Advanced Search

Journal Navigation

Journal Home

Subscriptions

Archive

Contact Us

Table of Contents

Sign In to gain access to subscriptions and/or personal tools.
Economic and Industrial Democracy
This Article
Right arrow Full Text (PDF)
Right arrow References
Right arrow Alert me when this article is cited
Right arrow Alert me if a correction is posted
Right arrow Citation Map
Services
Right arrow Email this article to a friend
Right arrow Similar articles in this journal
Right arrow Similar articles in ISI Web of Science
Right arrow Alert me to new issues of the journal
Right arrow Add to Saved Citations
Right arrow Download to citation manager
Right arrowRequest Permissions
Right arrow Request Reprints
Right arrow Add to My Marked Citations
Citing Articles
Right arrow Citing Articles via HighWire
Right arrow Citing Articles via ISI Web of Science (3)
Right arrow Citing Articles via Google Scholar
Right arrow Citing Articles via Scopus
Google Scholar
Right arrow Articles by Gallagher, D. G.
Right arrow Articles by Sverke, M.
Right arrow Search for Related Content
Social Bookmarking
Add to CiteULike   Add to Connotea   Add to Del.icio.us   Add to Digg   Add to Reddit   Add to Technorati  
What's this?

Contingent Employment Contracts: Are Existing Employment Theories Still Relevant?

Daniel G. Gallagher

James Madison University

Magnus Sverke

Stockholm University

Within most nations there has been growing evidence of a shift from ‘traditional’ or ongoing employment contracts to arrangements which are more ‘fixed-term’ or ‘contingent’ in structure. The growth of contingent employment arrangements raises questions concerning the applicability of existing theories of individual behaviour (e.g. satisfaction, motivation, etc.). Utilizing ‘employment commitment’ as an illustrative example, this article examines potential limitations in the applicability of commitment theory to different forms of contingent employment contracts. It also addresses some implications for union representation in contingent work arrangements.

Key Words: commitment • contingent work • temporary employment • unionization

Economic and Industrial Democracy, Vol. 26, No. 2, 181-203 (2005)
DOI: 10.1177/0143831X05051513
Add to CiteULike CiteULike   Add to Connotea Connotea   Add to Del.icio.us Del.icio.us   Add to Digg Digg   Add to Reddit Reddit   Add to Technorati Technorati    What's this?


This article has been cited by other articles:


Home page
 Human RelationsHome page
N. Galais and K. Moser
Organizational commitment and the well-being of temporary agency workers: A longitudinal study
Human Relations, April 1, 2009; 62(4): 589 - 620.
[Abstract] [PDF]

Home page
 Economic and Industrial DemocracyHome page
N. De Cuyper and H. De Witte
Associations Between Contract Preference and Attitudes, Well-Being and Behavioural Intentions of Temporary Workers
Economic and Industrial Democracy, May 1, 2007; 28(2): 292 - 312.
[Abstract] [PDF]

Home page
 Economic and Industrial DemocracyHome page
E. Berntson, M. Sverke, and S. Marklund
Predicting Perceived Employability: Human Capital or Labour Market Opportunities?
Economic and Industrial Democracy, May 1, 2006; 27(2): 223 - 244.
[Abstract] [PDF]