Main Article Content

Abstract

Most recently there has been wonderful development in the market for a temporary, or contingent, labor power in the United States. The total labor market during 10 years amid somewhere in the range of 1986 and 1996 developed by 1.7 percent, in a similar period, work in contingent services became 10.3 percent. Among the technical, pro-fessional, and managerial category of contingent workforce, there is a rapid growth of payroll noticed. Contingence workforce continues to thrive in Asian countries too. India is no exceptional from this view-point hence this has made the purpose of the present research paper to contribute the brief and clear insights towards contingent work-force, organizational commitment, and job satisfaction. The present paper is an empirical evidence for the mediation effect of contingent workforce in the relationship between organizational commitment and job satisfaction. This is a survey-based research work carried out to explore the subject of temporary workforce in Indian context. A sample of 284 respondents were participated in the survey and the typical fining from the present study is contingent workforce fully mediates the relationship between organizational commitment and job satisfaction. Partial Least Square based Structural Equation Mod-elling was used to test the proposed hypotheses.

Article Details

How to Cite
P, N. (2020). The Mediation Impact of Contingent Workforce in the Connection between Organizational Commitment and Job Satisfaction. International Journal of Multidisciplinary: Applied Business and Education Research, 1(1), 24-34. https://doi.org/10.11594/ijmaber.01.01.06

References

1. Abraham, K and S. Taylor, (1996). “Firms Use of Outside Contractors” Journal of Labor Economics, 14, pp.394-424.
2. ALLEN, N.J.; MEYER, J.P. (1990). The measurement and antecedents of affective, continuance, and normative commitment to the organisation. Journal of Occupational Psychology, 63:1-18. http://dx.doi.org/10.1111/j.2044-8325.1990.tb00506.x
3. ALLEN, N.J.; MEYER, J.P. (1990). The measurement and antecedents of affective, continuance, and normative commitment to the organisation. Journal of Occupational Psychology, 63:1-18. http://dx.doi.org/10.1111/j.2044-8325.1990.tb00506.x
4. BLUEDORN, A.C. (1982). The Theories of turnover: Causes, effects and meaning. Research in the Sociology of Organizations, 1: 75-128.
5. Bridges, W, (1994). Job Shift: How to Prosper in a Workplace without Jobs, Addison Wesley.
6. Capelli, P, (1995). “Rethinking Employment”, British Journal of Industrial Relations, 33, pp.563-602.
7. Carnoy, M, Castelles, M and C. Benner, (1997). “Labor Markets and Employment Practices” International Labour Review, 136, pp.27-48.
8. Chang, S.E., Shen, W.C. and Liu, A.Y. (2016), “Why mobile users trust smartphone social networking services? A PLS SEM approach”, Journal of Business Research, Vol. 69 No. 11, pp. 4890-4895.
9. Christensen, K, (1991). “The Two-Tiered Workplace in U.S. Corporations” in P. Doeringer’s (ed) Turbulence in the America Workplace, Oxford University Press, pp.140-155.
10. Cohany, S, (1996). “Workers in Alternative Employment Arrangements”, Monthly Labour Review, 119, pp.31-45.
11. CURRIVAN, D.B. (1999). The causal order of job satisfaction and organisational commitment in models of employee turnover. Human Resource Management Review, 9: 195-524. http://dx.doi.org/10.1016/S1053-4822(99)00031-5
12. Davis, S and C. Meyer, (1998). The Speed of Change in the Connected Economy, Addison Wesley.
13. Davis-Blake, A and B. Uzzi (1993). “Determinants of Employment Externalism” Administrative Science Quarterly, 38, pp.195-223.
14. DE FRUTOS, B.; RUIZ, M.A.; SAN MARTÍN, R. (1998). Análisis factorial confirmatorio de las dimensiones del compromiso con la organización. Psicológica, 19: 345-366.
15. DELLO RUSSO, S.; VECCHIONE, M.; BORGOGNI, L. (2013). Commitment profiles, job satisfaction, and behavioural outcomes. Applied Psychology, 62(4): 701-719. http://dx.doi.org/10.1111/j.1464-0597.2012.00512.x
16. Hair, J.F., Hult, G.T.M., Ringle, C. and Sarstedt, M. (2013), A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM), SAGE Publications.
17. Hair, J.F., Hult, G.T.M., Ringle, C. and Sarstedt, M. (2016), A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM), 2nd ed., SAGE.
18. Hair, J.F., Ringle, C.M. and Sarstedt, M. (2011), “PLS-SEM: indeed a silver bullet”, The Journal of Marketing Theory and Practice, Vol. 19 No. 2, pp. 139-152.
19. Handy, C, (1989). The Age of Unreason, Harvard University Press.
20. Harrison, B and M. Kelley, (1993). “Outsourcing and the Search for Flexibility”, Work, Employment and Society, 7, pp.213-235.
21. Henseler, J., Ringle, C. and Sinkovics, R. (2009), “The use of partial least squares path modeling in international marketing”, in Sinkovics, R.R. and Ghauri, P.N. (Eds), New Challenges to International Marketing: Advances in International Marketing, Vol. 20, Emerald JAI Press, Bingley, pp. 277-319.
22. Hill, C and S. Matusik, (1998). “The Utilization of Contingent Work, Knowledge and Competitive Advantage”, Academy of Management Review, 23, pp.680-690.
23. HREBINIA, L.G.; ALUTTO, J.A. (1972). Personal and role-related factors in development of organisational commitment. Administrative Science Quarterly, 17(4): 555-573. http://dx.doi.org/10.2307/2393833
24. KALLEBERG, A.L. (1977). Work values and job rewards: A theory of job satisfaction. American Sociological Review 42: 124-143. http://dx.doi.org/10.2307/2117735
25. Kunda, G, Barley, S and J. Evans, (2002). “Why Do Contractors contract?”, Industrial and Labour Relations Review, 55, pp.234-260.
26. LOWLER, E.J. (1992). Affective attachments to nested groups: a choice-process theory. American Sociological Review, 57: 327-339. http://dx.doi.org/10.2307/2096239
27. MCGEE, G.W.; FORD, R.C. (1987). Two (or more?) dimensions of organisational commitment: Re-examination of the affective and continuance commitment scales. Journal of Applied Psychology, 72: 638–642. http://dx.doi.org/10.1037/0021-9010.72.4.638
28. MEYER, J.P.; ALLEN, J.A. (1991). A three component conceptualization of organisational commitment. Human Source Management Review, 1: 61-89. http://dx.doi.org/10.1016/1053-4822(91)90011-Z
29. MEYER, J.P.; ALLEN, N.J. (1984). Testing the Side-Bet theory of organisational commitment-Some methodological considerations. Journal of Applied Psychology, 69(3): 372-378. http://dx.doi.org/10.1037/0021-9010.69.3.372
30. MEYER, J.P.; BECKER, T.E.; VANDERBERGHE, C. (2004). Employee commitment and motivation: a conceptual analysis and integrative model. Journal of Applied Psychology, 89:991-1007. http://dx.doi.org/10.1037/0021-9010.89.6.991
31. MEYER, J.P.; HERSCOVITCH, L. (2001). Commitment in the workplace. Toward a general model. Human Resource Management Review, 11: 299-326. http://dx.doi.org/10.1016/S1053-4822(00)00053-X
32. MEYER, J.P.; STANLEY, D.J.; HERSCOVITCH, L.; TOPOLNYTSKY, L. (2002). Affective, Continuance, and normative Commitment to the Organisation: A Meta-analysis of Antecedents, Correlates, and Consequences. Journal of Vocational Behaviour, 61: 20-52. http://dx.doi.org/10.1006/jvbe.2001.1842
33. MOWDAY, R.T.; PORTER, L.W.; STEERS, R.M. (1982). Employee-organisation linkages: The psychology of commitment, absenteeism, and turnover. New York: Academic Press.
34. MOWDAY, R.T.; STEERS, R.M. (1979). The Measurement of organisational commitment. Journal of Vocational Behaviour, 14: 224-247. http://dx.doi.org/10.1016/0001-8791(79)90072-1
35. Peck, J and N. Theodore, (1998). “Contingent Chicago: Restructuring the Spaces of Temporary Labour”, International Journal of Urban and Regional Research, 25, pp.471-496.
36. Pink, D, (1998). “Free Agent Nation”, Fast Company, 12, pp.131-147.
37. Podsakoff, P.M., MacKenzie, S.B., Lee, J.Y. and Podsakoff, N.P. (2003), “Common method biases in behavioral research: a critical review of the literature and recommended remedies”, Journal of Applied Psychology, Vol. 88 No. 5, pp, 879-903.
38. POWELL, D.M.; MEYER, J.P. (2004). Side-bet theory and the three component model of organisational commitment. Journal of Vocational Behaviour, 65: 157–177. http://dx.doi.org/10.1016/S0001-8791(03)00050-2
39. Ringle, C.M., Wende, S. and Becker, J.-M. (2014), SmartPLS 3 (beta), Hamburg.
40. Segal, L and M. Sullivan, (1995). “The Temporary labour Force”, Economic Perspectives, 19, pp.2-19.
41. WIENER, Y. (1982). Commitment in Organizations: A normative view. Academy of Management Review, 7(3): 418-428.