2 Old Assumptions, New Work

Abstract

We review the literature on nonstandard work with three aims: to portray the breadth and nature of the research and theorizing to date, to document the challenges and opportunities this domain poses to both practice and theory, and to bring the study of nonstandard work more to the center stage of micro-OB. After defining nonstandard work and documenting scholarly interest in it, we discuss the literature on the experience of nonstandard workers, on managing the nonstandard workforce, as well as that on managing the interface between standard and nonstandard workers. We analyze the themes that are raised in these literatures and point to new research questions that need to be addressed. Research on nonstandard work can enhance our understanding of the nature of work, the relationship between individuals and organizations, and how organizations and individuals can undertake these new work forms.

Rethinking Human Resource Strategies: A Shift in the Treatment of Contingent Workers

“…However, research on the impact of this difference on human resources (HR) strategies is lacking. Ashford, George, and Blatt (2007) argue that new theories and frameworks specifically aimed at non-standard workers are necessary because of the extreme differences in the workforce over the past few decades. The establishment of these new theories and frameworks for the evolving workforce is especially critical for HR professionals because they often own the task of providing strategic guidance on human capital issues.…”

Mellomledd i oppdragsmarkedet

“…Når det finner sted endringer i markeder og teknologi, er hensynet til bemanningsfleksibilitet viktig for virksomhetene (Atkinson 1984;Ashford, George & Blatt 2007;Cappeli & Keller 2013). Det sentrale spørsmålet er hvordan en virksomhet som skal ha utført et «stykke arbeid», knyttes sammen med personer med arbeidskraft og kompetanse som kan utføre dette arbeidet (Atkinson 1984;Kalleberg 2000;Pfeffer & Baron 1988).…”

“…Disse tilknytningsformene er transaksjoner mellom to parter. Litteraturen peker i tillegg på tilknytningsformer som involverer tre parter (Ashford 2007;Cappelli & Keller 2013;Nesheim 2016); a) innleie/utleie av arbeidskraft hvor en person ansettes av virksomhet A, med hensikt å leies ut til virksomhet B som organiserer og leder arbeidet, og b) entreprise eller kjøp av varer/tjenester fra en virksomhet som selv har ansatte. I det siste tilfellet er A arbeidsgiver, organiserer og leder arbeidet, og er ansvarlig for det som blir levert, mens B er kunde.…”

Who is an Employer in the Triangular Employment Relationship? Sorting Through the Definitional Confusion

“…The use of contingent work arrangements in general and the triangular employment relationship in particular is increasing across a wide variety of job types and industries as organizations seek to achieve both greater flexibility and decreased employment costs (Ashford et al 2007;Connelly and Gallagher 2006;Lobel 2006). A triangular employment relationship occurs when an employer contracts with a third party (e.g., a staffing firm, temporary services agency, consulting firm, or leasing firm) for labor (McLean Parks et al 1998).…”