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Employment Contracts, Psychological Contracts, and Employee Well-BeingAn International Study$
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David E. Guest, Kerstin Isaksson, and Hans De Witte

Print publication date: 2010

Print ISBN-13: 9780199542697

Published to Oxford Scholarship Online: September 2010

DOI: 10.1093/acprof:oso/9780199542697.001.0001

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(p.231) 10 Conclusions
Employment Contracts, Psychological Contracts, and Employee Well-Being

Kerstin Isaksson (Contributor Webpage)

David E. Guest (Contributor Webpage)

Hans De Witte

Oxford University Press

This chapter draws together the results and reflects on what they mean for research and for policy and practice. Since the results are different to those we expected at the outset, and appear to contradict the widespread assumption that temporary workers are significantly disadvantaged, we explore why this should be so. Possible explanatory factors include changing expectations, a growing interest in work‐life balance, less concern about employment insecurity in the relatively prosperous early years of the 21st century and the changing nature of the work of permanent employees. We highlight in particular the increased demands placed on permanent workers and highlight how temporary workers with longer tenure tend to adopt some of the characteristics of permanent employees including rather more negative attitudes. After spelling out some areas for further research and some policy priorities, we conclude by emphasising the need to pay more attention to the demands being placed on permanent workers and to ensure that their concerns are not taken for granted.

Keywords:   summary of findings, explanations for findings, demanding work, policy implications, research implications

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