Abstract:
There has been growing interest in the impact of flexible employment contracts on workers
affected by them. In the light of assumptions that such workers are significantly disadvantaged, European-wide legislation has been introduced to ensure that they are treated
similarly to permanent employees. The evidence on the impact of flexible employment
contracts on employees’ attitudes and behaviour is reviewed within the framework of the
psychological contract. The body of research is limited but is sufficient to challenge the
assumption that workers on flexible contracts are invariably disadvantaged. Those on contract
of choice, particularly knowledge workers who may be pursuing boundaryless careers, are
especially likely to report positive outcomes. The evidence also indicates that a framework
that incorporates the psychological contract provides additional value in explaining variations
in outcomes.
