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Purpose: This research seeks to understand, for the first time, what motivates knowledge-intensive organizations (KIOs) to initiate knowledge management (KM) activities in times of routine and emergency. The COVID-19 pandemic was placed at the center as a case study of an extreme crisis. Design/methodology/approach: Based on the adoption of the qualitative-constructivist paradigm, the study was conducted among 52 KM professionals through in-depth interviews and focus groups. The data were analyzed using a thematic analysis method, according to the principles of the grounded theory approach. Findings: The findings reveal that opportunities and risks are two types of catalysts which accelerate KM efforts in times of routine and emergency respectively. Due to KM's support of the transition to flexible employment during COVID-19, the authors show that this field experienced real growth and prosperity in the "new normal." KM initiatives were promoted during the COVID-19 crisis in light of gaps in retention, sharing, accessibility and development of knowledge. Originality/value: Given that knowledge risks are a field with fragmented understanding, the results contribute to understanding the importance of risk management related to knowledge in times of crises and turmoil. The authors call for incorporating this niche into the overall risk management of the organization, while adopting a holistic and long-term perspective of KM. Furthermore, the authors uncover KM's position in KIOs during the global pandemic. The paper proposes food for thought regarding informal knowledge sharing in virtual environments typical of the "Corona routine". [ABSTRACT FROM AUTHOR]

Purpose: Utilizing boundary theory as a guiding framework, this study aims to explore facets of work–life balance (WLB) that women entrepreneurs experience in the context of the United Arab Emirates (UAE). It sheds light on strategies women entrepreneurs use to manage and shape boundaries between their personal and professional lives. Design/methodology/approach: In this qualitative study, we conducted in-depth interviews with 50 women entrepreneurs to gain a deeper understanding of their WLB challenges. Findings: Integration is a boundary management approach used by most women in our sample, facilitated by the thin work–life boundary inferable from their entrepreneurial careers. Integration has all the hallmarks of being imposed on women entrepreneurs because of family role challenges and societal expectations, on top of their entrepreneurial obligations. Women are reactors; they shoulder societal, family and entrepreneurial roles while having little control over events and circumstances. Practical implications: Boundary theory suggests two roles must be interconnected to coexist successfully. Women entrepreneurs can benefit from the synergy between their personal and professional lives. As their roles tend to be more complex, it is essential to consider the consolidation of both spheres as an ongoing process to maximize their benefits. Originality/value: Today's independent forms of working are contingent on flexible work arrangements, work intensification and wireless communication. Understanding how women entrepreneurs find balance amid boundarylessness adds to our limited knowledge of people in comparable environments. [ABSTRACT FROM AUTHOR]

Purpose: This research aims to examine the influence of workers' identification with their supervisors on safety behaviour in construction projects. Design/methodology/approach: Employing the job demands–resources theory, this research tested the relationships among relational identification as a personal resource, respectful engagement as a job resource, employee safety voice as a positive work behaviour and safety behaviour as the outcome. Partial least squares structural equation modelling (PLS-SEM) was used to analyse 120 quantitative data collected using a questionnaire survey. Findings: Relational identification, which reflects workers' identification with their supervisors, is a significant predictor of safety behaviour. Furthermore, respectful engagement and employee safety voice sequentially mediate the relationship between relational identification and safety behaviour. Research limitations/implications: The internalisation of safety norms, values and practices in construction projects is contingent on the identification of workers with their supervisors. Originality/value: Safety behaviour of workers is a significant predictor of safety performance in construction projects. Research on numerous antecedents of safety behaviour points out that leadership is a significant predictor of construction workers' safe behaviour. Contributing to research on construction safety leadership, this research found that leader-subordinate relationship is key to make construction workers more psychologically ready to internalise the importance of safety behaviours at work. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study was to explore the information behaviors (IBs) of performers and artisan/vendors in American Renaissance faires. This research is exploratory in nature and seeks to discover how existing IB theories, including embodied information practices, can explain the information seeking and use of performers and artisan vendors working in American Renaissance faires. Design/methodology/approach: This study used semi-structured qualitative interviews with three artisan/vendors and 12 performers at Renaissance faires to explore their IBs around the roles at the festivals. Interviews were audio recorded, transcribed and analyzed from an exploratory framework, looking for how existing IB theories might explain the findings. Findings: Although the participants in this study described information practices that were embodied and corporeal, they shared more experiences around the complex and fraught nature of information sharing within the Renaissance faire community. Information sharing prohibitions were related to power dynamics and the participants' roles as gig or contingent workers. Originality/value: This was the first study to explore the IBs of Renaissance faire performers and artisan/vendors and as such, was exploratory in nature. The findings point to several areas for additional research. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to provide a synthesis of the contingent work field and to advocate a sustainable career perspective on contingent work. Design/methodology/approach: Adopting a broader review approach allowed to synthesize the contingent work literature across contingent work types (temporary agency work, gig work and freelance work) and develop a sustainable career perspective on contingent work. The authors searched for empirical, conceptual and review articles published from 2008 to December 2021. In total, the authors included 208 articles. Findings: The authors advocate a sustainable career perspective that allows for organizing and synthesizing the fragmented contingent work literature. Adopting a sustainable career perspective enables to study contingent work from a dynamic perspective transcending one single organization. Originality/value: The field is suffering from fragmentation and most importantly from an oversight of how contingent work experiences play a role in a persons' career. This paper addresses this problem by adopting a sustainable career perspective on contingent work. [ABSTRACT FROM AUTHOR]

Purpose: The labor market has witnessed the increase of the new forms of employment relationship (freelancers, contingent workers, and gig workers) due to the COVID-19 outbreak, generating new workforce patterns that represent a significant challenge for human resource development (HRD) professionals in organizations. Studies that have addressed these new forms of employment relationship and HRD during this pandemic are sparse. This paper aims to broaden the scope of HRD research by exploring the implications of these new forms of employment relationship for HRD in the time of COVID-19. It also provides insights for HRD professionals as well as governments into how to address this challenge. Design/methodology/approach: This paper is a viewpoint that addresses the new workforce patterns generated by the COVID-19 pandemic and their implications for HRD at the organizational, individual and national levels. Findings: COVID-19 sheds light on the importance of atypical workers who can create a competitive advantage for organizations, ensure their continuity and significantly benefit national and societal well-being in times of health crisis. However, these atypical workers are often overlooked when it comes to training and development. Whence the importance, for HRD professionals and governments, to address their situation and to integrate them into organizational and national HRD plans and programs, by going beyond traditional models of HRD which focus mainly on standard employees. Originality/value: This paper examines a relatively unexplored topic. Besides examining the implications of the new forms of employment relationship, for HRD, it provides insights for HRD professionals and governments into how to address the challenges related to these new forms of employment relationship. [ABSTRACT FROM AUTHOR]

We use panel data models to examine variations and changes in faculty employment at four-year colleges and universities in the United States. The share of part-time faculty among total faculty has continued to grow during the last two decades, while the share of full-time lecturers and instructors has been relatively stable. Meanwhile, the share of nontenure track faculty among full-time faculty has been growing, especially among the professorial ranks. Dynamic panel data models suggest that employment levels of different types of faculty respond to a variety of economic and institutional factors. Colleges and universities have increasingly employed faculty whose salaries and benefits are relatively inexpensive; the slowly deteriorating financial situations at most colleges and universities have led to an increasing reliance on a contingent academic workforce. A cross-sectional comparison of the share of full-time nontenure track faculty also reveals significant variations across institutions. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to examine the predictors of whistleblowing behaviors by comparing the importance of a negative perception – fear of whistleblowing – relative to positive perceptions such as ethical orientation, professional identity and supervisor trust. Design/methodology/approach: The proposed hypotheses were tested using relative regression analysis with data collected from 471 banking employees in nine Chinese organizations. Findings: The findings conclude that fear of retaliation was dominant in predicting external, but not internal, whistleblowing, and the beneficial effects of positive perceptions on internal whistleblowing are contingent on employees' fear of retaliation. Therefore, organizations should survey employees' perceptions of whistleblowing and their company retaliation policies to accomplish the goal of promoting ethical behaviors while discouraging unethical behaviors. Practical implications: The findings suggest that efforts to promote whistleblowing in organizations may be most successful if the focus is placed on deterring retaliation and highlighting for employees that they will be protected from retaliation. Originality/value: The relative weights analyses suggest that fear of retaliation from whistleblowing is the dominant predictor of external whistleblowing; as fear of retaliation increases, so does the desire to blow the whistle externally. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to examine the relationships between pay satisfaction, global job satisfaction, loyalty and organizational citizenship behaviors (OCBs) – as they all pertain to contingent workers. The proposed model suggests, due to the nature of contingent work, pay satisfaction will influence the above variables. Additionally, this study aims to explore the relationship between pay satisfaction and OCB directed toward an individual employee. Design/methodology/approach: This study used a cross-sectional research design, administering a web-based survey to the participants (n=117) for data collection. Hierarchical regression, correlation and relative importance analyses were used for hypothesis testing. Findings: The results suggest pay satisfaction of contingent workers is positively related to global job satisfaction, loyalty to a hiring agency, loyalty to a client company and OCB directed toward a client organization. Originality/value: The primary contribution of the current study was the assessment of extrinsic rewards and their relationship to job satisfaction, loyalty and OCBs among contingent workers. This appears to be the first study to assess the relationship between pay satisfaction and loyalty, along with OCBs of contingent workers. The findings establish the importance of pay when loyalty to both staffing agency and client company is considered. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to explore the influences of contingent workers on organizations' innovation performance and develop a framework examining how innovation performance benefits from the utilization of contingent workers. Built up on a strategic human resource (HR) flexibility model, the importance of coordination flexibility of contingent worker skills and behaviors is highlighted. Design/methodology/approach: Structural equation modeling is used to test the proposed hypotheses by using data collected from 163 paired surveys in Taiwan. The results provide support on the hypotheses. Findings: The findings in this study highlight the coordination flexibility of contingent worker skills and behaviors, adaptive capability and knowledge integration on innovation performance in highly competitive industries. This study provides evidence linking coordination flexibility of contingent worker skills and behaviors and organizational innovation performance, and can contribute to the strategic HR management literature. Originality/value: Coordination flexibility of contingent worker skills and behaviors contributes positively to innovation performance. According to the findings, managers should pay more attention on the contingent workers' coordination practices to enhance organizational innovation performance in the manufacturing firms. In addition to the managerial implications, research limitations and future research directions are also discussed. [ABSTRACT FROM AUTHOR]

Purpose: The emerging natures of big data – volume, velocity, variety, value and veracity – exert higher stress on employees and demand greater creativity from them, causing extreme difficulties in the talent management of organizations in the big data era. The purpose of this paper is to explore the effect of challenge stressors on creativity and the boundary conditions of the relationship. Design/methodology/approach: Multisource data were collected including 593 followers and their 98 supervisors from organizations that are confronting a big data induced management revolution. Hierarchical regression analysis and bootstrapping analysis were used to test the mediation and moderation mechanism. Findings: The results showed that job burnout mediated the negative relationship between challenge stressors and creativity and that this indirect effect was attenuated by an employee's core self-evaluation (CSE) and servant leadership. In contrast, whether work engagement mediated the relationship between challenge stressors and creativity was contingent on the level of an employee's CSE and servant leadership. Specifically, the mediating effect was significant only when an employee's CSE or servant leadership was high. Originality/value: The results contribute to our understanding of the relationship between challenge stressor and creativity in the big data era. Specifically, relying on the job demands–resources model, this study empirically opens the "black box" between challenge stressors and creativity by exploring two opposing intermediate mechanisms. In addition, this study reveals boundary conditions by investigating dispositional and contextual factors that can accentuate the positive effect while attenuating the negative effect of challenge stressors on employee creativity. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to examine the mediating effect of job autonomy on the relationship between direct supervisor's transformational leadership behaviors and employees' extended use of information technologies (IT). In addition, this study considers IT innovativeness as a significant moderator in the research model, in order to examine if the relative influences of leadership behaviors on IT extended use are contingent upon employees' IT innovativeness. Design/methodology/approach: A field survey was conducted in China and empirical data were collected from 299 employees who use IT in support of daily work. Structural equation modeling technique was used to examine the research model and corresponding hypotheses. Findings: The empirical results indicate that: three dimensions of transformational leadership, specifically interpersonal consideration, intellectual stimulation and inspirational motivation, are significant antecedents of employees' IT extended use; perceived job autonomy partially mediates the relationships between transformational leadership behaviors and IT extended use; and employees' IT innovativeness positively moderates the effects of transformational leadership behaviors on IT extended use. Practical implications: This study can provide first-line managers with a better understanding of how to stimulate employees to make an extended use of IT by granting them more freedom in job assignments. Furthermore, the managers also need attend to subordinates' personal IT innovativeness when exhibiting transformational leadership behaviors. Originality/value: This study contributes to the extant literature of IT extended use through the lens of transformational leadership and job characteristics theory. In particular, this study identifies the boundary condition of the proposed research model by uncovering the moderating effect of IT innovativeness between transformational leadership behaviors and IT extended use. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to investigate the mediating effect of brand identification between internal branding and brand citizenship behavior as well as brand loyalty, and the roles of working generation and organizational tenure as moderators of the relationship between internal branding and brand identification. Design/methodology/approach: This research used a survey method and a structured questionnaire to collect data from salespeople working in the cement and construction materials industry. The hypothesized relationships were tested and analyzed by means of a confirmatory factor analysis, structural equation modeling, hierarchical regression and a bootstrapping procedure. Findings: Brand identification partially mediates the link between internal branding and brand citizenship behavior and fully mediates that between internal branding and brand loyalty. Also, the influences of internal branding on brand identification are varied among generational cohorts and employees with different tenure. Research limitations/implications: The current research took place among customer-interface employees, which can be extended to back-end or supporting workers, in order to better reflect the overall effect of internal branding efforts. Practical implications: Organizations need to undertake internal branding to induce a shared understanding among employees about brand insights, and to foster their perception of belongingness in order to motivate desired brand behaviors. Furthermore, managers may improve internal branding mechanisms by taking generational differences and duration of employment into consideration, since these factors impinge on the effects of internal branding. Originality/value: This study contributes to internal branding research by addressing the contingent influences of employees' differences on the success of internal branding efforts. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to examine the differential effects of workplace stress and the use of social support by contingent vs standard employees.Design/methodology/approach Conservation of resources (COR) theory is used to frame research questions. Using content analysis of 40 interviews from individuals in the hospitality industry, differences between the levels of stress reported by contingent and standard employees as well as differences in their use of social support networks to offset stress is examined.Findings Contingent employees report experiencing more stress than do standard employees in the same profession. Furthermore, contingent employees seek out more social support than do standard employees. There was no difference between the two groups with respect to the desire for social support from three sources: vertical, horizontal, and customer groups.Originality/value This study extends the literature on contingent workers, the literature on how different types of employees deal with stress, as well as adding to the COR literature by showing that contingent employees experience and assuage their stress differently than do standard employees. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to compare newcomers’ perceptions on how employers structure the socialization process in the core and peripheral workforce and to explore the proactivity of these new hires in form of information seeking behavior. Design/methodology/approach – The data of this study were collected from a German sample with 359 contingent and permanent new hires in skilled jobs. Findings – The employment type was linked to both socialization tactics firms provided during organizational entry as well as information seeking of permanent and contingent newcomers. In addition, organizational tenure was positively linked with information seeking of both newly hired temporary agency workers and newcomers holding fixed-term contracts. Research limitations/implications – Since most of the participants worked for different employers, differences in socialization might also be caused by different organizational cultures. Future studies should compare the socialization of new permanent and new temporary workers on an inter-organizational and intra-organizational level. Practical implications – For skilled jobs firms should offer long-term assignments for temporary agency workers, as they are associated with higher proactivity. Further, firms should intensify the socialization of newcomers holding longer-term work contracts, as these employees may tend to show lower proactivity. Social implications – A structured organizational entry of skilled temporary agency workers may represent a stepping stone for permanent employment due to improved work attitudes and behaviors. Originality/value – This is the first study that examines employment characteristics as potential determinants of organizational socialization tactics. In addition, the study uses a German sample and therefore, follows recent calls for more research on organizational socialization in non-Anglo-Saxon work contexts. [ABSTRACT FROM AUTHOR]

Purpose – The aim of this study is to explore possible contingent variables that might explain these twin contradictory effects of marketing channel governance. Franchisors govern their systems to limit opportunism and enhance performance. However, the exact opposite often occurs. Design/methodology/approach – This paper develops an integrative conceptual model of franchisor governance of its franchisees. This model is tested empirically with data collected from 197 Australian franchisees. Findings – Under strong relational norms, goal congruence and outcome monitoring limit franchisee opportunism; compliance enhances franchisee performance, while opportunism reduces it. With weaker norms, outcome monitoring facilitates compliance, and goal congruence boosts franchisee performance, as does franchisee opportunism. However, norms fail to mitigate behavioral monitoring’s negative impact on opportunism. Research limitations/implications – This research confirms the positive and negative effects of franchisor governance. It also shows that norms can reverse the positive link between franchisee opportunism and performance. It additionally illustrates how goal congruence and compliance can limit opportunism and boost performance. Future research should refine this study’s measures, incorporate additional constructs into the conceptual model and test the generalizability of these findings in lesser-developed economies. Practical implications – This research shows that monitoring has both positive and negative effects on franchisee opportunism and performance. To avoid monitoring’s adverse effects, franchisors are advised to enhance goal congruence, boost franchisee compliance and develop strong relational norms. Originality/value – This paper shows that goal congruence, as well as franchisor outcome monitoring, can mitigate the negative effects of franchisor behavioral monitoring on franchisee opportunism, as do relational norms. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to compare conditions in informal day-labor markets in South Africa and the USA to better understand the nature of worker vulnerabilities in this market, as well as the economic conditions that have contributed to the growth of day labor. The conclusion considers interventions that are underway in the two countries to improve conditions in day-labor markets. Design/methodology/approach – The paper is based on national surveys of day laborers in South Africa and the USA. A random sample of day laborers seeking work at informal hiring sites was undertaken in each country. The paper presents key findings, compares conditions in South Africa and the USA, and analyzes the relationship between economic change, labor-market dynamics, and worker vulnerability. Findings – Day-labor work is characterized by low pay, hazardous conditions on the job, and tremendous income insecurity. The day-labor markets in South Africa and the USA perform somewhat different functions within regional economies. Within South Africa, day labor can be regarded as a survival strategy. The growth of day labor in South Africa over the past decade is a manifestation of a formal labor market that is incapable of absorbing the structurally unemployed. Here, day labor is the employment of last resort, allowing workers to subsist on the fringes of the mainstream economy, but offering few pathways into the formal sector. In the USA, the day labor workforce is a largely undocumented-immigrant workforce. Workers seek work at informal hiring sites, maintaining a tenuous hold on jobs in the construction industry. There is evidence of some mobility into more stable and better paying employment. Practical implications – This paper documents the need for policies and programs to increase employment opportunities for day laborers and to better enforce labor standards in the informal economy. Originality/value – This paper summarizes findings from the only two national surveys of day laborers that have been conducted, and it compares for the first time the dynamic within growing day-labor markets in a developed- and emerging-market context. [ABSTRACT FROM AUTHOR]

Purpose – The notion of worker vulnerability is often seen as synonymous with disadvantage in discussions of nonstandard work. The purpose of this paper is to separate and examine these two notions by considering economic, social and psychological perspectives and exploring the reality as experienced by agency workers. Design/methodology/approach – In total, 178 Australian clerical agency workers employed by eight agencies completed a mail questionnaire. Personalised responses were subjected to computer-assisted template analysis. Findings – Sample characteristics revealed a gendered and heterogeneous workforce. Findings showed evidence of economic, psychological and social vulnerabilities although favourable features were also reported. This apparent contradiction suggests linkages between the features of nonstandard work, worker preferences, individual characteristics and the experience of worker vulnerability. Research limitations/implications – The notion of varying degrees of worker vulnerability offers a new lens to investigate agency work. The relatively small sample size, focus on clerical work and features of the Australian context may limit generalisability. Practical implications – Findings demonstrate the nature and extent of agency worker vulnerability which allows us to offer policy interventions for governments, agencies and user organisations and insights for prospective agency workers. Originality/value – The widespread use of agency workers provides an imperative for frameworks to assess the nuances of the agency work experience. This study presents the reality of agency work as experienced by the workers and reveals the good and bad aspects of agency work. [ABSTRACT FROM AUTHOR]

Purpose - The purpose of this paper is to provide a decision-making tool achieving robust supply flow by incorporating strategic stock and contingent sourcing in mitigating minor and major disruptions. Design/methodology/approach - The authors consider a firm with two suppliers where the main supplier is cost-effective but prone to disruptions and the back-up supplier is reliable but expensive due to built-in volume flexibility. In order to incorporate the randomness associated with disruptions and the available capacity during response time in the decision-making stage, the authors present a multi-stage robust optimization (RO) model. The design problem is to determine optimal strategic stock level and response speed of volume-flexible back-up supplier in order to achieve a robust supply flow. Findings - The results show that the quality of optimal solution is improved by considering the randomness associated with available capacity. In addition, incorporating congestion effects allows identifying the appropriate level of supply chain responsiveness, thus improving the overall performance. Originality/value - The novelty of the proposed model is the consideration of both strategic stock and volume flexibility in maintaining a robust supply performance while incorporating response capability and congestion effects. [ABSTRACT FROM AUTHOR]

Purpose – This paper aims to present a summary of findings of a doctoral thesis on the impacts of contingent employment on IT project management (PM) practices in three large representative Hong Kong organisations. It also presents the candidate's experience of the doctoral process in successfully completing the thesis as a mature and experience PM practitioner. Design/methodology/approach – This is a thesis research note reporting on the thesis that was undertaken as a series of case studies and includes reflections on the doctoral experience by the candidate and one of the two supervisors. Findings – The doctoral research findings are summarised and the URL link to the thesis is provided http://researchbank.rmit.edu.au/view/rmit:160254. Important findings about the way that the case study organisations managed the attraction, retention and career development of contingent workers are summarised. The nature of the doctoral journey is presented as findings through reflection. Practical implications – The thesis addresses a poorly researched area, contingent employment and the relationship between project managers and the organisations that hire them. The way that contingent workers develop their skills and how they may effectively engage in knowledge transfer is vital to organisational learning. Originality/value – The paper places its discussion in a Hong Kong context. There are few if any such studies in the PM literature in this region and consideration of HR issues for project managers are also an emerging area of research. The doctoral thesis reported upon and the link to it as provided allows readers access to a highly current source of literature and empirical work. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to analyse the consequences of externalization from the perspective of the employees. The paper contributes to this line of research by examining how externalization influences internal employees' perceptions of flexibility. Design/methodology/approach – The hypotheses were tested with data collected from 249 internal workers in five organizations. To contrast the hypotheses, the paper used hierarchical regression analysis. Findings – The results of the study indicate that externalization has a negative and significant effect on the climate of flexibility among internal workers. These negative consequences decrease in a context of group potency, but increase among employees with greater supervisory responsibility. Originality/value – The results obtained add evidence to the small body of theoretical research that has studied the negative effects of externalization on internal employees' perceptions. [ABSTRACT FROM AUTHOR]

Purpose - This paper seeks to challenge the claim that traditional and non-traditional employees differ significantly in terms of their needs, personality characteristics, and work motivation patterns, by surveying management consultants in Canada. Design/methodology/approach - The study is based on a quantitative online survey undertaken among 204 Canadian management consultants in 2008, representing both traditional employed consultants, contingent consultants, and company representatives. Findings - The study demonstrated no significant differences with regard to needs, motivation, and personality characteristics between traditional and non-traditional employed management consultants, which means that no significant changes to existing human resource management policies seem to be needed. Originality/value - The existing literature on contingent employees' needs, personality characteristics and work motivation has mainly been devoted to the study of differences between traditional and non-traditional work arrangements seen as single groups. This study extends and complements the understanding of the underlying dimensions of both the explicit and the implicit contract within the contingent management consultant-organization relationship in order to explain the influence of these dimensions on the human resource management strategies. The underlying assumption is that non-traditional work arrangements vary according to the type of job and the context in which the job is performed. [ABSTRACT FROM AUTHOR]

Purpose - Very little is known about how contingent workers' identification with an organization evolves over time. This study seeks to contribute to the literature by investigating how the emergence and strength of organizational identification is affected by four variables: duration of primacy; duration of recency; frequency of interaction with other members of the organization; and frequency of information received about the organization. Design/methodology/approach - Using a cognitive model of organizational identification grounded in memory, agent-based modeling and NetLogo language were employed to form a model in which two groups of 567 contingent workers joined 1,134 different organizations and worked for 365 days. Correlation and multiple linear regression were used to analyze the data. Findings - Evolution of organizational identification for a contingent worker depends on how much the individual interacts with other members of the organization and how much information about the organization that particular individual receives over time. Research limitations/implications - The generalizability of the simulation study's findings may be expanded if similar studies are carried out incorporating factors that mark differences in individuals, groups, organizations, sectors, industries, cultures, and geographies. Originality/value - The existing literature on how contingent employees identify with an organization does not adequately provide a process-based view of the phenomenon. This study extends and complements literature on contingent workers by emphasizing the social construction of time in and from memory throughout the process of organizational identification. [ABSTRACT FROM AUTHOR]

Purpose - The purpose of this editorial is two-fold: first, to provide an overview of team-related issues in the particular realm of contingent work arrangements, and second, to introduce the collection of articles encompassing this special issue. Design/methodology/approach - The editorial is a general literature review that provides the readers of this special issue with a broader scholarly literature framework. The editorial also provides a historical context of the field. First, the phenomenon of contingent work arrangements is discussed. Second, attention is given to identification of major strategic factors, which have been contributing to the growth of contingent work arrangements. Third, team-related issues of differentiation, integration, and cooperation are discussed. Findings - The overview of research in the area of contingent work arrangements demonstrates that such work arrangements are diverse in their contractual structure. The rationale for which organizations use contingent work arrangements are diverse, as are the reasons why employees undertake such work outside the scope of the traditional employment model. Research in this area has grown primarily with the focus on economic, legal, and social factors influencing the expansion of non-standard work arrangements. Less research is found in the area of individual, managerial, and organizational consequences of this expansion. Originality/value - This editorial - and the special issue in particular - gives attention to understanding the array of experiences associated with contingent workers with the purpose of accumulating theoretical knowledge in this field, but also - and perhaps more importantly - to add to the transition from evidence-based knowledge to practical advice. [ABSTRACT FROM AUTHOR]

Purpose - Manufacturing firms primarily organise service provision internally, externally or through a hybrid arrangement. This paper aims to analyse how firm-, offering-, and market-specific factors influence the way in which a firm organises its service provision. In addition, the paper analyses the specific challenges that each organisational arrangement presents for a firm. Design/methodology/approach - The study employed a qualitative, multiple-case research design that involved seven manufacturing firms with different organisational arrangements for service provision. Findings - Contrary to certain explicit assumptions, few firms organise for service provision solely through an in-house organisation. Analysis of firms in a wide variety of industries has shown that the organisational arrangements (internal, external or hybrid configuration) are contingent on factors such as market strategy, customer relationships, product-service linkages, internal competences and market channel characteristics. Research limitations/implications - The paper is an initial attempt to understand the strategic choices that firms make in terms of inter-organisational arrangements for service provision. The research should be extended by way of a cross-sectional survey in order to test and further validate the importance of the determinants of the organisational arrangements for service provision. Originality/value - The paper contributes to the service marketing and management literature by examining factors that determine whether firms organise for service provision internally, externally or through a hybrid configuration. Prior research has not explicitly addressed this issue. [ABSTRACT FROM AUTHOR]

Purpose - The purpose of this paper is to compare knowledge employees' perceptions of contingent work with their managers' perceptions, highlighting potential differences in their respective psychological contracts which might produce dissonance in the employment relationship. Design/methodology/approach - Original research using interviews and scalar data of both contingent knowledge workers and their managers are reported. The study sample consists of 32 contingent knowledge workers and 33 managers in five industries in Canada: two public sector and three private sector. Findings - The results of this study indicate that differences exist between contingent knowledge workers and their managers with how contingent work affects career goals, promotion opportunities, and training and development opportunities. Additionally, differences occur in the constructs that mirror the traditional empirical measurements of the psychological contract. Two major themes are revealed: coping with uncertainty and integration with the organization on the part of contingent workers and managers. Originality/value - This study contributes to research on contingent employment as it compares manager and contingent knowledge worker responses in terms of the psychological contracts formed by each. [ABSTRACT FROM AUTHOR]

Purpose -- The purpose of this paper is to analyse the effect of the proportion of temporary workers on the profit-to-sales ratio (or price-cost margin) of Spanish manufacturing firms in tile 1990s. Design/methodology/approach -- The relation between the proportion of temporary workers and the profit-to-sales ratio is estimated using the information provided by the "Encuesta Sobre Estrategias Empresariales" (Entrepreneurship Strategy Survey), a panel data set for the Spanish manufacturing sector carried out over the period 1990-1999. The model is estimated in logarithmic first differences in order to remove fixed effects. To correct endogeneity problems, the instrumental variables method has been used, Findings -- The outcomes show that the rise in the proportion of temporary workers reduces the price-cost margin of Spanish firms. It also leads to a fall in labour productivity and in the hourly average wage, and to an increase in the total cost of production. Research limitations/implications -- The dataset refers only to manufacturing industry. It would be interesting to extend the analysis, if possible, to the service sector of Spanish economy. Practical implications -- The outcomes show that those policies oriented to reduce the high proportion of temporary workers (which has been over 30 per cent since 1990) by means of stimulating permanent labour contracts are expected to be positive for Spanish firms. Originality/value -- This article is the first empirical work aimed at assessing the impact of the proportion of temporary workers on the profit-to-sales ratio. [ABSTRACT FROM AUTHOR]

Purpose ? The main goal of this article is to present a new taxonomy of contingent employment that better represents the wide variety of part-time, temporary, and contract employment arrangements that have emerged since Feldman's review. Design/methodology/approach ? Reviews the literature over the past 15 years. Findings ? The paper suggests that contingent work arrangements can be arrayed along three dimensions: time, space, and the number/kind of employers. In addition, analysis of the recent research on contingent employment should be expanded to include worker timeliness, responsiveness, job embeddedness, citizenship behaviours, quality of work, and social integration costs. Originality/value ? The article suggests that a wider range of individual differences (including education, race, citizenship, career stage, and rational demography) all serve to moderate the relationships between different kinds of contingent work arrangements and outcome variables. [ABSTRACT FROM AUTHOR]