A study examined three human resource arrangements that varied from the standard form of the employment relationship. One arrangement included risk-involved teams (RITs) in which greater reliance was placed on risk sharing and employee involvement. The second represented the "contracting-in" of retired employees (CIR) to act as independent consultants. The third arrangement represented altering the dimension of time spent in the workplace, or altered-time arrangements (ATAs). Explanations for the use of the three arrangements were hypothesized, and usable data were collected from 496 organizations throughout the United States. Parallel regression models were estimated to examine the pattern of coefficients across the three dependent variables: RITs, ATAs, and CIR. Findings indicated that manufacturing was behind services and other sectors in the use of ATAs but led the way in use of RITs. Regionally, the West led in use of ATAs and RITs. When the largest percentage of a firm's work force consisted of new entrants, it made more use of ATAs. Organization size was positively associated with RITs, ATAs, and CIR. When organizations had more female employees, they made more use of ATAs. When organizations had a greater number of older workers, they relied more frequently on CIR. RITs were used significantly less in organizations with a greater percentage of minorities in the work force. RITs appeared to be part of the implementation of a firm's business strategy. (Contains 60 references.) (YLB)