Dawson, Veliziotis and Hopkins (2017) investigate the difference in well-being between those

with a permanent contract and those with a temporary contract using British panel data for the
years 1991-2008. One goal of their study is to see whether job satisfaction plays a role in how
temporary contracts influence workers’ well-being. Well-being is not only defined here as
mental health, but constitutes also well-being in terms of life satisfaction, overall health and
dels as well as fixed effects models. Dawson et
al. (2017) find that when job security satisfaction is controlled for, which is considered to be a
part of overall job satisfaction, employees with a temporary contract tend to have better general
health and less distress than employees with a permanent contract. Furthermore, temporary
workers are also found to be more satisfied with life compared to permanent workers, looking
at the pooled OLS results. Life satisfaction is only found to be significantly better for fixed-
term temporary workers using a fixed-effects estimation method. Without this control for job
security satisfaction however, it has been found that those with non-fixed temporary contracts
experience more distress, are less satisfied with life (looking at the pooled OLS model) and
have better general health (in the fixed-effects model).

Overall, it appears that job security is an important determinant of the lower well-being
associated with temporary employment contracts. s an important role in
the well-being of a worker is also shown by Green (2011) using longitudinal Australian data.
He finds job insecurity to have a negative impact on subjective well-being, but finds also that
is means that the easier it is for an individual to get
another job and stay in the job, the less affected one is by job insecurity of one’s current job.
all be equally affected by job
insecurity, as it might be easier in some industries to find a new job compared to other
industries.

One of the things Kompier et al. (2009) investigate is the relationship between both well-being
and health and contract type using cross-sectional and longitudinal data on Dutch workers.

on-call workers, semi-permanent workers and fixed-

indicate those who could get a permanent contract and who are not able to get a permanent
contract respectively. Respondents were asked to indicate to which group they belong, which
also means that the prospect on getting a permanent contract is from respondents’ own point
to have worse mental health compared to