PurposeAs the current “one size fits all” research approach is likely to be ineffective in identifying the conditions that promote the entrepreneurial career of the solo self-employed, this paper advances the current understanding of the heterogeneity among the solo self-employed.Design/methodology/approachA person-centered approach is used to identify groups among the solo self-employed based on their starting motives and to examine their engagement in proactive career behaviors.FindingsUsing Latent Class Analysis (LCA), six groups displaying distinct motivational profiles are identified: (1) the pushed by necessity, (2) entrepreneurs by heart, (3) control-seekers, (4) occupationally-driven, (5) challenge-seekers and (6) the family business-driven. In line with the argument that starting motives affect behavior because they reflect the future work selves that individuals aim for, results show that solo self-employed with distinct motivational profiles differ in their engagement in proactive career behaviors. For future research, it is recommended to examine the role of demographic characteristics in the engagement in proactive career behaviors.Originality/valueAlthough starting motives among self-employed people have been studied frequently, this research applies an innovative methodological approach by using LCA. Hereby, a potentially more advanced configuration of starting motives is explored. Additionally, this study applies a career perspective towards the domain of solo self-employment by exploring how solo self-employed with distinct motivational profiles differ in terms of managing their entrepreneurial careers.

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This study aimed to advance our understanding of inclusive human resource management (HRM) in freelance employment. We examined organizational needs and freelancers' psychological contracts with a qualitative interview study among eight dyads of HR managers and freelancers. Although the findings showed that organisations and freelancers have different interests, both parties agreed on what inclusive HRM entails in freelancers' employment relationships. However, within the dyads, the content of the psychological contract was not always viewed the same by HR managers and freelancers. Hence, negotiating mutual expectations when implementing inclusive HRM to avoid psychological contract breach appeared important. Furthermore, organizational needs did not seem to be considered when designing inclusive HRM. Due to this lack of strategic fit, organisations may waste opportunities of tapping into the full potential of hiring freelancers. The findings provide organisations insight in considering freelancers as potential sources of competitive advantage.

In dit onderzoek staan de carrière-ambities van zzp'ers werkzaam in de Nederlandse bouwindustrie centraal. Eerdere wetenschappelijke studies naar zzp'ers hebben voornamelijk gekeken naar factoren die ondernemerschap stimuleren en vrijwel niet naar hun loopbaanontwikkeling. Er is weinig kennis over de carrière-ambities van zzp'ers met als gevolg dat het moeilijk te voorspellen is hoe deze groep zich op de arbeidsmarkt zal ontwikkelen. Het is op dit moment dan ook een uitdaging voor beleidsmakers om hierop te anticiperen. Om meer kennis te vergaren over de carrière-ambities van zzp'ers zijn in dit kwalitatief onderzoek twintig Nederlandse zzp'ers geïnterviewd. De resultaten laten zien dat de meerderheid van de zzp'ers die deelnamen aan het onderzoek streeft naar continuïteit in de loopbaan. Soms is dat in combinatie met een ambitie om te innoveren. Vrijwel alle respondenten willen blijven werken als zzp'er en zijn niet van plan hun onderneming te laten groeien door het aannemen van werknemers. In plaats daarvan zijn ze meer geneigd tijdelijke krachten in te huren of samen te werken met andere zzp'ers. In dit opzicht kan gesteld worden dat, hoewel ze geen werknemers aannemen, deze zzp'ers bijdragen aan het creëren van werk en hierdoor een belangrijke rol spelen in de hedendaagse flexibele arbeidsmarkt.

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