Rethinking the Employee-Organization Relationship: Insights From the Experiences of Contingent Workers

As noted by Kalleberg (2000), employment has normally been characterized as work that is performed (a) on a full-time basis (e.g., a 35-to 40-hour work week); (b) with an expectation that the employment could continue inde nitely; (c) at the employer’s place of business; and (d) under the employer’s direction or supervision. It may also be noted that it is inherently accepted that the assorted “standard” workforce of full-time employees, managers, and executives work within a single identi able “employer” organization (e.g., Western Electric, Canadian Tire, Nokia, IKEA).