How do Temps take on the Organizational Culture?
Organizations in the United States often find it beneficial (especially in cases involving labor unions) to hire temporary employees to staff entry level positions. This practice creates a paradox in organizations begging the question; if an organization utilizes temporary employees through agency services, seasonal hiring practices, or outsourcing methods – is it possible for these employees to build identification with the organization or does the structure of the organization’s culture prohibit this connection from taking place? By answering this question, I hope to be able to further elaborate the pertinence for marginal employees to identify with the organization or if research shows that it has no affect on their ability to act/work effectively within the organization.
