Issues of workplace in Korea: How to Inspire Temporary Workers?

This study will focus on motivation of temporary workers working in distributors as well as generic companies, especially MPS (motivating potential score) proposed by job characteristics model. We think that temporary workers required intrinsic motivation in order to commit with their organization becausethey are difficult switch-regular workers due to glass ceiling. In addition, this study will focus on self-efficacy of temporary workers. Because temporary workers do not have the same rights as well as relatively unimportant job compared to full-time workers in their work. Therefore, if they are motivated in their workplace and if they have higher levels of their self-efficacy at the same time, it will be negative impact on their organizational commitmentbecause of the many restrictions due to the status of temporary workers. The results showed that the high level of perceived distributional justice and procedural justice was increased the level of organizational commitment, respectively. And, MPS was increased the level of organizational commitment, too. Finally, this study showed that both justice and Job characteristics were very important to increase organizational commitment. Therefore, in order to inspire temporary workers, the company provides placing enough considering job characteristics as well as fairness of the procedure and distribution. Also, to more fully understand the underlying processes between HRM (Human Resource Management) concepts, new fundamental methods may be required such as switch full-time opportunities.