Externalization of employment in a service environment: the role of organizational and customer identification

Johnson, Scott A.; Ashforth, Blake E.

doi:10.1002/job.477

Cited by 76 publications

(64 citation statements)

References 70 publications

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“…Research has also found poorer customer service associated with contract service workers. In a study of service workers, compared to permanent status employees, workers on a two-year contract were found to be less customer-oriented, due to their lower levels of organizational identity and customer identification ( Johnson & Ashforth 2008). Contractors with family constraints around working time were less successful than those without constraints (Vincent 2016).…”

Section: Wwwannualreviewsorg • Two Images Of the New World Of Workmentioning

confidence: 97%

“…Created to enable firm agility in labor markets, this dimension of flexibility shifts work from standard employment to shorter-term work assignments ( Johnson & Ashforth 2008), often leading to feelings of job insecurity (Lam et al 2015). We focus on three specific categories in the Cappelli & Keller (2013) classification scheme where research has been conducted in the past decade: direct employment beyond the standard employment relationship, co-employment/agency work, and contracting.…”

Section: Flexibility In the Employment Relationshipmentioning

confidence: 99%

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Alternative Work Arrangements: Two Images of the New World of Work

Spreitzer

Cameron

Garrett

2017

Annu. Rev. Organ. Psychol. Organ. Behav.

484

453

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Alternative work arrangements continue to increase in number and variety. We review the literature on alternative work arrangements published since the most recent major review of nonstandard work by Ashford et al. (2007). We look across the research findings to identify three dimensions of flexibility that undergird alternative work arrangements: (a) flexibility in the employment relationship, (b) flexibility in the scheduling of work, and (c) flexibility in where work is accomplished. We identify two images of the new world of work-one for high-skill workers who choose alternative work arrangements and the other for low-skill workers who struggle to make a living and are beholden to the needs of the organization. We close with future directions for research and practice for tending to the first image and moving away from the second image of the new world of work.

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Section: Wwwannualreviewsorg • Two Images Of the New World Of Workmentioning

confidence: 97%

Section: Flexibility In the Employment Relationshipmentioning

confidence: 99%

Alternative Work Arrangements: Two Images of the New World of Work

Spreitzer

Cameron

Garrett

2017

Annu. Rev. Organ. Psychol. Organ. Behav.

484

453

View full text Add to dashboard Cite

show abstract

“…Hence, we initiate a necessary, albeit an ignored, scholarly debate by suggesting that the CSR profile of the firm may be one tool that can be utilized to alleviate the negative impact of externalization on irregular workers. Finally, we prove our hypotheses by focusing on an employee group that faces the acutest form of externalization, that is, subcontracted workers (Johnson & Ashforth, ).…”

Section: Hypotheses Developmentmentioning

confidence: 83%

“…Fourth, our focus on subcontracted workers underscores our intent to prove our hypotheses in a complex three‐way work arrangement (Drucker & Stanworth, ) representing the most extreme form of irregular employee externalization (Johnson & Ashforth, ). Finally, we test our model in the collectivistic culture of South Korea .…”

Section: Introductionmentioning

confidence: 94%

CSR and the workplace attitudes of irregular employees: The case of subcontracted workers in Korea

Ali

Jung

2017

Business Ethics: A European Review

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In recent years, there has been a noticeable increase in organizational trends to hire irregular workers. This inclination, in a time of great flux and uncertainty, exacerbates human resource issues faced by firms. We argue that corporate social responsibility (CSR) can be an important antecedent to improve the workplace attitudes of irregular workers and as a result reduce the negative impact on organizations of the increased use of an irregular workforce. Hence, we explore the relationship between perceived CSR (composite and disaggregated) and unfairness perception and social relations of subcontracted workers with regular workers. We further attempt to explain these relationships through the mediating effects of psychological contract violation and organizational identity, respectively. Our analysis supports a negative effect of composite and external CSR on unfairness perception and positive effect on social relations. Additionally, our results support partial mediating roles of psychological contract violation and organizational identity. Theoretical and practical implications of the results are also discussed.

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“…In most cases, construction workers are temporarily employed for this specific task in the project, and move to another project after completing their tasks. This condition of temporary employment can undermine workers' social identification with the organization (Johnson andAshforth 2008, Buonocore 2010), and under such circumstances greater in-group identification could be expected (van Rijswijk et al 2006). Previous research has found that social structures at work can foster a stronger identification with the workgroup than with the organization as a whole (Hennessy andWest 1999, Löwstedt andRäisänen 2014).…”

Section: Discussionmentioning

confidence: 99%

Social identity, safety climate and self-reported accidents among construction workers

Andersen

Nørdam

Joensson

et al. 2017

Construction Management and Economics

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The construction industry has one of the highest frequencies of work-related accidents. We examined whether construction workers predominantly identify themselves in terms of their workgroup or in terms of the construction site. In addition, we examined the associations between social identity and safety climate, and how these constructs are associated with work-related accidents. The analyses were based on questionnaire responses from 478 construction workers from two large construction sites, and the methods involved structural equation modeling. Results showed that the workers identified themselves primarily with their workgroup, and to a lesser degree with the construction site. Social identity and safety climate were related both at the workgroup and construction site levels, meaning that social identity may be an antecedent for safety climate. The association between social identity and safety climate was stronger at the workgroup level than at the construction site level. Finally, safety climate at both levels was inversely associated with selfreported accidents, with the strongest association at the workgroup level. A focus on improving safety climate, particularly by integrating initiatives at both the workgroup and management level, may have the potential to improve safety performance and thus decrease the risk of accidents and injuries on construction sites.

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Externalization of employment in a service environment: the role of organizational and customer identification

Cited by 76 publications

References 70 publications

Alternative Work Arrangements: Two Images of the New World of Work

Alternative Work Arrangements: Two Images of the New World of Work

CSR and the workplace attitudes of irregular employees: The case of subcontracted workers in Korea

Social identity, safety climate and self-reported accidents among construction workers

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