Temporary work preferences of wage earners in Turkey

In this study, by explaining the positive and negative aspects of temporary employment, the effects on the behavior of companies and workers, social organization and production were examined, and a perspective on the benefits and harms was tried to be developed by looking at the legal regulations. By showing the structural status of temporary employment in Turkey, the behavior of labor supply has been tried to be revealed. The study is considered important in terms of the development of temporary employment and the beneficial implementation of this working style by both the workforce and employers. The study explains the descriptive information (what it is, how it occurs, its suitability for employers and workers, its legal basis, etc.) and effects of temporary employment in general, and also presents the preferences of the workforce in Turkey. The household labor force survey of TURKSTAT for 2017 was used, and the data consisting of approximately 379 thousand paid employees was analyzed. According to the findings, it was seen that the gender difference among temporary workers living in Turkey is low. It has been understood that those working in developed regions have fewer temporary employment contracts than those working in less developed regions. It has been observed that uneducated people are more likely to work with temporary employment contracts than educated people, and young and old people more than middle-aged people. It has been determined that those who have completed their education and those who have completed their education have a higher tendency to make temporary employment contracts than the married ones. It has been revealed in which conditions, in which sectors, at which cost, at which wage level, under which social rights and working conditions, employers and workers can use the temporary working method. Another aspect of temporary work that was addressed was the strengths and weaknesses of this mode of work compared to permanent work. Considering these effects, which may vary in every economic situation, in every company, and in every worker, it has been understood that temporary and permanent working styles are relative and that being weak or superior to each other does not fit into a general definition.