Psychological Contracts of Multiple Jobholders: A Multilevel Analysis

Raeder, Sabine

doi:10.1177/2158244018778110

Cited by 6 publications

(15 citation statements)

References 50 publications

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“…The case study increased knowledge of the under-researched themes of workplace learning and career development among multiple jobholders. The research literature on MJH has been mainly economic and quantitative and concentrated on the labour market and individual perspectives, whereas organization and learning studies have paid little attention to that group (Bamberry and Campbell, 2012; Panos et al , 2014; Raeder, 2018).…”

Section: Discussionmentioning

confidence: 99%

“…Although MJH may forecast career transitions (Panos et al , 2014), the experiences of psychological contract obligations have been observed to vary more between employment relationships than between individuals (Raeder, 2018). Therefore, MJH does not necessarily mean commitment risks for employers.…”

Section: Multiple Jobholdingmentioning

confidence: 99%

“…People strived to adjust their jobs to the societal development trends they perceived (Järvensivu and Pulkki, 2020). Lately, professionals in teaching and adult education, business professionals, consultants, media workers, clerks and social science professionals have been perceived of as crucial groups among multiple jobholders (Raeder, 2018), which raises a question of whether there are structural changes concerning their jobs.…”

Section: Introductionmentioning

confidence: 99%

“…Although it is known that MJH can be used as a conduit for obtaining new skills and expertise and as a stepping-stone to a new career, literature remains relatively silent with respect to the role of MJH as a facilitator of skills accumulation (Panos et al , 2014). Altogether, the research literature is mainly economic and quantitative and concentrates on the labour market and individual perspectives (Bamberry and Campbell, 2012; Panos et al , 2014; Raeder, 2018). Organizational studies have paid little attention to MJH, resulting in limited knowledge about how the jobs combine into one portfolio (Raeder, 2018).…”

Section: Introductionmentioning

confidence: 99%

“…Altogether, the research literature is mainly economic and quantitative and concentrates on the labour market and individual perspectives (Bamberry and Campbell, 2012; Panos et al , 2014; Raeder, 2018). Organizational studies have paid little attention to MJH, resulting in limited knowledge about how the jobs combine into one portfolio (Raeder, 2018).…”

Section: Introductionmentioning

confidence: 99%

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Multiple jobholders and workplace learning: understanding strange attractor careers

Järvensivu

2020

JWL

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Purpose Multiple jobholders’ workplace learning is an under-researched theme, although it offers possibilities to add knowledge of learning at several workplaces at a time. The purpose of this study is to explore the career development and workplace learning of Finnish multiple jobholders with university degree. Design/methodology/approach The qualitative extreme case study of “elite multiple jobholders” was based on 45 in-depth interviews, which were analysed by abductive content analysis using the chaos theory of careers (CTC). Findings This study showed that elite multiple jobholders were attracted by meaningful jobs, which were significant, had broader purposes or offered possibilities for self-realization and self-development, whereas they criticized paid work organizations. They tried to anticipate the future working life and labour markets and adjusted their careers to them by educating and by choosing jobs with learning possibilities. However, they saw themselves as constructers of the future, which left them at vulnerable position concerning the institutional setting. They organized their work flexibly with different contracts and their professional identities were networked. Research limitations/implications This study is limited in Finns with university degree. Future research should inspect multiple jobholders with lower degree educations, in different contexts and with other methodologies. Originality/value This study gives an example of applying CTC as a holistic framework to study how individual careers emerge contextually and how they are recursively connected to work organization and working life changes. Possibilities to understand fractals are offered.

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Section: Discussionmentioning

confidence: 99%

Section: Multiple Jobholdingmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Multiple jobholders and workplace learning: understanding strange attractor careers

Järvensivu

2020

JWL

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The Psychological Contract of Higher Education Teachers in Portugal - Confirmatory Factor Analysis

Costa

Oliveira

2022

Procedia Computer Science

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Losing faith in paid employment: an extension of the psychological contract breach model as a predictor of self-employment

Abord de Chatillon,

Bornard,

Ottmann

et al. 2023

JMD

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PurposeIt seems that some aspects of employees' experience can lead to their “losing faith in the system of paid employment”. This disillusion can be studied and measured through the theoretical construct of a psychological contract breach experienced by the employee. This exploratory article thus examines whether the conditions of paid employment could lead to a new dimension of psychological contract breaches: a breach with paid employment itself that could drive to self-employment.Design/methodology/approachThe authors use a structural equation modeling on a sample of 403 people who have declared their intention to leave paid employment for self-employment.FindingsThe study's results show that working conditions affect psychological contract breaches in various dimensions. The authors propose a dimension of psychological contract breaches linked to paid employment, which can lead to the choice to leave paid employment and become self-employed. The authors also confirm the importance of working conditions as antecedents of psychological contract breaches.Research limitations/implicationsThe main limitations of this exploratory research are the use of unvalidated scales and a small sample size, with a population that could be better defined. As Murgia et al. (2020) point out, it is not yet clear at the moment whether this category is a special group, equivalent to traditionally distinguished groups of working people. The study's assumptions and these limitations lead us to propose the following avenues for future research.Practical implicationsFor managers and the development of management, the possible relationship between working conditions and psychological contract breaches seems to be very important. In fact, a whole range of best management practices could be developed if this relationship is confirmed. Improving working conditions could thus be a way to repair psychological contracts.Social implicationsThis research field is still quite underdeveloped in comparison to its importance to organizations because the increase in self-employment challenges traditional models and assumptions in human resources management.Originality/valueThis study aims to expand the theoretical frameworks of psychological contracts and breaches. It thus responds to recent calls for research on psychological contracts (Bankins et al., 2020); Moreover, this research suggests, in line with the work of Aubert and de Gaulejac (2018), that there are relationships between poor working conditions and psychological contract breaches. To the authors' knowledge, this approach is missing from international research into psychological contracts, which focuses only on job characteristics and individual determinants (personality traits, etc.).

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Psychological Contracts of Multiple Jobholders: A Multilevel Analysis

Cited by 6 publications

References 50 publications

Multiple jobholders and workplace learning: understanding strange attractor careers

Multiple jobholders and workplace learning: understanding strange attractor careers

The Psychological Contract of Higher Education Teachers in Portugal - Confirmatory Factor Analysis

Losing faith in paid employment: an extension of the psychological contract breach model as a predictor of self-employment

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