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The purpose of the present study is to examine how perceived employability relates to job exhaustion, psychological symptoms and self‐rated job performance in involuntary and voluntary temporary employees compared to permanent employees.

The study is based on a cross‐sectional design using a sample of university teachers and researchers (n=1,014) from two Finnish universities. Of the sample, 40 percent (n=408) are permanent employees, 49 percent (n=495) involuntary and 11 percent (n=111) voluntary temporary employees. Most respondents (54 percent) have education above a Master's degree, the average age is 43 years, and 58 percent are women.

The results of general linear model analyses show that perceived employability promotes favorable outcomes among all respondents. However, the negative relationship between perceived employability and job exhaustion and psychological symptoms is stronger among voluntary than among involuntary temporary employees.

The study indicates that although perceived employability seems to be important to all employees, involuntary temporary employees benefit least from high perceived employability in terms of individual well‐being.

The main goal of this article is to present a new taxonomy of contingent employment that better represents the wide variety of part‐time, temporary, and contract employment arrangements that have emerged since Feldman's review.

Reviews the literature over the past 15 years.

The paper suggests that contingent work arrangements can be arrayed along three dimensions: time, space, and the number/kind of employers. In addition, analysis of the recent research on contingent employment should be expanded to include worker timeliness, responsiveness, job embeddedness, citizenship behaviours, quality of work, and social integration costs.

The article suggests that a wider range of individual differences (including education, race, citizenship, career stage, and rational demography) all serve to moderate the relationships between different kinds of contingent work arrangements and outcome variables.

The purpose of this paper is to compare newcomers’ perceptions on how employers structure the socialization process in the core and peripheral workforce and to explore the proactivity of these new hires in form of information seeking behavior.

The data of this study were collected from a German sample with 359 contingent and permanent new hires in skilled jobs.

The employment type was linked to both socialization tactics firms provided during organizational entry as well as information seeking of permanent and contingent newcomers. In addition, organizational tenure was positively linked with information seeking of both newly hired temporary agency workers and newcomers holding fixed-term contracts.

Since most of the participants worked for different employers, differences in socialization might also be caused by different organizational cultures. Future studies should compare the socialization of new permanent and new temporary workers on an inter-organizational and intra-organizational level.

For skilled jobs firms should offer long-term assignments for temporary agency workers, as they are associated with higher proactivity. Further, firms should intensify the socialization of newcomers holding longer-term work contracts, as these employees may tend to show lower proactivity.

A structured organizational entry of skilled temporary agency workers may represent a stepping stone for permanent employment due to improved work attitudes and behaviors.

This is the first study that examines employment characteristics as potential determinants of organizational socialization tactics. In addition, the study uses a German sample and therefore, follows recent calls for more research on organizational socialization in non-Anglo-Saxon work contexts.

Fatigue failure caused by stress concentrations in tubular welded joints is observed in off shore platforms subjected to cyclic loading in corrosive marine environments. In some junctions, the stress concentration can induce a stress thirty times the nominal stress, and increase the risk of fatigue failure in tubular joints. Therefore, it is necessary to accurately assess the intensity of the stress concentrations to effectively deal with the problem of fatigue damage and lead to reliable tubular joints. This work aims to study the stress distribution and location of the "hot" spots in a Twelded tubular structure subjected to a combined loading of tension and bending (in-plane bending, out of plane bending and traction) to better simulate the actual loading.

The purpose of this paper is to join an anodized aluminium alloy AA6061 sheet with high-density polyethylene (HDPE) using friction spot process.

The surface of AA6061 sheet was anodized to increase the pores’ size. A lap joint configuration was used to join the AA6061 with HDPE sheets by the friction spot process. The joining process was carried out using a rotating tool of different diameters: 14, 16 and 18 mm. Three tool-plunging depths were used – 0.1, 0.2 and 0.3 mm – with three values of the processing time – 20, 30 and 40 s. The joining process parameters were designed according to the Taguchi approach. Two sets of samples were joined: the as-received AA6061/HDPE and the anodized AA6061/HDPE.

Frictional heat melted the HDPE layers near the lap joint line and penetrated it through the surface pores of the AA6061 sheet via the applied pressure of the tool. The tool diameter exhibited higher effect on the joint strength than processing time and the tool-plunging depth. Specimens of highest and lowest tensile force were failed by necking the polymer side and shearing the polymer layers at the lap joint, respectively. Molten HDPE was mechanically interlocked into the pores of the anodized surface of AA6061 with an interface line of 18-m width.

For the first time, HDPE was joined with the anodized AA6061 by the friction spot process. The joint strength reached an ideal efficiency of 100 per cent.

The aim of this article is to test the assumption that both management and co‐workers constitute multiple contract constituencies, as advocated for in recent research on psychological contracts. It also aims to test the theory of cognitive schemas as predictors of psychological contract development. Finally, it aims to examine the validity of the relational subscale of psychological contracts.

Data were collected through three survey studies in different workplaces, areas and settings and were analyzed through Fisher's exact test, principal component analysis and hierarchical regression analysis.

The results supported the notion of multiple contract constituencies. Partial support was found for the theory of cognitive schemas and their influence on psychological contract development. The study also revealed new sub‐dimensions of the psychological contract, here called “Fellowship” and “Challenge/Development”. These new sub‐dimensions respond differently to predictors that, according to psychological contract theory, are supposed to generate similar effects.

Since the findings of this study call into question some of the earlier research: it would be desirable to study psychological contracts, using a multiple foci approach, with a greater, random, sample.

The results indicate a need to draw further attention to the role of the co‐workers in the integration of agency staff in client companies.

Since no previous study has tested the notion of co‐workers as constituencies of the psychological contract, these empirical results will challenge much previous research on the concept of psychological contracts.