Task-level work engagement of self-employed and organizationally employed high-skilled workers

Abstract

Purpose Self-employed workers typically report higher well-being levels than employees. The purpose of this paper is to examine the mechanisms that lead to differences in work engagement between self-employed and organizationally employed high-skilled workers. Design/methodology/approach Self-employed and organizationally employed high-skilled workers (N=167) were compared using a multigroup multilevel analysis. Participants assessed their job control (general level) and reported their work engagement during work tasks (task level) by means of the Day Reconstruction Method. Aspects of job control (autonomy, creativity, and learning opportunities) and task characteristics (social tasks and core work tasks) were contrasted for the two groups as predictors of work engagement. Findings Self-employed workers reported higher levels of job control and work engagement than organizationally employed workers. In both groups, job control predicted work engagement. Employees with more opportunities to be creative and autonomous were more engaged at work. Self-employed workers were more engaged when they had more learning opportunities. On the task level, the self-employed were more engaged during core work tasks and social tasks. Practical implications The findings suggest that self-employment is an effective way for high-skilled workers to increase the amount of job control available to them, and to improve their work engagement. From an intervention perspective, self-employed workers may benefit most from more learning opportunities, more social tasks, and more core work tasks. Organizationally employed workers may appreciate more autonomy and opportunities for creativity. Originality/value This study contributes to a better understanding of the role that job control and task characteristics play in predicting the work engagement of high-skilled self-employed and organizationally employed workers.

Psychological Contract Perception and Contractual Employee Performance

“…al., 2016); especially from the lens of professional contractors (George, 2015;Clark, 2016;Lemmon et. al., 2016;Bujacz et. al., 2017).…”

“…An example of psychological contract fusion might be when a contractual worker physically arrives at an office location each workday, has similar access as the leader and employees to the workspace, and sits in an assigned cubicle or office. The contractual worker also demonstrates organizational cultural behaviors like employees and interacts socially as a member of the workgroup (Bujacz et al, 2017). When contractual workers have more distance away from normal workplace socialization, the psychological contract connection is not as fused (Bujacz et al., 2017; Gupta et al., 2018).…”

“…The contractual worker also demonstrates organizational cultural behaviors like employees and interacts socially as a member of the workgroup (Bujacz et al, 2017). When contractual workers have more distance away from normal workplace socialization, the psychological contract connection is not as fused (Bujacz et al., 2017; Gupta et al., 2018). Our study fills gaps in research explaining contractual worker psychological fusion within employer–worker interactions.…”

The Relationship Between Occupational Demands and Well-Being of Performing Artists: A Systematic Review

“…Whilst some facets of the occupational environment of performing artists may have a negative impact on well-being, other aspects may provide enabling conditions which facilitate well-being. Many performing artists are self-employed and research with creative professionals suggests that self-employed workers have greater opportunities for autonomy, creativity and learning experiences (Bujacz et al, 2017). Within the literature, self-employment has been found to relate to higher job satisfaction (Andersson, 2008; Warr, 2018) and life satisfaction (Binder and Coad, 2016) when compared to employment.…”

Comparing Depressive Symptoms, Emotional Exhaustion, and Sleep Disturbances in Self-Employed and Employed Workers: Application of Approximate Bayesian Measurement Invariance

“…This freedom affects all aspects of work: choice of tasks, time schedule, and utilization and development of one’s skills ( Financial Stability Financial Services and Capital Markets Union, 2018 ). Degree of freedom to organize one’s work has been shown to decrease stress levels and increase health in both employed and self-employed workers ( Theorell et al, 2015 ; Aronsson et al, 2017 ; Bujacz et al, 2017 ; Madsen et al, 2017 ; Stephan et al, 2020b ). However, these positive aspects related to freedom do not paint the whole picture.…”