Classifying Work in the New Economy

doi:10.5465/AMR.2011.0302

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Classifying Work in the New Economy

Journal Article•DOI•

Classifying Work in the New Economy

Peter Cappelli¹, JR Keller¹•Institutions (1)

University of Pennsylvania¹

01 Oct 2013-Academy of Management Review (Academy of Management)-Vol. 38, Iss: 4, pp 575-596

TL;DR: In this paper, the authors outline an inclusive classification system that distinguishes clearly between employment and its alternatives by grouping work arrangements into categories that share common properties and that are distinct from each other in ways that matter for practice and for research.

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Abstract: Alternatives to the archetypal model of full-time regular employment are now both prevalent and wide-ranging. Over a fifth of U.S. workers, and even more globally, now perform economic work under arrangements that differ from full-time regular employment. Yet most of our management and social science notions about economic work are based on the full-time employment model. We know relatively little about the operation and consequences of alternative arrangements in part because while these arrangements vary considerably, they are commonly grouped together for research purposes using existing classification systems. We outline an inclusive classification system that distinguishes clearly between employment and its alternatives. It also distinguishes among the alternatives themselves by grouping work arrangements into categories that share common properties and that are distinct from each other in ways that matter for practice and for research. The classification system is based on distinctions about the sou...

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The future of jobs: employment, skills, and workforce strategies for the Fourth Industrial Revolution

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Till Alexander Leopold, Vesselina Ratcheva, Saadia Zahidi

01 Jan 2016

542 citations

Additional excerpts

...9 See, for example, Cappelli and Keller, 2013....
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Journal Article•DOI•

Labour process theory and the gig economy

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Alessandro Gandini

01 Jun 2019-Human Relations

TL;DR: In this paper, the distinctive traits that characterize work(ing) through (and for) a digital platform are examined in the burgeoning debate on the Gig economy, a critical examination that comprehensively addresse...

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Abstract: What are the distinctive traits that characterize work(ing) through (and for) a digital platform? In the burgeoning debate on the ‘gig economy’, a critical examination that comprehensively addresse...

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340 citations

Cites background from "Classifying Work in the New Economy..."

...…‘resistant’ (Bohm and Land, 2012: 220) to acknowledging the transformations of labour in the past decades, particularly with reference to the affirmation of a ‘new economy’ based on networks, information and the ‘standardisation’ of nonstandard forms of employment (Cappelli and Keller, 2013)....
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Journal Article•DOI•

Alternative Work Arrangements: Two Images of the New World of Work

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Gretchen M. Spreitzer¹, Lindsey Cameron¹, Lyndon Earl Garrett¹•Institutions (1)

University of Michigan¹

21 Mar 2017-Social Science Research Network

TL;DR: This paper reviewed the literature on alternative work arrangements published since the most recent major review of nonstandard work by Ashford et al. (2007) and identified three dimensions of flexibility that undergird alternative work arrangement: flexibility in the employment relationship, flexibility in scheduling of work, and flexibility in where work is accomplished.

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Abstract: Alternative work arrangements continue to increase in number and variety. We review the literature on alternative work arrangements published since the most recent major review of nonstandard work by Ashford et al. (2007). We look across the research findings to identify three dimensions of flexibility that undergird alternative work arrangements: (a) flexibility in the employment relationship, (b) flexibility in the scheduling of work, and (c) flexibility in where work is accomplished. We identify two images of the new world of work—one for high-skill workers who choose alternative work arrangements and the other for low-skill workers who struggle to make a living and are beholden to the needs of the organization. We close with future directions for research and practice for tending to the first image and moving away from the second image of the new world of work.

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326 citations

Journal Article•DOI•

Agony and Ecstasy in the Gig Economy: Cultivating Holding Environments for Precarious and Personalized Work Identities:

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Gianpiero Petriglieri¹, Susan J. Ashford², Amy Wrzesniewski³•Institutions (3)

INSEAD¹, University of Michigan², Yale University³

01 Mar 2019-Administrative Science Quarterly

TL;DR: In this paper, a theory about the management of precario workers is developed based on an inductive, qualitative study of independent workers, people not affiliated with an organization or established profession.

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Abstract: Building on an inductive, qualitative study of independent workers—people not affiliated with an organization or established profession—this paper develops a theory about the management of precario...

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316 citations

Cites background from "Classifying Work in the New Economy..."

...…change, however, have led more people to work outside such strong contexts, as independent workers loosely connected to organizations or selling directly to the market (Ashford, George, and Blatt, 2007; Cappelli and Keller, 2013) in a fastgrowing ‘‘gig economy’’ (McKinsey & Co., 2016)....
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...Economic volatility and technological change, however, have led more people to work outside such strong contexts, as independent workers loosely connected to organizations or selling directly to the market (Ashford, George, and Blatt, 2007; Cappelli and Keller, 2013) in a fastgrowing ‘‘gig economy’’ (McKinsey & Co....
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...be long-term within an organization—and the fraction is higher in other countries (Cappelli and Keller, 2013; McKinsey & Co., 2016)....
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...Over one-fifth of U.S. workers labor outside of traditional employment—that is, outside of full-time positions that are assumed to be long-term within an organization—and the fraction is higher in other countries (Cappelli and Keller, 2013; McKinsey & Co., 2016)....
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Journal Article•DOI•

Talent Management: Conceptual Approaches and Practical Challenges

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Peter Cappelli¹, Peter Cappelli², JR Keller²•Institutions (2)

National Bureau of Economic Research¹, University of Pennsylvania²

21 Mar 2014-Social Science Research Network

TL;DR: The challenges associated with managing talent in modern labor markets are a constant source of discussion among academics and practitioners, but the literature on the subject is sparse and has grown somewhat haphazardly.

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Abstract: The challenges associated with managing talent in modern labor markets are a constant source of discussion among academics and practitioners, but the literature on the subject is sparse and has grown somewhat haphazardly. We provide an overview of the literature on talent management—a body of work that spans multiple disciplines—as well as a clear statement as to what defines talent management. The new themes in contemporary talent management focus on (a) the challenge of open labor markets, including issues of retention as well as the general challenge of managing uncertainty, (b) new models for moving employees across jobs within the same organization, and (c) strategic jobs for which investments in talent likely show the greatest return. We review the conceptual and practical literature on these topics, outline the evolution of talent management over time, and present new topics for future research.

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291 citations

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References

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The Economic Institutions of Capitalism

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William M. Dugger

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TL;DR: The Economic Institutions of Capitalism as mentioned in this paper is a seminal work in the field of economic institutions of capitalism. Journal of Economic Issues: Vol. 21, No. 1, pp. 528-530.

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Abstract: (1987). The Economic Institutions of Capitalism. Journal of Economic Issues: Vol. 21, No. 1, pp. 528-530.

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Stanford Encyclopedia of Philosophy

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Edward N. Zalta, Uri Nodelman, Colin Allen, John Perry

01 Jan 2011

TL;DR: To understand the central claims of evolutionary psychology the authors require an understanding of some key concepts in evolutionary biology, cognitive psychology, philosophy of science and philosophy of mind.

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Abstract: Evolutionary psychology is one of many biologically informed approaches to the study of human behavior. Along with cognitive psychologists, evolutionary psychologists propose that much, if not all, of our behavior can be explained by appeal to internal psychological mechanisms. What distinguishes evolutionary psychologists from many cognitive psychologists is the proposal that the relevant internal mechanisms are adaptations—products of natural selection—that helped our ancestors get around the world, survive and reproduce. To understand the central claims of evolutionary psychology we require an understanding of some key concepts in evolutionary biology, cognitive psychology, philosophy of science and philosophy of mind. Philosophers are interested in evolutionary psychology for a number of reasons. For philosophers of science —mostly philosophers of biology—evolutionary psychology provides a critical target. There is a broad consensus among philosophers of science that evolutionary psychology is a deeply flawed enterprise. For philosophers of mind and cognitive science evolutionary psychology has been a source of empirical hypotheses about cognitive architecture and specific components of that architecture. Philosophers of mind are also critical of evolutionary psychology but their criticisms are not as all-encompassing as those presented by philosophers of biology. Evolutionary psychology is also invoked by philosophers interested in moral psychology both as a source of empirical hypotheses and as a critical target.

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4,670 citations

"Classifying Work in the New Economy..." refers background in this paper

...Bird and Tobin (2010) offer a list of criteria asserted by different authors over time, several of which are violated by what are arguably the three most influential classifications developed to date—those that classify arrangements as (1) regular or contingent, (2) standard or nonstandard, and (3)…...
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...This criterion, however, is only a necessary and not a sufficient condition for a good classification system (Bird & Tobin, 2010)....
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Journal Article•DOI•

Organizational images and member identification.

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Jane E. Dutton¹, Janet M. Dukerich, Celia V. Harquail•Institutions (1)

University of Michigan¹

01 Jun 1994-Administrative Science Quarterly

TL;DR: In this paper, Bergami et al. developed a model to explain how images of one's work organization shape the strength of his or her identification with the organization and how members assess the attractiveness of these images by how well the image preserves the continuity of their self-concept, provides distinctiveness, and enhances self-esteem.

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Abstract: We thank Massimo Bergami, Arthur Brief, Mason Carpenter, Brian Golden, Frances Hauge, Rod Kramer, Sharon Lobel, Reuben McDaniel, Debra Meyerson, Wendy Penner, Sandy Piderit, Linda Pike, Mlchael Pratt, Robert Quinn, Anat Rafaeli, Lance Sandelands, Bob Sutton, David Whetten, Batia Wiesenfeld, and three anonymous reviewers for comments on earlier drafts of this paper. We develop a model to explain how images of one's work organization shape the strength of his or her identification with the organization. We focus on two key organizational images: one based on what a member believes is distinctive, central, and enduring about his or her organization and one based on a member's beliefs about what outsiders think about the organization. According to the model, members assess the attractiveness of these images by how well the image preserves the continuity of their self-concept, provides distinctiveness, and enhances self-esteem. The model leads to a number of propositions about how organizational identification affects members' patterns of social interaction.'

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4,469 citations

The Stanford Encyclopedia of Philosophy

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Pauline Kleingeld, Eric Brown

01 Jan 2013

3,599 citations

Journal Article•DOI•

The Human Resource Architecture: Toward a Theory of Human Capital Allocation and Development

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David P. Lepak¹, Scott A. Snell²•Institutions (2)

University of Maryland, College Park¹, Pennsylvania State University²

01 Jan 1999-Academy of Management Review

TL;DR: In this article, the authors draw on the resource-based view of the firm, human capital theory, and transaction cost economics to develop a human resource architecture of four different employment modes: internal development, acquisition, contracting, and alliance.

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Abstract: Recognizing, that not all employees possess knowledge and skills that are of equal strategic importance, we draw on the resource-based view of the firm, human capital theory, and transaction cost economics to develop a human resource architecture of four different employment modes: internal development, acquisition, contracting, and alliance. We use this architecture to derive research questions for studying the relationships among employment modes, employment relationships, human resource configurations, and criteria for competitive advantage.

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2,550 citations

"Classifying Work in the New Economy..." refers background in this paper

...Perhaps the most obvious of the macroquestions this classification system helps to address is how organizations decide which arrangements to use and in which combinations (Huselid & Becker, 2011; Lepak & Snell, 1999)....
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...While others have highlighted the importance of taking into account the contractual nature of the work relationship (Benner, 2002; Lepak & Snell, 1999), our classification system draws attention to the heterogeneity across different arrangements involving contracts....
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...Lepak and Snell (1999) provided the most general theoretical model for understanding when organizations will select among available employment strategies, although it too is more useful for determining when organizations will choose employment versus its alternatives, rather than how organizations…...
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