Purpose-The purpose of this paper is to examine "black box" links between HRM innovations and organizational performance by investigating the perspective of a workforce often excluded from the HR realm. Professional Independent Contractors (IPros) play a vital role in achieving workforce flexibility and innovation. While the use of such arrangements has been examined often using a compliance-oriented lens, the authors explore the value of adding a commitment aspect. Design/methodology/approach-In total, 375 IPros working in Australian organizations completed an online questionnaire distributed by a national business support services provider. Findings-Results show organizational support significantly predicted work engagement and affective commitment. Self-efficacy, age and gender were also significant predictors. Research limitations/implications-The cross-sectional nature of this study and reliance on self-reported data limit the reliability of the findings. In addition, the findings may be specific to the Australian labor market. Practical implications-The study present the views of a difficult to reach population and the findings suggest by adopting an innovative hybrid commitment-compliance HR configuration, practitioners may positively increase desirable contractor outcomes. Social implications-Concerns that organizational imperatives for efficiency, quality and high performance will be compromised by considering the human side of non-employee work arrangements are not supported. Indeed, as previously outlined, much of the concern with the employee/non-employee dichotomy is legally based and an artefact of a system of labor law that in many settings has failed to move with the times. Originality/value-Few investigations of the impact of high commitment HRM practices have incorporated the perspective of professional, non-employees. While IPros are recipients of compliance focused contractor management practices, carefully integrated commitment-based HRM aspects have the potential to deliver positive outcomes for both individuals and organizations.
PurposeThe purpose of this paper is to examine the relationship between professional contractor (PC) wellbeing and organisational support as one of mutual benefit for both parties.Design/methodology/approachFour hypotheses were tested via hierarchical regression techniques using survey data gathered from a sample of 375 PCs working in a range of Australian organisations. Content analysis techniques were used to examine PC responses to a related open‐ended question.FindingsThe results demonstrate a positive relationship between self‐efficacy, organisational support, work engagement and knowledge sharing with wellbeing. Adding the PCs’ individualised perspectives provides further insight into the value that PCs bring to an organisation.Research limitations/implicationsThe study is limited to PCs within Australia and examines PCs rather than professionals generally. The authors limit the analysis approach to regression techniques rather than structural equation modelling.Practical implicationsFirst, demonstration of the importance of organisational support to PCs is an important finding for organisations in itself. Second, this finding allows us to suggest specific interventions and guidelines for organisations seeking to efficiently engender contractor engagement and knowledge sharing.Originality/valueThe role of contractor management has become important as organisations increasingly rely on outsourced and contracted work arrangements. The authors consider how organisations and PCs can benefit from organisational practices perceived as being supportive. It is important for both organisations and PCs to be able to identify and develop the key factors which shape the contractual exchange prior to, and throughout, contracted work assignments.
Purpose – The notion of worker vulnerability is often seen as synonymous with disadvantage in discussions of nonstandard work. The purpose of this paper is to separate and examine these two notions by considering economic, social and psychological perspectives and exploring the reality as experienced by agency workers. Design/methodology/approach – In total, 178 Australian clerical agency workers employed by eight agencies completed a mail questionnaire. Personalised responses were subjected to computer-assisted template analysis. Findings – Sample characteristics revealed a gendered and heterogeneous workforce. Findings showed evidence of economic, psychological and social vulnerabilities although favourable features were also reported. This apparent contradiction suggests linkages between the features of nonstandard work, worker preferences, individual characteristics and the experience of worker vulnerability. Research limitations/implications – The notion of varying degrees of worker vulnerability offers a new lens to investigate agency work. The relatively small sample size, focus on clerical work and features of the Australian context may limit generalisability. Practical implications – Findings demonstrate the nature and extent of agency worker vulnerability which allows us to offer policy interventions for governments, agencies and user organisations and insights for prospective agency workers. Originality/value – The widespread use of agency workers provides an imperative for frameworks to assess the nuances of the agency work experience. This study presents the reality of agency work as experienced by the workers and reveals the good and bad aspects of agency work.
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