Moreover, agency and on-call PRMT inhibitor workers did not differ significantly in their scores on autonomy and task demands. Furthermore, the results of the cross-table analysis (Table 2) support Hypothesis 1b. As expected, permanent work was more often active work (i.e. high demands and high control), while temporary work was more often passive work (i.e. low demands and low control). However, temporary
work was also more often high-strain work (i.e. high demands and low control). Thus, both Hypotheses 1a and 1b were supported. Table 2 Quality of working life indicators (mean scores) as a function of employment contract Permanent N = 17,225 Semi-permanent N = 1,826 click here Temporal no prospect N = 993 Agency N = 373 On-call N = 456 Highest Cohen’s D a F Overall N = 20,872 94.84** Task demands (1–4) 2.34 2.22 2.22 2.14 2.12 0.35** 41.27** Autonomy (1–3) 2.56 2.45 2.35 2.13 2.15 0.76** 141.10** Job insecurityb (1–2) learn more 1.15 1.25 1.36 1.47 1.20 1.00** 205.35** Overall N = 20,872 χ2 = 566.78** Passive (N = 2,608) (%) 10.8 17.1 19.9 30.4 27.6 Active (N = 7,986) (%) 40.8 30.5 26.0 18.7
16.1 Low strain (N = 7,284) (%) 34.9 36.5 35.0 29.2 31.9 High strain (N = 2,994) (%) 13.5 15.9 19.1 21.7 24.4 * p < 0.05. ** p < 0.01 aHighest significant Cohen’s D: difference between most ‘positive’ score (bold) and most ‘negative’ score (italics) bSeparate analysis: N = 21,541. All temporary contract group means are significantly different from those of permanent workers Contract
types and job insecurity Hypothesis 2 held that agency and on-call workers would experience the highest and permanent workers the lowest job insecurity. 17-DMAG (Alvespimycin) HCl The results in Table 2 support this expectation for agency work, but not for on-call work. Moreover, the largest difference in job insecurity was found for permanent versus agency work (large effect). In contrast, job insecurity among on-call workers was roughly the same as among (semi-)permanent workers. Thus, Hypothesis 2 receives support for agency work, but not for on-call work. Contract types, health and work-related attitudes Hypothesis 3 and 4 stated that agency and on-call workers would have the lowest health status and the worst work-related attitudes scores, respectively, while the opposite was expected for permanent workers. Regarding contract differences in health (Hypothesis 3), the findings in Table 3 support this expectation for agency work, but not for on-call work. Agency workers had the worst scores on general health, musculoskeletal symptoms and emotional exhaustion, while the opposite was true for on-call workers. However, all differences between contract groups were small, and the F-value for general health was strongly reduced after controlling for age (Hypothesis 3 partially supported).