A Model: Developing the Life Cycle of Employment Relationships in Workforce Leasing Companies in Finland
Berg, Laura (2025)
2025
All rights reserved. This publication is copyrighted. You may download, display and print it for Your own personal use. Commercial use is prohibited.
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2025112630049
https://urn.fi/URN:NBN:fi:amk-2025112630049
Tiivistelmä
Operating with a three-party employment relationship, workforce leasing is expanding its role in the Finnish labor market. Although research on employment relationships is extensive, there is a limited understanding of how they differ within workforce leasing companies. The purpose of this study is to identify the strengths and developmental needs of the employment relationships life cycle and to create a refined life cycle model tailored specifically to the workforce leasing context.
A mixed-method approach was used to combine both quantitative and qualitative data. A needs analysis provided an overview of the employees’ perceptions, and a semi-structured interview deepened the insight into the raised themes. The data was interpreted by a thematic analysis to identify patterns and themes across the data.
Based on the research findings, employees felt that flexibility, work-life balance, and trust were key strengths in employment relationships. Developmental needs appeared in feedback and recognition processes, development opportunities, onboarding, and long-term motivation. By mapping these themes onto the employee life cycle, the specific phases to which improvements should be targeted were highlighted. Using these findings, employment relationships can be strengthened overall through engagement and employers’ support.
This study contributes to both conceptual and practical insight into the evolving nature of the employment relationships in workforce leasing companies. The research introduced a revised employment relationship life cycle model that integrates both flexibility and structure. The developed life cycle model can serve as a practical framework for building employment relationships that enhance satisfaction, retention, and employee well-being.
A mixed-method approach was used to combine both quantitative and qualitative data. A needs analysis provided an overview of the employees’ perceptions, and a semi-structured interview deepened the insight into the raised themes. The data was interpreted by a thematic analysis to identify patterns and themes across the data.
Based on the research findings, employees felt that flexibility, work-life balance, and trust were key strengths in employment relationships. Developmental needs appeared in feedback and recognition processes, development opportunities, onboarding, and long-term motivation. By mapping these themes onto the employee life cycle, the specific phases to which improvements should be targeted were highlighted. Using these findings, employment relationships can be strengthened overall through engagement and employers’ support.
This study contributes to both conceptual and practical insight into the evolving nature of the employment relationships in workforce leasing companies. The research introduced a revised employment relationship life cycle model that integrates both flexibility and structure. The developed life cycle model can serve as a practical framework for building employment relationships that enhance satisfaction, retention, and employee well-being.