sensitive employee. We hypothesize that this time-sensitive employee may search for an organization, like the temporary agency, which provides the control over working-time that they prefer. Thus forming a unique supply-side driven labour market segment. We also assert that job forms like this, rather than being a peripheral secondary level job form, may be forming a new labour market segment that is neither primary nor secondary just atypical. Our hypotheses are derived from an approach that focuses on supply-side rather than demand-side influences, and a new adaptation and application of a more general time-sensitive model. We tested our hypotheses using a three tiered approach: (i) a secondary analysis of past data sets, (ii) analysis based upon our interviews with 17 managers from London temporary accountancy agencies and (iii) our own data set drawn from 175 employees of a Large London accountancy firm and 50 employees of a London temporary accountancy agency. We found that temporary agency employment when compared to large firm employment was associated with greater control over working-time and was associated with employees who exhibited a greater preference for control over working-time. Therefore, we found evidence for supply-side driven job-form choice. We also found that those employees related to the internal labour market's "core" exhibited a preference for control over working-time and received control over working-time in their compensation packages.
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