The psychology of flexible employment relationships

Purpose – Changing labour market configurations as well as “higher” demands set on organizations are assumed to give rise to a trend towards increased flexible employment relationships (ER) – “all employment relationships different from a permanent contract or standard work arrangement” (Lewis et al., 2003; Kalleberg, 2000). The ER in turn is assumed to affect employees’ attitudes and behaviour. The employer’s and employees’ psychological contract (PC) – “perceptions of reciprocal expectations and obligations implied in the ER” (Isaksson et al., 2003: page 3) is supposed to mediate the effect of ERs on employees’ attitudes and behaviour. Overall, scientific findings in this research field are inconsistent and inconclusive (De Cuyper et al., 2008). To shed light onto potential knowledge gaps this article seeks to review current theoretical and empirical findings about flexible ERs and their relationship with the PC. Based on this analysis an interaction model is developed to inspire future research.