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Cited by 284Job Satisfaction and Organizational BehaviorEmployee Performance and ManagementWork-Family Balance Challenges

The dual commitments of contingent workers: An examination of contingents’ commitment to the agency and the organization

Liden, Robert C., Wayne, Sandy J., Kraimer, Maria L., Sparrowe, Raymond T.·2003·Journal of Organizational Behavior
DOI 10.1002/job.208
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Abstract

A model based on social exchange theory was developed to examine antecedents and consequences of contingent workers' commitment to their agencies and their client companies. In terms of antecedents, it was hypothesized that organization (client) procedural justice would be positively related to perceived organizational support (client), which in turn would be positively related to commitment to the client organization. Similarly, we proposed that agency procedural justice would be positively related to perceived agency support, which in turn would be positively related to commitment to the agency. Regarding the consequences, client organization commitment was hypothesized to be positively related to managerial ratings of contingents' altruistic organizational citizenship behaviors (OCBs) and managers' perceptions of contingents' commitment to the client company. Finally, whether agency commitment ‘spills over’ to influence managers' perceptions of contingents' commitment to the client organization was examined. Using a sample of 98 contingent workers with matched data from their managers at the client organization and structural equation modeling analyses, we found support for all of the hypothesized relationships. Copyright © 2003 John Wiley & Sons, Ltd.

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  • Temporary agency workers develop a double work relationship: one with the temporary agency and another with the client-company.

    “TAWs develop a double work relationship: one pertaining to the entity with whom they have a formal contract (i.e., the temporary agency) and another with the people with whom they actually work (i.e., the client-company) [17,18]”

    From The Temporary Agency Worker’s Motivation Profile Analysis (2021) · cites this paper as [18]

  • Temporary agency workers establish a double employment relationship involving two entities and develop two different affective commitments, each in response to the support they receive from each organization, the agency and the client-company.

    “Moreover, in the specific case of TAWs, they establish a double employment relationship that involves two different entities [47] and, therefore, they develop two different affective commitments, each in response to the support they receive from each organization—the agency and the client-company [15,18].”

    From The Temporary Agency Worker’s Motivation Profile Analysis (2021) · cites this paper as [18]

  • When temporary agency workers have a favorable perception of the support they receive from the agency, they increase their commitment toward it, and the same happens with the client company.

    “When TAWs have a favorable perception of the support they receive from the agency, they increase their commitment toward it [15,18]; and the same happens with the client company [15,18,48].”

    From The Temporary Agency Worker’s Motivation Profile Analysis (2021) · cites this paper as [18]

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Authors
Liden, R. C., Wayne, S. J., Kraimer, M. L., & Sparrowe, R. T.
Affiliations
  • University of Illinois Chicago (US)
  • Washington University in St. Louis (US)
Corresponding author
Liden, Robert C.
ORCID
Venue
Journal of Organizational Behavior
Publisher
Wiley
Published
2003-08
Volume
24
Issue
5
Pages
609-625
ISSN
  • 0894-3796 (ISSN-L)
  • 1099-1379
DOI
10.1002/job.208
OpenAlex
W2138273248
Cited by
284
References
59
Citations by year
2026: 5 · 2025: 4 · 2024: 5 · 2023: 7 · 2022: 8 · 2021: 8 · 2020: 10 · 2019: 10 · 2018: 14 · 2017: 18 · 2016: 7 · 2015: 8 · 2014: 21 · 2013: 21 · 2012: 18
FWCI
15.03
Type
journal article
Language
en
Open access
closed
Licence
onlinelibrary.wiley.com/termsAndConditions#vor (vor, 6 d)
Locations
Journal of Organizational Behavior (publishedVersion)
Funders
University of Cincinnati
Topics
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
  • Social Sciences › Human Factors and Ergonomics › Employee Performance and Management
  • Social Sciences › Sociology and Political Science › Work-Family Balance Challenges
Keywords
contingent workers, temporary agency workers, organizational commitment, procedural justice, perceived organizational support, social exchange theory, organizational citizenship behavior, managers' perceptions, spillover effects

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