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Introduction
Research gaps in relation to temporary work and HRM are particularly acute given that during the 1990s it was apparently the most rapidly growing form of atypical employment in the European Union (Storrie, 2002) and in Australia (Burgess and Connell, 2004a). One of the driving forces for this increase in temporary working has been the demand from user firms and the ability to supply from temporary work agencies (TWAs). The most frequently cited reason for user firm demand for temporary workers has been the labour flexibility it provides (Carre and Tillyy, 1998; Connell and Burgess, 2002; DIR, 2001; Gonos, 1997). Hence, TWAs become purveyors of flexibility and HR “brokers”, frequently undertaking the HR roles that were previously conducted “in-house” such as recruitment and selection, payroll, appraisal and training.
Temporary work is an omnibus term that covers several different forms of employment arrangement including fixed term employment, on call employment (workers called in to an organisation as and when required) and temporary agency employment (Campbell and Burgess, 2001). The forms and types of temporary employment vary across countries and industries according to employment regulations and labour use needs and strategies (Burgess and Connell, 2004a; OECD, 2002).