With regard to contract differences in health, we expect similar results. Due to the expected lower quality of working life and higher job insecurity among agency and on-call workers, this group should have the lowest health status and permanent workers the highest (Hypothesis 3). Similarly, agency and on-call workers are expected to have the least favourable work-related
attitudes, while the opposite should hold true for permanent workers (Hypothesis 4). Secondly, we aimed to determine the role of the quality of working life and job insecurity in the relationship between employment contracts and (5) health and (6) work-related attitudes. We expect the contract differences in health to be partly explained by the quality of working life (Hypothesis 5a) and the degree Fosbretabulin manufacturer of job insecurity
(Hypothesis 5b). Moreover, we expect these contract differences to be best explained by the combination of the quality of working life and job insecurity (Hypothesis 5c). Similarly, we expect the contract differences in work-related attitudes to be also partly explained by the quality of working life SCH772984 nmr (Hypothesis 6a) and job insecurity (Hypothesis 6b). Again, we expect that these differences in work-related attitudes will be best explained by the combination of quality of working life and job insecurity (Hypothesis 6c). Methods Sample Data for the current study were obtained from the Netherlands Working Conditions Survey 2008 (NWCS: Koppes et al. 2009), which focused on the Dutch working population, excluding self-employed. This survey consists of a written questionnaire, which was sent
to the respondents’ homes. Participants were asked to fill in and return the questionnaire or to complete an online version of the questionnaire. Responses were obtained from 22,025 participants (30.8% response rate). The data were weighted to increase its representativeness for the Dutch working population, for example with Androgen Receptor antagonist regard to gender, age, ethnicity and occupation (Koppes et al. 2009). Because we restricted our analyses to workers holding a permanent or temporary contract, our final sample comprised 21,639 participants. Their mean age was 40.2 years (SD = 12.0), and 53.7% was male. Measures Employment contract The question ‘what is the nature of your employment?’ distinguished among five contract types: 1 = employee with permanent employment (for indefinite time), 2 = employee with temporary employment with prospect on permanent employment, 3 = employee with temporary employment for a fixed term, 4 = temporary agency work and 5 = on-call work. It should be noted that, although all temporary workers are protected by the so-called flex-law in the Netherlands, this flex-law does not include specific arrangements for on-call workers.