Boomerang independent contractors: an experimental study using a psychological contract approach

References

• Aguinis, H., & Bradley, K. J. (2014). Best practice recommendations for designing and implementing experimental vignette methodology studies. Organizational Research Methods, 17(4), 351–371. https://doi.org/10.1177/1094428114547952
   Web of Science ®Google Scholar
• Armstrong, J. S., & Overton, T. S. (1977). Estimating nonresponse bias in mail surveys. Journal of Marketing Research, 14(3), 396–402. https://doi.org/10.1177/002224377701400320
   Web of Science ®Google Scholar
• Ashford, S. J., Caza, B. B., & Reid, E. M. (2018). From surviving to thriving in the gig economy: A research agenda for individuals in the new world of work. Research in Organizational Behavior, 38(2018), 23–41. https://doi.org/10.1016/j.riob.2018.11.001
   Google Scholar
• Baruch, Y., & Rousseau, D. M. (2019). Integrating psychological contracts and ecosystems in career studies and management. Academy of Management Annals, 13(1), 84–111. https://doi.org/10.5465/annals.2016.0103
   Google Scholar
• Best, S. (2017). The U.S. gig economy: Economic imposition or economic choice? The Business and Management Review, 8(4), 60–67.
   Google Scholar
• Bidwell, M. J., & Briscoe, F. (2009). Who contracts? Determinants of the decision to work as an independent contractor among information technology workers. Academy of Management Journal, 52(6), 1148–1168. https://doi.org/10.5465/amj.2009.47084649
   Web of Science ®Google Scholar
• Buch, R., Kuvaas, B., & Dysvik, A. (2010). Dual support in contract workers’ triangular employment relationships. Journal of Vocational Behavior, 77(1), 93–103. https://doi.org/10.1016/j.jvb.2010.02.009
   Web of Science ®Google Scholar
• Campbell, B. A., Ganco, M., Franco, A. M., & Agarwal, R. (2012). Who leaves, where to, and why worry? Employee mobility, entrepreneurship and effects on source firm performance. Strategic Management Journal, 33(1), 65–87. https://doi.org/10.1002/smj.943
   Web of Science ®Google Scholar
• Cappelli, P., & Keller, J. R. (2013). Classifying work in the new economy. Academy of Management Review, 38(4), 575–596. https://doi.org/10.5465/amr.2011.0302
   Web of Science ®Google Scholar
• Cappelli, P., & Keller, J. R. (2014). Talent management: Conceptual approaches and practical challenges. Annual Review of Organizational Psychology and Organizational Behavior, 1(1), 305–331. https://doi.org/10.1146/annurev-orgpsych-031413-091314
   Google Scholar
• Cascio, W. F., & Boudreau, J. W. (2017). Talent management of nonstandard employees. Oxford handbook of talent management (pp. 494–520).
   Google Scholar
• Caza, B. B., Moss, S., & Vough, H. (2018). From synchronizing to harmonizing: The process of authenticating multiple work identities. Administrative Science Quarterly, 63(4), 703–745. https://doi.org/10.1177/0001839217733972
   Web of Science ®Google Scholar
• Chambel, M. J., & Castanheira, F. (2006). Different temporary work status, different behaviors in organization. Journal of Business and Psychology, 20(3), 351–367. https://doi.org/10.1007/s10869-005-9015-0
   Web of Science ®Google Scholar
• Chambel, M. J., Lorente, L., Carvalho, V., & Martinez, I. M. (2016). Psychological contract profiles among permanent and temporary agency workers. Journal of Managerial Psychology, 31(1), 79–94. https://doi.org/10.1108/JMP-02-2014-0070
   Web of Science ®Google Scholar
• Cheung, F., Wu, A. M., & Yeung, D. Y. (2016). Factors associated with work volition among aging workers in Hong Kong. Journal of Career Development, 43(2), 160–176. https://doi.org/10.1177/0894845315585576
   Web of Science ®Google Scholar
• Clarke, M., & Scurry, T. (2020). The role of the psychological contract in shaping graduate experiences: A study of public sector talent management programmes in the UK and Australia. The International Journal of Human Resource Management, 31(8), 965–991. https://doi.org/10.1080/09585192.2017.1396545
   Web of Science ®Google Scholar
• Cole, M. S., Schaninger, W. S., Jr, & Harris, S. G. (2002). The workplace social exchange network: A multilevel, conceptual examination. Group & Organization Management, 27(1), 142–167. https://doi.org/10.1177/1059601102027001008
   Web of Science ®Google Scholar
• Collings, D. G., & Isichei, M. (2018). The shifting boundaries of global staffing: Integrating global talent management, alternative forms of international assignments and non-employees into the discussion. The International Journal of Human Resource Management, 29(1), 165–187. https://doi.org/10.1080/09585192.2017.1380064
   Web of Science ®Google Scholar
• Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304–313. https://doi.org/10.1016/j.hrmr.2009.04.001
   Web of Science ®Google Scholar
• Cooper-Thomas, H. D., Paterson, N. L., Stadler, M. J., & Saks, A. M. (2014). The relative importance of proactive behaviors and outcomes for predicting newcomer learning, well-being, and work engagement. Journal of Vocational Behavior, 84(3), 318–331. https://doi.org/10.1016/j.jvb.2014.02.007
   Web of Science ®Google Scholar
• Coyle-Shapiro, J. A. M., Pereira Costa, S., Doden, W., & Chang, C. (2019). Psychological contracts: Past, present, and future. Annual Review of Organizational Psychology and Organizational Behavior, 6(1), 145–169. https://doi.org/10.1146/annurev-orgpsych-012218-015212
   Google Scholar
• Cross, D., & Swart, J. (2021). The (ir) relevance of human resource management in independent work: Challenging assumptions. Human Resource Management Journal. https://doi.org/10.1111/1748-8583.12389
   Google Scholar
• Davis-Blake, A., Broschak, J. P., & George, E. (2003). Happy together? How using nonstandard workers affects exit, voice, and loyalty among standard employees. Academy of Management Journal, 46(4), 475–485. https://doi.org/10.2307/30040639
   Web of Science ®Google Scholar
• De Cuyper, N., & De Witte, H. (2008). Volition and reasons for accepting temporary employment: Associations with attitudes, well-being, and behavioural intentions. European Journal of Work and Organizational Psychology, 17(3), 363–387. https://doi.org/10.1080/13594320701810373
   Web of Science ®Google Scholar
• de Jong, J., Rigotti, T., & Mulder, J. (2017). One after the other: Effects of sequence patterns of breached and overfulfilled obligations. European Journal of Work and Organizational Psychology, 26(3), 337–355. https://doi.org/10.1080/1359432X.2017.1287074
   Web of Science ®Google Scholar
• Deloitte (2016). Evolving workforce survey. https://www2.deloitte.com/content/dam/Deloitte/us/Documents/about-deloitte/us-dlife-evolving-workforce-survey.pdf
   Google Scholar
• Demidenko, E. (2004). Mixed models. Theory and applications. Wiley.
   Google Scholar
• Dokko, G., Wilk, S. L., & Rothbard, N. P. (2009). Unpacking prior experience: How career history affects job performance. Organization Science, 20(1), 51–68. https://doi.org/10.1287/orsc.1080.0357
   Web of Science ®Google Scholar
• Duffy, R. D., Diemer, M. A., Perry, J. C., Laurenzi, C., & Torrey, C. L. (2012). The construction and initial validation of the work volition scale. Journal of Vocational Behavior, 80(2), 400–411. https://doi.org/10.1016/j.jvb.2011.04.002
   Web of Science ®Google Scholar
• Duggan, J., Sherman, U., Carbery, R., & McDonnell, A. (2020). Algorithmic management and app-work in the gig economy: A research agenda for employment relations and HRM. Human Resource Management Journal, 30(1), 114–132. https://doi.org/10.1111/1748-8583.12258
   Web of Science ®Google Scholar
• Ellingson, J. E., Gruys, M. L., & Sackett, P. R. (1998). Factors related to the satisfaction and performance of temporary employees. Journal of Applied Psychology, 83(6), 913–921. https://doi.org/10.1111/1748-8583.12389
   Google Scholar
• Feldman, D. C., Sapienza, H. J., & Bolino, M. C. (1997). Patterns of growth and specialization in the executive search industry. Journal of Managerial Issues, 9(2), 176–186.
   Google Scholar
• Festing, M., & Schäfer, L. (2014). Generational challenges to talent management: A framework for talent retention based on the psychological-contract perspective. Journal of World Business, 49(2), 262–271. https://doi.org/10.1016/j.jwb.2013.11.010
   Web of Science ®Google Scholar
• Flinchbaugh, C., Zare, M., Chadwick, C., Li, P., & Essman, S. (2020). The influence of independent contractors on organizational effectiveness: A review. Human Resource Management Review, 30(2), 100681. https://doi.org/10.1016/j.hrmr.2019.01.002
   Web of Science ®Google Scholar
• Galais, N., & Moser, K. (2018). Temporary agency workers stepping into a permanent position: Social skills matter. Employee Relations, 40(1), 124–138. https://doi.org/10.1108/ER-08-2016-0158
   Web of Science ®Google Scholar
• Gallardo-Gallardo, E., Nijs, S., Dries, N., & Gallo, P. (2015). Towards an understanding of talent management as a phenomenon-driven field using bibliometric and content analysis. Human Resource Management Review, 25(3), 264–279. https://doi.org/10.1016/j.hrmr.2015.04.003
   Web of Science ®Google Scholar
• Green, P., & MacLeod, C. J. (2016). SIMR: An R package for power analysis of generalized linear mixed models by simulation. Methods in Ecology and Evolution, 7(4), 493–498. https://doi.org/10.1111/2041-210X.12504
   Web of Science ®Google Scholar
• Griep, Y., Cooper, C., Robinson, S., Rousseau, D. M., Hansen, S. D., Tomprou, M., … Linde, B. J. (2019). Psychological contracts: Back to the future. In Handbook of research on the psychological contract at work (pp. 397–414). Edward Elgar Publishing Ltd.
   Google Scholar
• Henderson, K. E., Welsh, E. T., & O’Leary-Kelly, A. M. (2020). “Oops, I did it” or “It wasn’t me:” An examination of psychological contract breach repair tactics. Journal of Business and Psychology, 35(3), 347–362. https://doi.org/10.1007/s10869-019-09624-z
   Web of Science ®Google Scholar
• Hofmans, J., & Vantilborgh, T. (2019). Capturing perceptions of psychological contract fulfilment and breach. Handbook of research on the psychological contract at work. Edward Elgar Publishing.
   Google Scholar
• Höglund, M. (2012). Quid pro quo? Examining talent management through the lens of psychological contracts. Personnel Review, 41(2), 126–142. https://doi.org/10.1108/00483481211199991
   Web of Science ®Google Scholar
• Holland, D., & Scullion, H. (2019). Towards a talent retention model: Mapping the building blocks of the psychological contract to the three stages of the acquisition process. The International Journal of Human Resource Management, 32(13), 2683–2728. https://doi.org/10.1080/09585192.2019.1569546
   Google Scholar
• Kalleberg, A. L., & Dunn, M. (2016). Good jobs, bad jobs in the gig economy. LERA for Libraries, 20, 1–2.
   Google Scholar
• Kelliher, C., & Anderson, D. (2010). Doing more with less? Flexible working practices and the intensification of work. Human Relations, 63(1), 83–106. https://doi.org/10.1177/0018726709349199
   Google Scholar
• Keller, J., Kehoe, R. R., Bidwell, M. J., Collings, D. G., & Myer, A. (2020). In with the old? Examining when boomerang employees outperform new hires. Academy of Management Journal. https://doi.org/10.5465/amj.2019.1340
   Google Scholar
• Khoreva, V., Vaiman, V., & Van Zalk, M. (2017). Talent management practice effectiveness: Investigating employee perspective. Employee Relations, 39(1), 19–33. https://doi.org/10.1108/ER-01-2016-0005
   Web of Science ®Google Scholar
• Koppel, J., & Kolencik, J. (2018). The future of workers: Contingent forms of labor contracting in the platform economy. Psychosociological Issues in Human Resource Management, 6(1), 172–177.
   Google Scholar
• Krüger, L. (2016). Temporary agency workers work “Temporarily” A European and German interpretation of the notion “Temporarily. European Labour Law Journal, 7(4), 576–588. https://doi.org/10.1177/201395251600700404
   Google Scholar
• Lapalme, M. È., Simard, G., & Tremblay, M. (2011). The influence of psychological contract breach on temporary workers’ commitment and behaviors: A multiple agency perspective. Journal of Business and Psychology, 26(3), 311–324. https://doi.org/10.1007/s10869-010-9190-5
   Web of Science ®Google Scholar
• Manyika, J., Lund, S., Bughin, J., Robinson, K., Mischke, J., & Mahajan, D. (2016). Independent work: Choice, necessity, and the gig economy. McKinsey Global Institute.
   Google Scholar
• McDonnell, A., Collings, D. G., Mellahi, K., & Schuler, R. (2017). Talent management: A systematic review and future prospects. European Journal of International Management, 11(1), 86–128.
   Web of Science ®Google Scholar
• McKeown, T., & Pichault, F. (2021). Independent professionals as talent: Evidence from individual views of working as a contractor. Human Resource Management, 60(2), 313–328. https://doi.org/10.1002/hrm.22045
   Web of Science ®Google Scholar
• McLean Parks, J., Kidder, D. L., & Gallagher, D. G. (1998). Fitting square pegs into round holes: Mapping the domain of contingent work arrangements onto the psychological contract. Journal of Organizational Behavior, 19(S1), 697–730. https://doi.org/10.1002/(SICI)1099-1379(1998)19:1+<697::AID-JOB974>3.0.CO;2-I
   Google Scholar
• Meijerink, J., & Keegan, A. (2019). Conceptualizing human resource management in the gig economy. Journal of Managerial Psychology, 34(4), 214–232. https://doi.org/10.1108/JMP-07-2018-0277
   Google Scholar
• Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., & Erez, M. (2001). Why people stay: Using job embeddedness to predict voluntary turnover. Academy of Management Journal, 44(6), 1102–1121. https://doi.org/10.5465/3069391
   Web of Science ®Google Scholar
• Morf, M., Arnold, A., & Staffelbach, B. (2014). The double psychological contract of temporary agency workers. Employee Relations, 36(6), 708–726. https://doi.org/10.1108/ER-03-2013-0026
   Web of Science ®Google Scholar
• Neumann, O. (2016). Does misfit loom larger than fit? Experimental evidence on motivational person-job fit, public service motivation, and prospect theory. International Journal of Manpower, 37(5), 822–839.
   Web of Science ®Google Scholar
• Ng, T. W., & Feldman, D. C. (2009). Age, work experience, and the psychological contract. Journal of Organizational Behavior, 30(8), 1053–1075. https://doi.org/10.1002/job.599
   Web of Science ®Google Scholar
• Ng, T. W., & Feldman, D. C. (2013). Changes in perceived supervisor embeddedness: Effects on employees’ embeddedness, organizational trust, and voice behavior. Personnel Psychology, 66(3), 645–685. https://doi.org/10.1111/peps.12025
   Web of Science ®Google Scholar
• Petriglieri, G., Ashford, S. J., & Wrzesniewski, A. (2019). Agony and ecstasy in the gig economy: Cultivating holding environments for precarious and personalized work identities. Administrative Science Quarterly, 64(1), 124–170. https://doi.org/10.1177/0001839218759646
   Web of Science ®Google Scholar
• Raaijmakers, A. G., Vermeulen, P. A., Meeus, M. T., & Zietsma, C. (2015). I need time! Exploring pathways to compliance under institutional complexity. Academy of Management Journal, 58(1), 85–110. https://doi.org/10.5465/amj.2011.0276
   Web of Science ®Google Scholar
• Ravenelle, A. J. (2019). “We’re not uber:” Control, autonomy, and entrepreneurship in the gig economy. Journal of Managerial Psychology, 34(4), 269–285. https://doi.org/10.1108/JMP-06-2018-0256
   Web of Science ®Google Scholar
• Robinson, S. L., Kraatz, M. S., & Rousseau, D. M. (1994). Changing obligations and the psychological contract: A longitudinal study. Academy of Management Journal, 37(1), 137–152. https://doi.org/10.2307/256773
   Web of Science ®Google Scholar
• Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 2(2), 121–139. https://doi.org/10.1007/BF01384942
   Google Scholar
• Rousseau, D. M. (1998). The ‘problem’ of the psychological contract considered. Journal of Organizational Behavior, 19(S1), 665–671. https://doi.org/10.1002/(SICI)1099-1379(1998)19:1+<665::AID-JOB972>3.0.CO;2-X
   Web of Science ®Google Scholar
• Rousseau, D., & Schalk, R. (2000). Psychological contract in employment: Cross-national perspectives. Sage.
   Google Scholar
• Ruiner, C., Wilkesmann, M., & Apitzsch, B. (2020). Voice through exit: Changing working conditions by independent contractors’ participation. Economic and Industrial Democracy, 41(4), 839–859. https://doi.org/10.1177/0143831X17738041
   Web of Science ®Google Scholar
• Schalk, R., de Jong, J., Rigotti, T., Mohr, G., Peiró, J. M., & Caballer, A. (2010). The psychological contracts of temporary and permanent workers. In D. E. Guest, K. Isaksson, & H. De Witte (Eds.), Employment contracts, psychological contracts, and employee well-being (pp. 89–119). Oxford University Press.
   Google Scholar
• Sender, A., Rutishauser, L., & Staffelbach, B. (2018). Embeddedness across contexts: A two-country study on the additive and buffering effects of job embeddedness on employee turnover. Human Resource Management Journal, 28(2), 340–356. https://doi.org/10.1111/1748-8583.12183
   Web of Science ®Google Scholar
• Shaw, J. D. (2011). Turnover rates and organizational performance: Review, critique, and research agenda. Organizational Psychology Review, 1(3), 187–213. https://doi.org/10.1177/2041386610382152
   Web of Science ®Google Scholar
• Sherman, U. P., & Morley, M. J. (2015). On the formation of the psychological contract: A schema theory perspective. Group & Organization Management, 40(2), 160–192. https://doi.org/10.1177/1059601115574944
   Web of Science ®Google Scholar
• Shipp, A. J., Furst-Holloway, S., Harris, T. B., & Rosen, B. (2014). Gone today but here tomorrow: Extending the unfolding model of turnover to consider boomerang employees. Personnel Psychology, 67(2), 421–462. https://doi.org/10.1111/peps.12039
   Web of Science ®Google Scholar
• Stavrou, E. T. (2005). Flexible work bundles and organizational competitiveness: A cross-national study of the European work context. Journal of Organizational Behavior, 26(8), 923–947. https://doi.org/10.1002/job.356
   Web of Science ®Google Scholar
• Thomas, D. C., Au, K., & Ravlin, E. C. (2003). Cultural variation and the psychological contract. Journal of Organizational Behavior, 24(5), 451–471. https://doi.org/10.1002/job.209
   Web of Science ®Google Scholar
• Tomprou, M., Rousseau, D. M., & Hansen, S. D. (2015). The psychological contracts of violation victims: A post-violation model. Journal of Organizational Behavior, 36(4), 561–581. https://doi.org/10.1002/job.1997
   Web of Science ®Google Scholar
• Vaiman, V., & Collings, D. G. (2013). Talent management: Advancing the field. The International Journal of Human Resource Management, 24(9), 1737–1743. https://doi.org/10.1080/09585192.2013.777544
   Web of Science ®Google Scholar
• Vaiman, V., Collings, D. G., Cascio, W., & Swider, B. W. (2019). Call for papers – The shifting boundaries of talent management. Special Issue of Human Resource Management.
   Google Scholar
• Wallander, L. (2009). 25 years of factorial survey in sociology: A review. Social Science Research, 38(3), 505–520. https://doi.org/10.1016/j.ssresearch.2009.03.004
   Web of Science ®Google Scholar
• Wegmann, R. M., & Schärrer, L. (2020). Outpacing the pandemic? A factorial survey on decision speed of COVID-19 task forces. Journal of Organizational Effectiveness: People and Performance, 7(2), 191–202. https://doi.org/10.1108/JOEPP-05-2020-0089
   Google Scholar
• Wilkin, C. (2013). I can’t get no job satisfaction: Meta-analysis comparing permanent and contingent works. Journal of Organizational Behavior, 34(1), 47–64. https://doi.org/10.1002/job.1790
   Web of Science ®Google Scholar
• Williams, P., McDonald, P., & Mayes, R. (2020). Recruitment in the gig economy: Attraction and selection on digital platforms. The International Journal of Human Resource Management, 32(19), 4136–4162. https://doi.org/10.1080/09585192.2020.1867613
   Google Scholar
• Zhao, H., Wayne, S. J., Glibkowski, B. C., & Bravo, J. (2007). The impact of psychological contract breach on work-related outcomes: A meta-analysis. Personnel Psychology, 60(3), 647–680. https://doi.org/10.1111/j.1744-6570.2007.00087.x
   Web of Science ®Google Scholar