Department of Management, Lundquist College of Business, University of Oregon.
Management and Entrepreneurship, Tippie College of Business, University of Iowa.
J Appl Psychol. 2022 Aug;107(8):1369-1384. doi: 10.1037/apl0000935. Epub 2021 Jun 10.
The surge of opportunities available through the gig economy has increased the sizeable population of people who hold multiple jobs. Many of these multiple jobholders are full-time employees who have adopted side-hustles-income-generating work performed alongside full-time work. A core and ubiquitous feature of both full-time work and side-hustles is status, or membership in a social hierarchy. Although status has traditionally been investigated as an employee's enduring position in the social hierarchy at their full-time job, employees with side-hustles hold two distinct work-related statuses: status in their full-time job and status in their side-hustle. Having two statuses necessarily creates a situation in which employees' status is either consistent or inconsistent across roles. We investigate the implications of status inconsistency between side-hustles and full-time work for employees' stress, well-being, and performance. We assert that status inconsistency between side-hustles and full-time work requires employees to navigate stress-inducing tensions, such as incongruent role expectations and confusion regarding their sense of self. By extension, we propose that status inconsistency between side-hustles and full-time work promotes more role stress than occupying consistently low-status roles. In a four-wave field study of full-time employees with side-hustles, and their supervisors, we use polynomial regression analysis to test our predictions. We find that status inconsistency diminishes performance in full-time work via role stress and emotional exhaustion. Given the burgeoning gig economy and associated changes to how work is organized, our research has important and timely implications for multiple jobholders and their full-time work organizations. (PsycInfo Database Record (c) 2022 APA, all rights reserved).
零工经济提供的机会激增，使得拥有多份工作的人群规模庞大。这些多份工作者中有许多是全职员工，他们从事兼职工作，以增加收入。全职工作和兼职工作的核心和普遍特征是地位，即社会等级制度中的成员身份。虽然地位通常被视为员工在全职工作中的持久社会地位，但从事兼职工作的员工拥有两种截然不同的与工作相关的地位：全职工作中的地位和兼职工作中的地位。拥有两种地位必然会导致员工在不同角色中的地位一致或不一致。我们研究了兼职工作和全职工作之间的地位不一致对员工压力、幸福感和绩效的影响。我们断言，兼职工作和全职工作之间的地位不一致要求员工应对压力产生的紧张关系，例如角色期望不一致和对自我认知的困惑。由此，我们提出，兼职工作和全职工作之间的地位不一致比从事一贯地位较低的角色会产生更多的角色压力。在一项针对有兼职工作的全职员工及其主管的四波现场研究中，我们使用多项式回归分析来检验我们的预测。我们发现，通过角色压力和情绪耗竭，地位不一致会降低全职工作的绩效。考虑到蓬勃发展的零工经济以及工作组织方式的相关变化，我们的研究对多份工作者及其全职工作组织具有重要且及时的意义。（PsycInfo 数据库记录（c）2022 APA，保留所有权利）。
