Abstract
Results concerning the relationship between temporary employment and employees' attitudes, well-being and behaviour at work are inconsistent. We summarise Belgian research attempts to account for this inconsistency. These explanations concern (1) the heterogeneity of the temporary workforce; (2) the idea that contract type could moderate the stressor-strain relationship; (3) the possibility of hidden costs of temporary employment for permanent workers; and (4) transitions between temporary and permanent employment. Explanations in terms of heterogeneity added little in explaining temporary workers' responses. The other routes were promising. We discuss these studies in terms of possible implications for theory, methodology and practice.