Edited By Yasin Cakirel
The volume provides a collection of research papers in the area of management and organization on a wide range of topics including job alienation, whistleblowing, responsible leadership, cyberloafing, job crafting, organizational trust and career satisfaction.
Alternative Work Arrangements in Organizations: Key Dimensions and Future Directions
Today, the nature of work and how the work is organized are often defined by a high degree of temporality, fragmentation, informality and contingency, generally described as alternative or non-standard work arrangements. We have been witnessing changing premises of employee involvement in organizations underlying recent employment and organizational transformations. Work becomes intermediated through diverse types of agencies including platforms, temporary work agencies, labor subcontractors, multi-employer sites, giving rise to new forms and practices for organizing across shifting and fuzzy boundaries. Within this process, regular, permanent, standard jobs are replaced by more precarious, irregular, casual and insecure forms of employment. Such emerging trends of employment pave the way to extensive occupational, organizational and social outcomes.
As opposed to these current developments, standard work arrangements have been usually identified in terms of long durations and specific locations where work is performed (Kallinikos, 2003; Felfe, Schmook, Schyns and Six, 2008). Such traditional employment relationships are described through the codes of standardized working time and continuous employment and constitute the model upon which labor contracts, laws and policies have been made (Arnold and Bongiovi, 2013). Standardized employment contract offers relatively high degrees of consistency, security, and dependability for employees and organizations (Felfe et al. 2018). In recent years, this standard work arrangement has been challenged and replaced by temporary, flexible and precarious employment forms as increasing number of employees hold jobs that differ from the standard, long-term work contracts. In the formation of non-traditional work model...
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