The dual commitments of contingent workers: an examination of contingents' commitment to the agency and the organization

By R. Liden, Sandy J. Wayne, Maria L. Kraimer, Raymond T. Sparrowe. 2003

291 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/508846e2352796395b331c2bfa54aac047fc725c

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In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Balanced versus Unbalanced Psychological Contracts in Temporary and Permanent Employment: Associations with Employee Attitudes (2009, unknown): “One type of temporary employment that is of particular relevance is temporary agency work: temporary agency workers are involved in a triangular employment relationship (Liden, Wayne, Kraimer, & Sparrowe, 2003).”
Serving two organizations : exploring the employment relationship of contracted employees (2006, background): “Liden et al. (2003) provide empirical support for the relationship between agency employees’ perceived support from the client organization and their affective commitment to the client organization.”
Ethical leadership at work questionnaire (ELW): Development and validation of a multidimensional measure (2011, background): “At the group-level, Mayer et al. (2009) investigated ethical leadership in relation to OCB, but previous research has not yet investigated the relationship between ethical leadership and individual employee conduct.”
Organizational commitment and the well-being of temporary agency workers: A longitudinal study (2009, methodology): “First, the findings on the positive effects of organizational support from the agency on organizational commitment show a feasible way of increasing workers’ commitment (Liden et al., 2003; McClurg, 1999; Van Breugel et al., 2005).”
How Effective Are They? Exploring the Impact of Contingent Faculty on Undergraduate Education (2006, background): “And in point of fact, recent research indicates that contingent workers are less committed to their employers and perform at lower levels than more permanent workers (Connelly & Gallagher, 2004; Liden et al., 2003; Pearce, 1993).”
Commitment, Procedural Fairness, and Organizational Citizenship Behavior: A Multifoci Analysis (2009, background): “Based on work by Lind and Tyler (1988), the items asked individuals to assess the extent to which their group’s decision-making procedures were: unfair (1) to fair (7), unjust (1) to just (7), and improper (1) to proper (7).”
The role of HRM practices, procedural justice, organizational support and trust in organizational commitment and in-role and extra-role performance (2010, background): “Contrary to our findings, the significant influence of AOC on extra-role behaviors has been demonstrated by numerous studies (e.g., Meyer et al. 1993; Bishop, Scott and Burroughs 2000; Liden et al. 2003; Paré and Tremblay 2007).”
The Benefits of Justice for Temporary Workers (2007, methodology): “Based on prior investigations by Konovsky and Pugh (1994), Masterson et al. (2000), Cropanzano et al.”