Contingent Employment Contracts: Are Existing Employment Theories Still Relevant?
本文以雇佣承诺为例，探讨现有个人行为理论（如满意度、动机等）在固定期限或临时雇佣合同中的适用性，并分析其对工会代表的影响。
Within most nations there has been growing evidence of a shift from ‘traditional’ or ongoing employment contracts to arrangements which are more ‘fixed-term’ or ‘contingent’ in structure. The growth of contingent employment arrangements raises questions concerning the applicability of existing theories of individual behaviour (e.g. satisfaction, motivation, etc.). Utilizing ‘employment commitment’ as an illustrative example, this article examines potential limitations in the applicability of commitment theory to different forms of contingent employment contracts. It also addresses some implications for union representation in contingent work arrangements.