Embedding the individual within the career ecosystem: A systematic review of multi-level antecedents of multiple job holding

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2024-04-05 DOI:10.1016/j.hrmr.2024.101028

Chayanika Bhayana , K.V. Gopakumar , Neharika Vohra

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引用次数: 0

Abstract

Multiple job holding (MJH) or holding more than one job along with a primary job, though not a new phenomenon, has witnessed renewed interest due to recent trends within the changing career systems. Studies on MJH, so far, have (over)emphasized the individual motivations to hold multiple jobs while largely understating the role of contextual influences including the institutional settings, legal regulations, economic cycles, technological changes, and organizational contracts. The present study, employing the career ecosystem theoretical lens, systematically reviews and identifies the range of factors operating at the individual, occupational, organizational, and environmental levels influencing MJH. Further, the top-down and bottom-up influences on MJH across these various levels are delineated. By embedding the individual multiple job holders within the wider ecosystem of interrelated stakeholders, the study highlights the complex interplay of factors influencing MJH. Implications for practice and suggestions for future research around multi-level antecedents of MJH are discussed.

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将个人嵌入职业生态系统：多重工作持有的多层次前因系统回顾

身兼数职（MJH）或在从事一份主要工作的同时从事一份以上的工作，虽然并不是一种新现象，但由于职业体系不断变化的最新趋势，这种现象再次引起了人们的关注。迄今为止，关于多重工作持有的研究（过度）强调了个人持有多份工作的动机，而在很大程度上低估了包括制度环境、法律法规、经济周期、技术变革和组织契约在内的环境影响因素的作用。本研究从职业生态系统的理论视角出发，系统地回顾和识别了在个人、职业、组织和环境层面影响 MJH 的一系列因素。此外，还划分了这些不同层面对 MJH 的自上而下和自下而上的影响。通过将多重工作持有者个人嵌入由相互关联的利益相关者组成的更广泛的生态系统中，该研究强调了影响 MJH 的各种因素之间复杂的相互作用。本研究还讨论了对实践的启示，以及对未来围绕 MJH 的多层次前因因素开展研究的建议。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.