Multiple jobholding motivations and experiences: A typology and latent profile analysis.

Abstract

Researchers have traditionally suggested that multiple jobholders (MJHers; individuals who work more than one job) are economically deprived and piece together employment to make ends meet. More recently, scholars have demonstrated that MJHers are also motivated for nonpecuniary benefits. In the current research, we employ a mixed-methods, three-study research design on 1,487 MJHers to develop a comprehensive typology of multiple jobholding (MJH) motivations, advance our understanding of how MJH motivations co-occur through the generation of latent MJH motivational profiles, and test how MJH experiences differ by profile. In Study 1 (N = 801), we content analyze qualitative survey responses and uncover eight motivational categories. In Study 2 (N = 260), we find evidence of four MJH motivational profiles based on motivations found in Study 1: Identity Builders, Value Optimizers, Pragmatic Enjoyment Seekers, and Instrumentalists. In Study 3a (N = 426), we empirically replicate the four-profile solution and conceptually replicate three profiles-instead of Instrumentalists, we find evidence of Precarious Workers.In Study 3b, we develop and test hypotheses as to how MJH experiences pooled across the primary and secondary job differ by profile. Findings suggest there are optimal MJH motivational patterns and that some MJHers (Identity Builders, Value Optimizers) are more likely to experience enrichment than other MJHers (Precarious Workers). Theoretically, we integrate the careers and MJH motivation literature with the enrichment and depletion model of multiple role engagement within one domain (work). Finally, we discuss practical implications for MJHers, managers, and organizations.

From free pastures to penned in: The within-person effects of psychological reactance on side-hustlers’ hostility and initiative in full-time work.

“…We again found that total income and general side-hustle autonomy did not moderate the relationships in our model. Given that financial need and personal interest in the work represent key motives for side-hustles (Ashford et al, 2018;Ravenelle, 2019), we tested the moderating effects of these two motives using the respective six-item and four-item measures from Campion and Csillag (2022). Neither motive moderated the various stages of our model.…”

“…4–5) argued that a person’s reaction is a “direct function of the unique instrumental value which the [threatened] behavior has for the satisfaction of needs.” Employees have an innate need to decide when, where, and how to work (Cable & Edwards, 2004; Deci & Ryan, 2000; Hackman & Oldham, 1976; Schwartz, 1992). Indeed, many employees adopt side-hustles precisely because they fulfill this need (Campion & Csillag, 2022).…”

“I Put In My Two Weeks Notice!” Employee Behavior and Wellness Prior to Exit

“…To advance our understanding of how employee withdrawal states are different across two countries, we use this person-centered approach. Previous studies on multiple job holding motivations and vocational research have similarly adopted person-centered approach and brought new insights into their literature (e.g., Campion & Csillag, 2022; Spurk et al, 2020). Thus, we followed best practices as described in previous research (e.g., Nylund et al, 2007; Spurk et al, 2020).…”

Personnel selection: A review of ways to maximize validity, diversity, and the applicant experience

“…For example, some organizations may hire just about any applicant who meets basic qualifications (e.g., at least 18 years of age, acceptable driving record, clean drug test). Another issue is how organizations perceive applicants for traditional jobs who also hold a gig job (i.e., multiple jobholders, E. D. Campion & Csillag, 2022). Gig workers are more likely to be racial minorities (particularly Hispanic and Black individuals), as well as from lower income levels (Pew Research Center, 2021).…”