Uncovering and explaining variance in the features and outcomes of contingent work
AbstractExisting research tends to depict contingent work either as having similar implications for firms and workers in all settings or as varying in its implications depending only on contingent workers' occupation or personal characteristics. In contrast, the author of this paper identifies systematic differences in contingent jobs across organizational contexts that are due to the strategies and practices of management. She uses internal labor market theory and data collected from two comparative case studies, both conducted in 1996-97, to develop four distinct models of how contingent work may be managed. Each of the contingent employment subsystems had distinct practices--related to job definitions, wage rules, and deployment through career ladders--put in place by management in response to technological factors and performance objectives. Each also raised challenges for integrating regular and contingent workers and generated trade-offs for both groups of workers as well as for the firm. (Author's abstract.)
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Bibliographic InfoArticle provided by ILR Review, Cornell University, ILR School in its journal ILR Review.
Volume (Year): 56 (2002)
Issue (Month): 1 (October)
Postal: 381 Ives East, Cornell University, Ithaca, NY 14853-3901
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- Jyh-Jer Ko & Ying-Jung Yeh, 2013. "Worker Satisfaction Following Employment Restructuring: Effects of Nonstandard Workers and Downsizing on Job Satisfaction in Taiwan," Social Indicators Research, Springer, vol. 110(2), pages 453-467, January.
- Matthew Dey & Susan Houseman & Anne Polivka, 2010.
"What Do We Know About Contracting Out in the United States? Evidence from Household and Establishment Surveys,"
in: Labor in the New Economy, pages 267-304
National Bureau of Economic Research, Inc.
- Matthew Dey & Susan Houseman & Anne Polivka, 2009. "What Do We Know about Contracting Out in the United States? Evidence from Household and Establishment Surveys," Upjohn Working Papers and Journal Articles 09-157, W.E. Upjohn Institute for Employment Research.
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