Preference for alternative work arrangements increased between 1995 and 1997. Independent contractors and contract company workers are more satisfied with these arrangements. Temporary and on-call workers, whose schedules and income are more unpredictable, would prefer traditional arrangements. (SK)

Explores the effect of contingent and alternative employment on individuals' positions in the labor market. Examines the importance of these arrangements and investigates the preferences of contingent and alternative workers regarding their arrangements and their reasons for being in that type of employment arrangement. (JOW)

Discusses the alternative arrangements of four groups of workers: (1) independent contractors; (2) temporary help agency workers; (3) employees of contract companies; and (4) on-call workers. (JOW)

Discusses issues in measuring job security and presents a comparison of data from the National Longitudinal Survey of Youth and the Current Population Survey on job tenure and contingent employment. (SK)

Both the proportion and characteristics of workers in four alternative employment arrangements in February 1997 were little different from two years earlier. The groups--temporary-help-agency workers, contract company workers, workers who are on call, and independent contractors--continue to be highly diverse. (Author/JOW)

Analyzes specific time preferences of temporary employees (by days of the week, time of day, and time of year) and the importance of flexibility in hours of work. Examines the relationship between employee skill level to the issues of time preference and flexibility. (SK)

Contingent workers generally earn less income and are less likely to receive health insurance and pension benefits through their employers than are noncontingent workers. However, many earn higher wages than those in traditional arrangements and have access to health insurance from other sources. (Author)

The increase of temporary workers, part-time workers, and consultants has caused corporations to make major changes in their human resource systems. These changes have produced both benefits and costs. Estimates of the growth of the contingent work force between 1980 and 1987 vary from 17 to 23 percent. (CH)

This article documents the job gains recently experienced in the temporary help industry, and discusses reasons for the increase in demand for temporary workers and factors leading to the growth in supply of workers for temporary jobs. It also discusses differences in the occupational segments of the temporary help market. (CT)

Lower pay of former temporary employees and higher pay of men formerly self-employed are likely caused by unobserved heterogeneity, according to 15 years of National Longitudinal Survey data. In wage growth models that eliminate this bias, past part-time work has a negative effect on current wages, which vary with gender and whether part-time…

Industries that provide services to businesses for a fee or on a contractual basis have had rapid gains in employment growth over the last decade, especially firms supplying computer and data processing services and temporary help; expansion is expected to continue. (Author)

Although the incidence of contingent work--jobs that are structured to be short term or temporary--declined between 1995 and 1997, it continues to be more common among women, youth, students, part-time workers, and in the construction and services industries. Contingent workers are also found in both high- and low-skilled occupations. (Author/JOW)