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|a HD5854.2.U6 D55 2012_DjiboIdriss |2 BU-Local |
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|a Djibo, Idriss Jean-Alexandre. |
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|a Six predictors of performance of direct-hire contingent knowledge workers |h [electronic resource]. |
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|a Miami, Fla. : |b Barry University, |c 2012. |
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|a ix, 98 leaves ; |c 28 cm |
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|a Barry University Dissertations -- School of Education. |
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|a Thesis (Ph.D.)--Barry University, 2012. |
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|a Includes bibliographical references (leaves 67-84). |
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|a Copyright Idriss Djibo. Permission granted to Barry University to digitize, archive and distribute this item for non-profit research and educational purposes. Any reuse of this item in excess of fair use or other copyright exemptions requires permission of the copyright holder. |
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|a This quantitative study used a multiple regression in a causal-comparative research design to determine the multiple correlations between the career identity, career insight, career resilience, transactional psychological contract, relational psychological contract, perceived organizational support, and performance of contingent knowledge workers. A self-administered web-based questionnaire was used to collect data from a convenience sample of 111 direct-hire contingent knowledge workers in the United States. The null hypothesis that predicted no multiple correlation between the career identity, career insight, career resilience, transactional psychological contract, relational psychological contract, perceived organizational support, and performance of contingent knowledge workers was rejected at the 99% confidence level. The results of this study revealed that the performance of direct-hire contingent knowledge workers had a strong association with career insight, career resilience career identity, perceived organizational support, transactional psychological contract, and relational psychological contract. The data revealed an estimated 89% of the variance of the performance of direct-hire contingent knowledge workers can be accounted for by the linear combination of the set of six predictors. The results of this study make several significant contributions to the existing theoretical and empirical discussion of the attitudinal and behavioral characteristics of contingent work arrangements. The findings suggest that HRD interventions directed towards direct-hire contingent knowledge workers should focus on improving their work environment in order to develop their performance. It appears that improving perceived organizational support could be their most effective tool in producing higher levels of performance. The findings also provide support to the current beliefs that although most existing theories and behavioral frameworks of performance are grounded in the dominant paradigm of standard employment relationships, their relevance to non-standard work arrangements could not be entirely dismissed even though their transferability is limited. |
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|a Electronic reproduction. |c Barry University, |d 2020. |f (Barry University Digital Collections) |n Mode of access: World Wide Web. |n System requirements: Internet connectivity; Web browser software. |
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|a Barry University Archives and Special Collections. |
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|a Temporary employment |x United States. |
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|a Organizational commitment. |
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|a Barry University Digital Collections. |
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|a Theses and Dissertations. |
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|a BUDC |c Theses and Dissertations |
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|u http://sobekcmsrv.barrynet.barry.edu/AA00001498/00001 |y Click here for full text |
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|a https:/budc.barry.edu/content/AA/00/00/14/98/00001/HD5854_2_U6 D55 2012_DjiboIdrissthm.jpg |
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|a Theses and Dissertations |
