Different temporary work status, different behaviors in organization

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How researchers see this paper

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Balanced versus Unbalanced Psychological Contracts in Temporary and Permanent Employment: Associations with Employee Attitudes (2009, unknown): “Previous research on psychological contracts in temporary employment found the same dynamics but mostly focused on the promises of the organization (Chambel & Castanheira, 2006; Guest & Clinton, 2005).”
Classifying Work in the New Economy (2013, background): “Direct hire temps typically have short tenure with an employer and work in simple, standardized jobs with few expectations of a continuing relationship, such as call center workers hired on a short-term basis to meet temporary increases in demand (Chambel & Castanheira, 2006).”
“I Have a Job, But . . .”: A Review of Underemployment (2011, result): “Indeed, some studies found higher unemployment among men than among women (Chambel & Castanheira, 2006; Maynard, Joseph, et al., 2006; Tam, 2010).”
Literature Review of Theory and Research on the Psychological Impact of Temporary Employment: Towards a Conceptual Model (2008, unknown): “Temporary workers may instead focus upon inducements that could unfold in the future (Chambel and Castanheira 2006).”
Career stage and generational differences in psychological contracts (2009, background): “Nine respondents were excluded due to missing data and a further 48 temporary staff responses were excluded because temporary staff have a different PC arrangement than permanent staff members ( Chambel and Castanheira, 2005”