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There are at least two competing views on the foundations of generalised trust: experiential and cultural. The experiential perspective emphasises that trust is fragile and remains open to environmental influences throughout life, whilst the cultural perspective asserts that trust is a stable trait established early in pre-adult life through intergenerational transmission mechanisms. Utilising an innovative methodology applied to a major UK longitudinal survey, this article tests these alternative accounts by analysing the persistence of generalised trust throughout the life-course. In support of the cultural perspective, trust is found to be a relatively stable, persistent human trait. Whilst generalised trust is open to change, these changes are however temporary with an overriding tendency for individuals to revert back to their initial, long-term level. Greater emphasis should be placed on the establishment of initial, pre-adult trust, as changes induced by post-childhood environmental forces are likely to be prone to rapid decay.

ABSTRACTIndividual's expected wages exceed predicted market wages. Rational expectations imply the divergence should be zero. If individuals over‐estimate the return from their attributes and view the paid‐employment return distribution too favourably, then conditional on market wages, subsequent employment utility is likely to be low through disappointment.

Temporary workers in low-skilled roles often experience 'hard' HRM practices, for example the use of the Bradford Factor to monitor absence, rather than using incentives to reward attendance. However, this peripheral workforce has become increasingly diverse in the UK since the A8 European Union expansion, which has seen over a million migrants from central and eastern Europe register to work in the UK. Importantly, there is also heterogeneity within this group of workers, for example between those who intend to migrate for a short period of time then return, and those who are more settled and wish to develop a career. By considering the particular case of absence management, this paper examines how these different groups of migrants respond to HRM practices. The key contribution of the paper is to examine how different groups of migrants experience these practices, rather than simply comparing migrant and native workers as two homogeneous groups. The paper presents data from the food manufacturing sector in the UK. In total, 88 semi-structured interviews were conducted with operations managers, HR managers, union convenors and workers on permanent, temporary and agency contracts. In addition, data from informal interviews and observation at five companies are presented.

This article is concerned with whether employees on temporary contracts in Britain report lower well-being than those on permanent contracts, and whether this relationship is mediated by differences in dimensions of job satisfaction. Previous research has identified a well-being gap between permanent and temporary employees but has not addressed what individual and contract specific characteristics contribute to this observed difference. Using data from the British Household Panel Survey, the article finds that a large proportion of the difference in self-reported well-being between permanent and temporary employees appears to be explained by differences in satisfaction with job security. Other dimensions of job satisfaction are found to be less important. In fact, after controlling for differences in satisfaction with security, the results suggest that temporary employees report higher psychological well-being and life satisfaction. This indicates that an employment contract characterized by a definite duration lowers individual well-being principally through heightened job insecurity.