Nonstandard workers: Work arrangements and outcomes.

George, Elizabeth; Ng, Carmen Kaman

doi:10.1037/12169-018

Cited by 5 publications

(4 citation statements)

References 159 publications

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“…Nonstandard work arrangements are differentiated from standard work arrangements such that in standard work arrangements workers are generally expected to be full time, continue indefinitely, and complete their work under the supervision of the employer and at the physical place of employment (Kalleberg, 2000). In contrast, nonstandard workers work temporarily and are outside of the organization either physically (e.g., remote workers) or administratively (e.g., third-party contract workers; George & Chattopadhyay, 2017). Common types of nonstandard workers include contingent workers (e.g., independent contractors, temporary workers), self-employed workers, sharing economy workers (e.g., Airbnb hosts), and platform workers (e.g., rideshare drivers, Etsy sellers).…”

Section: Nonstandard Work Arrangementsmentioning

confidence: 99%

Healthy careers: An occupational health psychology perspective.

Sinclair,

Graham,

Kistler

et al. 2023

Career Psychology: Models, Concepts, and Counseling for Meaningful Employment.

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W ork dominates most people's adult lives; we spend far more of our time working than in any activity other than sleep. Accordingly, work is a major influence on health. In the United States, the Bureau of Labor Statistics (2020) reported that 5,333 workers experienced fatal occupational injuries in 2019, the highest number since 2007. Additionally, tens of thousands more workers die each year from occupational illnesses, and millions more experience nonfatal injuries serious enough to miss at least a day of work. In addition to threatening physical health, work also has a massive influence on mental health. For example, in the annual Stress in America surveys of the American Psychological Association (APA), work has been among participants' top sources of stress for over a decade (APA, 2017). These occupational health threats affect employers' productivity and profitability (Mitchell & Bates, 2011).These figures highlight the importance of occupational health as a concern for career psychology. Occupational health psychology (OHP) has emerged as a scientific discipline that focuses on the relationship between work and employee health with the goal of developing theories about the psychological mechanisms that influence employee health as well as implementing interventions that result in safer and healthier workplaces. Our chapter has three goals. First, we provide a brief overview of OHP and describe the concept of work organization as described by the National Institute for Occupational Safety and Health (NIOSH). Next, we present the job demands-resources (JD-R) model as a broad theoretical framework for thinking about how the workplace influences

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Section: Nonstandard Work Arrangementsmentioning

confidence: 99%

Healthy careers: An occupational health psychology perspective.

Sinclair,

Graham,

Kistler

et al. 2023

Career Psychology: Models, Concepts, and Counseling for Meaningful Employment.

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“…A new form of employees are freelancers (also referred to as nonstandard workers, portfolio workers and independent contractors; e.g. George and Ng, 2011;Lo Presti et al, 2018;Wood and Michaelides, 2016), including skilled workers who sell their skills directly to many clients and organizations (Osnowitz, 2010). Although this population is growing fast and is significantly different from traditional workers, it has been vastly understudied (Spreitzer et al, 2017).…”

Section: Literature Reviewmentioning

confidence: 99%

Freelance job search during times of uncertainty: protean career orientation, career competencies and job search

Ayoobzadeh

2021

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PurposeFreelancers are a growing population of working adults with limited to no organizational support. Yet, their strategies to navigate job search, especially in turbulent times, are unknown. To address this gap, the author hypothesized and examined a sequential mediation model whereby freelancer protean career orientation (PCO) influences job search strategies through career competencies (i.e. knowing why, how and with whom to work) and job search self-efficacy (JSSE).Design/methodology/approachData were collected from a sample of 87 Canadian freelancers during the height of the COVID-19 pandemic.FindingsThe results supported the sequential mediation from PCO to job search strategies through two of the career competencies (knowing why and how) and JSSE. The mediating role of knowing whom was not supported.Practical implicationsPolicy makers and learning institutions can provide freelancers with opportunities to develop transferable skills through massive open online courses (MOOCs). Employers of freelancers can design motivating jobs that provide freelancers with on-the-job learning and development opportunities.Social implicationsThe insignificant mediating role of knowing whom (i.e. professional networks) implies that large networks might not be necessarily beneficial in times of crisis. Thus, the role of networks might be more complex than the literature has proposed.Originality/valueThis study brings into focus an overlooked population of workers: freelancers. It investigates a sequential mediation through which freelancer PCO impacts job search strategies. In addition, it compares the effectiveness of career competencies in unfolding the proposed sequential mediation.

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“…Johns (2006) defines context as "situational opportunities and constraints that affect the occurrence and meaning of organizational behavior as well as functional relationships between variables" (p. 386). Nonstandard workers have unique needs due to a unique employment relationship where there is less opportunity for organizational influence (Ashford, George, & Blatt, 2007;George & Ng, 2011). Nonstandard workers have unique needs due to a unique employment relationship where there is less opportunity for organizational influence (Ashford, George, & Blatt, 2007;George & Ng, 2011).…”

Section: Unique Characteristics Of Nontraditional Workersmentioning

confidence: 99%

“…The context differs for traditional and nontraditional workers. Nonstandard workers have unique needs due to a unique employment relationship where there is less opportunity for organizational influence (Ashford, George, & Blatt, 2007; George & Ng, 2011). We argue that existing ethics management practices identified from the study of traditional workers are less appropriate for nontraditional workers given their general reliance on organizational influence.…”

Section: Ethics Management and Nontraditional Workersmentioning

confidence: 99%

Identifying New Organizational Practices by Considering Different Perspectives: An Ethics Management Example

Nelson

Gebka

2016

Ind. Organ. Psychol.

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Scientific knowledge is driven by the research questions we ask. As Bergman and Jean (2016) argue, if wage earners, contract workers, and other workers are underrepresented in our research samples, we're likely to fail to investigate phenomena of importance to these populations. By focusing primarily on salaried and managerial workers, we limit the research questions we ask and fail to consider important caveats to industrial-organizational theories. As Bergman and Jean note, we cannot assume that the experiences observed in any group will generalize to other groups. We elaborate on this argument to discuss how failing to take into account the diverse perspectives and needs of the full labor market leads us to fail to ask relevant research questions. Specifically, we discuss how considering unexplored labor market perspectives opens new questions in the area of ethics management.

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Nonstandard workers: Work arrangements and outcomes.

Cited by 5 publications

References 159 publications

Healthy careers: An occupational health psychology perspective.

Healthy careers: An occupational health psychology perspective.

Freelance job search during times of uncertainty: protean career orientation, career competencies and job search

Identifying New Organizational Practices by Considering Different Perspectives: An Ethics Management Example

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