The Nature of Contingent Employment

2018 ◽  
pp. 5-10
Author(s):  
Glasgow Kay McGlashan
Keyword(s):  
Contingent Employment

The Impact on Employment

2017 ◽  
Author(s):  
Gabor Forgacs ◽  
Sara Dolnicar
Keyword(s):  
Just In Time ◽  
Full Time ◽  
Employment Opportunities ◽  
Contingent Employment ◽  
New Challenges ◽  
Tourism And Hospitality ◽  
Full Time Employment ◽  
The Impact ◽  
Additional Income

Contingent (just-in-time, or gig) employment is on the rise in tourism and hospitality. People in contingent employment are not offered long-term contracts, but are called upon when needed. This chapter explores whether peer-to-peer accommodation networks are part of the problem or part of the solution. They create new challenges by increasing the competitive pressure on the established commercial sector, which leads to a reduction in jobs and a conversion of full-time to contingent employment. But they also offer new employment opportunities: without entry barriers, people can earn additional income by renting out spare space, and other opportunities – especially for a workforce trained in hospitality – are emerging as listing managers for hosts. These jobs may be particularly suitable to people traditionally struggling with full-time employment arrangements.

Use Value and HRD and HRM Flexibility

2016 ◽  
pp. 181-199 ◽  
Author(s):  
Claretha Hughes ◽  
DeVaughn Stephens
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
High Performance ◽  
Use Value ◽  
Work Systems ◽  
Practical Applications ◽  
Contingent Employment ◽  
Resource Flexibility ◽  
Firm Model ◽  
Human Resource Flexibility

Human Resource Development (HRD) and Management (HRM) flexibility emphasizes flexible learning, educational technology, flexible firm model, human resource flexibility, high performance work systems, and contingent employment. Human resource departments should examine the development and management of their human resources in the context of the employees' use value within organizations. This paper analyzes the concept of use value of the employees within the theoretical and practical applications of HRD and HRM flexibility and provides recommendations for organizations to increase the use value of workers. Employee use value directly contributes to the organization's success or lack thereof.

High-Tech Workers, Management Strategy, and Globalization

2011 ◽  
pp. 42-57
Author(s):  
Jasmine Folz
Keyword(s):  
At Risk ◽  
Management Strategy ◽  
Qualitative Interviews ◽  
High Tech ◽  
Foreign Workers ◽  
Contingent Employment ◽  
Cost Cutting ◽  
Management Policies ◽  
The Impact ◽  
Policies And Practices

Based on qualitative interviews with Seattle area high-tech workers, this chapter explores their positioning within and reaction to globalization processes. Looking especially as cost-cutting labor strategies of contingent employment, importation of foreign workers, and the outsourcing of professional high-tech work, it is argued that these are essentially restrictive employment strategies that benefit employers at the expense of employees. While some of the interviewees more or less approved of these practices as logical from the corporate perspective, and were confident that their jobs were too complex to be at risk, most are questioning these processes and some were actively trying to organize in an effort to halt or at least slow down such trends. How and why high-tech workers accommodate or resist management policies and practices they disagree with is analyzed with attention to the impact of ideology.

Workers’ Willingness to Accept Contingent Employment

1999 ◽  
Vol 33 (2) ◽  
pp. 461-469 ◽  
Author(s):  
Alexandra Bernasek ◽  
Douglas Kinnear
Keyword(s):  
Willingness To Accept ◽  
Contingent Employment

scholarly journals The Investigation on Solution for Diseases Caused by Contingent Work

2021 ◽  
Vol 6 (1) ◽  
pp. p37
Author(s):  
Mo Wang ◽  
Fengmei Hou ◽  
Bowen Hou ◽  
Junqi Wang
Keyword(s):  
Health Outcomes ◽  
Depressive Disorders ◽  
Occupational Injuries ◽  
Work Environments ◽  
Future Research ◽  
Contingent Work ◽  
Contingent Employment ◽  
Healthy Development ◽  
Work Related ◽  
Adverse Health Outcomes

Contingent work was deemed as a precarious employment which could be characterised by an atypical, temporary and marginal form of work arrangement. There is increasing evidence that contingent employment is significantly associated with adverse health outcomes and three health outcomes will be expounded in this paper: depressive disorders, work-related fatigue and occupational injuries. Simultaneously, fruitful micro-and macro-level precautionary and recovery measures are also be provided, including application of positive psychology interventions (PPI strategies), amelioration of work environments and social support, establishment of a fatigue risk management system (FRMS), and development of multifaceted approaches. Furthermore, various recommendations will be afforded to improve the sustainability and practicability of the aforementioned measures in the future research. Overall, the effective implementation of precautions aimed at health promotion and injury prevention for temporary workforce is of paramount importance to the healthy development of the nation.

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