其他摘要：Purpose: The aim of this paper is to analyse the existing theoretical frameworks oforganisational behaviour and job satisfaction while taking into account, in connectionwith working conditions, the social and economic changes that are taking place in mostof the western countries. The analysis and discussion suggest the need for new lines ofresearch to determine whether the current practices carried out in human resourcesdepartments are well directed. Design/methodology/approach: First, we show a short review of the classicalliterature and the predominant paradigms through an exhaustive review of the scientificliterature that has led to their subsequent evolution. Afterwards, we analyse theevidence sustaining their evolution in the light of the current changes, and we explainthe future research needs from a theoretical point of view.Findings: The identification of the worker with the organization and their perception ofjob satisfaction are the key variable to adaptation and retention, by the organizations.This article analyzes current theories of organizational commitment and job satisfaction,highlighting the need to adapt to social and economic changes that are occurring. Theidentification and adoption of these key factors by the organization is essential to carryout adequate human resources policy.Research limitations/implications: Owing to the nature of the article, it is atheoretical essay to launch a new scientific debate in connection with the models displayed and fully justified. Practical implications depend on the development of futureresearch, as justified at all times.Originality/value: Currently, few investigations and theoretical contributions havetaken into account the increase in contingent work, and more specifically moonlighting,either from an empirical perspective or as a theoretical critique of the existingorganisational behaviour models. The main value of this essay is its invitation to takecontrol of the debate while analysing its possible practical implications.
关键词：Contingent workforce; Organisational commitment; Job satisfaction; Two jobs
