Emerging Trends in Contingent Work Research

By Catherine E. Connelly, Daniel G. Gallagher. 2004

504 citations recorded by the source corpus.

Subfields: Demography, General Health Professions, Public Administration

View Paper: https://www.semanticscholar.org/paper/20ecd266d2e422a5ce81825ec02d247f3774fc74

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Citations in the corpus

Careers: Mobility, Embeddedness, and Success (2007, unknown): “His research interests include organizational commitment, highperformance work teams, workplace stress and health, social support, and career mobility.”
Psychological consequences of fixed-term employment and perceived job insecurity among health care staff (2005, background): “…& Tomlinson, 1998), and lower levels of job satisfaction (Benavides et al., 2000; Kinnunen & Nätti, 1994; Virtanen, Kivimäki, Elovainio, Vahtera, & Ferrie, 2003), job involvement (Kinnunen & Nätti, 1994), and organizational commitment (see Connelly & Gallagher, 2004; van Dyne & Ang, 1998).”
The Benefits of Justice for Temporary Workers (2007, background): “Connelly and Gallagher (2004) suggested a classification of contingent work arrangements that distinguished four categories: (a) temporary help service firms or temporary staffing agencies whereby a client organization enlists the services of a temporary or “temp” agency, (b) independent…”
Temporary Employment and Perceived Employability: Mediation by Impression Management (2010, background): “In the United States, also specific forms of self-employment fall into the category of temporary employment (Connelly & Gallagher, 2004).”
Classifying Work in the New Economy (2013, background): “These shortcomings have led to confusion in the existing literature and, as others have observed, have stunted our ability to develop, test, and extend management theory (Ashford et al., 2007; Connelly & Gallagher, 2004).”
Balancing psychological contracts: Validation of a typology (2008, background): “For example, along with the increase in temporary employment throughout Europe, authors have highlighted differences in the psychological contracts of temporary workers and permanent workers (for an overview, see e.g., Connelly and Gallagher 2004; De Cuyper, De Witte and Isaksson 2005).”
Redesigning work through idiosyncratic deals (2014, background): “For both groups, maintaining and/or improving employability is a vital concern as well as a potential source of anxiety (Connelly & Gallagher, 2004; Martens, Nijhuis, Van Boxtel, & Knottnerus, 1999).”
Balanced versus Unbalanced Psychological Contracts in Temporary and Permanent Employment: Associations with Employee Attitudes (2009, unknown): “Review studies report that results are inconclusive, while a signiﬁcant number of studies have actually shown favourable results for temporary workers compared to permanent workers (Connelly & Gallagher, 2004; De Cuyper et al., 2008a).”
Organizational commitment and the well-being of temporary agency workers: A longitudinal study (2009, background): “Compared to core workers, temporary workers also have less control over the content of their work (Connelly & Gallagher, 2004a) and they are mainly assigned to low-complexity jobs (Davis-Blake & Uzzi, 1993; Kalleberg & Rognes, 2000).”