What is it about?
Psychological contracts are the perceptions of promises and obligations between the employee and the organization. Regardless if an employee is full-time or hired in a part-time or contractual position, psychological contracts are still established. The nature of work is changing beyond what is known in the traditional employee context as the gig economy rises and gig workers are becoming more of the workforce. This change requires a better understanding of the gig workers’ psychological contracts with organizations as well as their work engagement. The findings from this study address the need to further study the rising population of gig workers for organizational and leadership implications in establishing psychological contracts and providing organizational support for the gig worker.
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Why is it important?
Gig work is expanding and gig workers have become the highest type of worker hired in global organizations. The way they feel about the organization and organizational leaders impacts their productivity and performance linked to organizational performance and ability to thrive in a highly competitive marketplace.
Perspectives
Leaders navigate how work and society thrive on this planet. Leader and leadership behaviors and actions highly impact the survivability and affinity of workers in general but often see gig workers as so auxiliary, that relating to them is not necessary. Gig workers, however, are integral to the survivability of the organization. Leaders who can connect positively with the gig (contractual) worker can leverage affinity and higher performance from the worker which impacts organizational effectiveness.
Robin Roberts
Embry-Riddle Aeronautical University
Read the Original
This page is a summary of: Gig workers: Highly engaged and leadership independent., Psychology of Leaders and Leadership, August 2022, American Psychological Association (APA),
DOI: 10.1037/mgr0000131.
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