From a social identity theoretical perspective (e.g., George &
Chattopadhyay, 2005), individuals in organizations have multiple identities
and, in the context of temporary employees, this means that employees
may view themselves as a member of the client organization
and the temporary agency. In addition, from a multi-foci perspective
(Lavelle, Rupp, & Brockner, 2007), attitudes can have multiple sources.
Thus, the temporary employees may have their attitudes attuned toward
both organizations, but, based on their roles in the respective organization,
may hold different attitudes toward each as well as to the
job itself.
Research conducted by George and Chattopadhyay (2005) sheds
light on the two different identity mechanisms that may operate in respect
to client organization and temporary agency. Scholars in identification
literature have proposed that individuals identify themselves
with organizations on an impersonal or a personal basis. Sources of impersonal
identification include organization prestige, distinctiveness
and values. Personalized identification is due to the relationships
individuals have with the members of the identifying organization.
In the context of temporary employment, the impersonal basis can be
a factor for identifying with both client organization and agency
(distinctive identity, prestige and set of values). Personalized identification
can be especially important for client organizations because temporary
employees have extensive contact with the members of the client
organization and the type of relationships temporary employees
develop and maintain can be an important source of identification for
the temporary employees. Thus, from a theoretical foundation, temporary
employees should have their attitudes attuned toward both
organizations.