Flexible Employment Contracts, the Psychological Contract and Employee Outcomes: An Analysis and Review of the Evidence

By D. Guest. 2004

418 citations recorded by the source corpus.

Subfields: Demography, General Health Professions, Public Administration

View Paper: https://www.semanticscholar.org/paper/d3afca7a19939420cc567afc792d969c0f0e63cc

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Citations in the corpus

Job insecurity climate's influence on employees' job attitudes: Evidence from two European countries (2009, background): “It is evidence in support of research showing that temporary employment does not directly imply more inferior outcomes than permanent employment (e.g., Galup, Saunders, Nelson, & Cerveny, 1997; Guest, 2004; Guest & Conway, 1997; McDonald & Makin, 2000).”
Job Insecurity and Health-Related Outcomes among Different Types of Temporary Workers (2005, background): “In this framework, the psychological contract becomes a relevant issue (Guest, 2004; Silla et al., in press).”
Balancing psychological contracts: Validation of a typology (2008, methodology): “Previous research (see e.g., Guest 2004; De Cuyper et al. 2005) has however established that it is more likely that psychological contracts affect psychological outcomes, rather than vice versa.”
Job insecurity: Mediator or moderator of the relationship between type of contract and various outcomes? (2005, background): “However, along with the increased share of flexible workers (e.g., Guest, 2004; OECD, 2000), researchers should challenge this tradition.”
Literature Review of Theory and Research on the Psychological Impact of Temporary Employment: Towards a Conceptual Model (2008, neutral): “In sum, our review underlines the conclusion put forward by Connelly and Gallagher (2004) and others (De Cuyper et al. 2005b; Guest 2004; Virtanen et al. 2005) that results on the psychological impact of temporary employment are inconclusive and often contradictory.”
Factors Affecting job satisfaction of employees in Pakistani banking sector (2010, background): “The most significant aspects are those which are relevant to working lack of expectation for promotion negatively affect job satisfaction of employees (Guest, 2004 and Silla et al., 2005).”
Effects of socially responsible human resource management on employee organizational commitment (2011, background): “Shen, Chanda, D’Netto and Monga 2009), highinvolvement HRM (Guthrie 2001), flexible employment (Guest 2004), family-friendly HRM (Bagraimand Sader 2007) andwork–life balance (Kossek andOzeki 1999;Bardoel, DeCieri and Mayson 2008).”
The Psychology of Careers in Industrial - Organizational Settings: A Critical but Appreciative Analysis (2008, background): “Although there is quite strong evidence that perceived job insecurity reduces psychological well-being (Hellgren & Sverke, 2003), it has become apparent that contingent employment is not necessarily associated with negative attitudes, performance or well-being (Guest, 2004a,b).”
The Mediating Role of Emotional Exhaustion and Job Satisfaction on the Relationship Between Job Demands and Instigated Workplace Incivility (2018, background): “Employment contract type was held constant as it has been found to affect employee outcomes (Guest, 2004).”
Human resources development practices and their association with employee attitudes: Between traditional and new careers (2007, background): “In this context of changing structures and career procedures, employment relationships have to be adapted (Guest, 2004; Van Buren, 2003).”
Contemporary career orientations and career self-management: A review and integration (2021, background): “Guest (2004) International Journal of Management Reviews 169 Qualitative review Reviews the literature on flexible employment contracts and how it affects workers.”
Does the Form of Employment Make a Difference?--Commitment of Traditional, Temporary, and Self-Employed Workers. (2008, background): “…that focus on organizational commitment of temporary workers (e.g., Connelly, Gallagher, & Gilley, 2007; Coyle-Shapiro & Kessler, 2002; Coyle-Shapiro & Morrow, 2006; Guest, 2004; Sverke, Gallagher, & Hellgren, 1999), only a few reflect on the commitment to new forms of employment (Torka, 2004).”