Serving two organizations : exploring the employment relationship of contracted employees
By Jacqueline A-M. Coyle-Shapiro, Paula C. Morrow, I. Kessler. 2006
171 citations recorded by the source corpus.
Subfields: Management of Technology and Innovation, Marketing, Sociology and Political Science
View Paper: https://www.semanticscholar.org/paper/edb9ff76a43cf5f831f07544b83228b632a8b599
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In Management of Technology and Innovation
In Marketing
In Sociology and Political Science
- Cary L. Cooper
- Sue R. Faerman
- Gaëtane Caesens
- Dorothée Hanin
- Géraldine Marique
- B. Schyns
- Florence Stinglhamber
- Joerg Felfe
Citations in the corpus
- Does the Form of Employment Make a Difference?--Commitment of Traditional, Temporary, and Self-Employed Workers. (2008, background): “In contrast to Coyle-Shapiro, Morrow, and Kessler (2006) definition of independent contractors participants in our study are not employed by a third party (e.g., a large contractor company) but are self-employed, mainly in the form of ‘one-person-businesses’.”
- Government Employees’ Organizational Citizenship Behavior: The Impacts of Public Service Motivation, Organizational Identification, and Subjective OCB Norms (2017, background): “…and examined the influence of such variables as job satisfaction, justice perception, and perceived supervisory support as important predictors (e.g., Alotaibi 2001; Coyle-Shapiro and Kessler 2002; Coyle-Shapiro, Morrow, and Kessler 2006), the impacts of those variables have been moderate at best.”
- The relationship between perceived organizational support and proactive behaviour directed towards the organization (2016, background): “Organizations expect from their employees to spontaneously anticipate problems and to identify future opportunities in their work environment (Crant, 2000). Therefore, traditional models of performance assuming “that employees ought to follow instructions, task descriptions, and orders” (Frese, 2008”
- Employee wellbeing, control and organizational commitment (2009, background): “Forms of organizational commitment The construct of commitment has been viewed in the main as a composite of three main components representing affective, normative and continuance aspects of commitment (e.g. Meyer and Allen, 1984, 1991; Meyer et al., 1993, 1998; Coyle-Shapiro et al., 2006).”