{"title":"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","authors":"Chayanika Bhayana , K.V. Gopakumar , Neharika Vohra","doi":"10.1016/j.hrmr.2024.101028","DOIUrl":null,"url":null,"abstract":"<div><p>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.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"34 3","pages":"Article 101028"},"PeriodicalIF":8.2000,"publicationDate":"2024-04-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"Embedding the individual within the career ecosystem: A systematic review of multi-level antecedents of multiple job holding\",\"authors\":\"Chayanika Bhayana , K.V. Gopakumar , Neharika Vohra\",\"doi\":\"10.1016/j.hrmr.2024.101028\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<div><p>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.</p></div>\",\"PeriodicalId\":48145,\"journal\":{\"name\":\"Human Resource Management Review\",\"volume\":\"34 3\",\"pages\":\"Article 101028\"},\"PeriodicalIF\":8.2000,\"publicationDate\":\"2024-04-05\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Human Resource Management Review\",\"FirstCategoryId\":\"91\",\"ListUrlMain\":\"https://www.sciencedirect.com/science/article/pii/S1053482224000184\",\"RegionNum\":1,\"RegionCategory\":\"管理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"MANAGEMENT\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Human Resource Management Review","FirstCategoryId":"91","ListUrlMain":"https://www.sciencedirect.com/science/article/pii/S1053482224000184","RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"MANAGEMENT","Score":null,"Total":0}
Embedding the individual within the career ecosystem: A systematic review of multi-level antecedents of multiple job holding
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.
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.
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