In this paper, we have endeavored to integrate the literature on psychological contracts with the literature on contingent work arrangements. We have further developed the theoretical foundation of the psychological contract and its dimensions. After reviewing previous work on contingent employment, we illustrate how the dimensions of psychological contracts (stability, scope, tangibility, focus, time frame, particularism, multiple agency and volition) highlight the dierences and similarities among alternative employment arrangements in a meaningful and parsimonious manner. In doing so, we have sought to oer an alternative to the categorization of employment arrangements that has, thus far, made comparisons across studies dicult. In addition, we argue that the dimensions of psychological contracts, more so than the content of these contracts, are more generalizable across various types of work arrangements, as well as across dierent types of jobs and across national boundaries.

This paper examines the relationship between gender and reports of organizational citizenship behaviors (OCBs). Drawing on gender role theory, I examine the effects of employee gender (male/female), gender orientation (masculine/feminine) and gender-dominated occupational choice (nurse/engineer) on OCBs. I hypothesize relationships between gender and the performance of gender-congruent OCBs, i.e., female-typed altruism and male-typed civic virtue. The results demonstrate significant differences in line with traditional gender roles. Implications are discussed.

No abstract