ABSTRACT

Over recent years, pressure for increased flexibility within organizations has arisen from a range of factors. These include the structure of the labour market, changing attitudes towards work and productivity, new technology, and economic factors (Mueller 1991; OECD 1986; Walton and Susman 1987). Organizations have responded in part to such pressures by building flexibility into labour markets, using a variety of internal and external strategies (Curtain 1987).