Emerging Trends in Contingent Workforce Research | DCR Workforce Blog

Emerging Trends in Contingent Workforce Research

We all know how herd mentality works. Among other things, it makes us wary of following the herd “just because” it’s setting the course. If anyone has a similar mistrust toward the use of contingent workforces as an effective staffing strategy, there are a range of research studies that look into the consequences from increased organizational reliance on contingent workforces. It may be time we looked at some of the primary areas and aspects of contingent worker usage attracting the attention of researchers, by delving into the research trends into the usage of contingent workforces.

Some fundamental questions and inquiries in emerging research trends:

  • An organization’s financial performance takes precedence over many other topics of interest. One may try and correlate the number of non-employees in an organization against its financial results and see if the relationship is positive or negative.
  • The organization may also look at the relationship between its financial performance and its use of a dedicated HR technology to manage its non-employees.
  • An organization could enquire into the financial results it achieved when all its workers were permanent against its performance when it used a blended workforce. It could use this study to derive insights which can help with the optimal use of different types of workers, in a blended workforce.
  • An organization may analyze its productivity against its cost savings in using non-employees.
  • It could look at the engagement and job satisfaction levels among its permanent workers, vis-à-vis those of the non-employees in similar roles – paying specific attention to their wages, length of contracts and expectations of continued employment.
  • General studies may be conducted by reasonably large employers of blended workforces to look into individual-level differences in the job attitudes, job preferences, employee behavior and psychological outcomes of work contracts and the different types of employer-employee relationships – whether contingent, part-time, remote or independent contractors.
  • The organization could study the effects on individual performance when permanent and temporary workers are placed in the same teams or separated into different teams, with an unspecified spirit of competition pervading both teams.
  • Studies could look at the impact of non-standard work arrangements on employee morale to establish whether it runs low, on account of the uncertainty of job tenure or decreased benefits; or high, on account of the flexibility and work-life balance it offers.
  • An organization can also study the perceptions of their permanent employees and the changes in their performance standards when the non-employees are brought on board.

Though it’s an established fact that many workplaces are utilizing blended workforces, it’s difficult to draw pertinent or conclusive inferences from such studies conducted at other workplaces. Many times, the results of such studies could be independent of industry sector and may prove specific to the organization itself due to culture or any number of other aspects that just pertain to that company.

Choose which of these different studies would help to track your results and understand the functioning of your workplace better to derive actionable insights to determine your long-term strategy. We’d love to hear the results!


Disclaimer:
The content on this blog is for informational purposes only and cannot be construed as specific legal advice or as a substitute for competent legal advice. They reflect the opinions of DCR Workforce and may not reflect the opinions of any individual attorney. Do contact an attorney for advice specific to your issue or problem.
Neha is responsible for developing and overseeing marketing strategy and brand identity at DCR. She and her team collaborate on marketing and sales strategies and product development for new initiatives.