ABSTRACT
In order to deal with the increased demands for flexibility and adaptability linked to globalization, companies constantly test new forms of work organization and employment (Marchington et al. 2004; Cooke et al. 2004). During the past two decades, temporary work has emerged as one of the preferred managerial means of fostering flexibility. It has led to important changes in the employment relationship rooted in the Fordist compromise: By creating a triangular relationship (employer, worker, and user), temporary work creates a major challenge for employment regulation because it disassociates economic from social responsibilities (Sobczak 2003; Havard, Sobczak, and Rorive 2009) and thus reinforces the risk of job insecurity for workers.
