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The start-up ecosystem in India is currently the third largest in the world, trailing only behind USA and China. However, there are striking gender differences in the business ownership and funding practices. Only 11% of the Indian start-ups have women founders. Starkly, only 6% of the funding goes to companies with women as a founder or co-founders and for companies with only women founders, the percentage of the total funding drops to 1.5%. This research primarily explored the role investor biases play in explaining the persistence of gender-gap in accessing funds. While the existing research focuses on the notion of deficit in women's attitude or personality as evidence of gendered disparity in entrepreneurial potential and success, there is little attention on alternate stream of research focussing on investor's perceptions and prejudices that restrict women's performance. We focus on the perceptions of venture capitalist, angel funds, and private equity players in the start-up landscape, to understand how their biases towards women entrepreneurs are manifested at the individual and group level, gaining legitimacy and being institutionalized in the long-run. The study is an observational field-based study, focused on the nature of linguistic and psycholinguistic patterns of interactions of investors with men and women founders. Textual analysis (LIWC-22) was used to analyse 42 such conversations, and differences were found in expressed emotion, motivational words, stances and social processes toward men and women founders. Drawing from social-role theory and principles of homophily, we contribute to the literature on systemic patterns of investor bias at the individual and group level towards women-led ventures. [ABSTRACT FROM AUTHOR]

With the increasing interest around multiple job holding (MJH) or moonlighting, where individuals hold one or more jobs in addition to a primary job, the sustainability of such work arrangements from a career perspective has come into question. The present study examined the experiences of multiple job holders (MJHs) and identified how they strived towards building sustainable careers. Based on semi-structured interviews with twenty-five MJHs, this study noted three different strategies employed by MJHs to build sustainable career models -- (a) proactively leveraging time and resources by developing networks, seeking out diverse opportunities, investing in building their skills, (b) constantly negotiating boundaries between work, side work and non-work, and (c) enabling opportunities for recovery experiences through side work that facilitated autonomy, control, and mastery. Implications for individual and organizational career management practices are discussed. [ABSTRACT FROM AUTHOR]

Freelance and self-employed workers are, arguably, older than employment itself. They have long been an integral part of the global workforce, yet considered as contingent, transitory or peripheral workers in organisations (Bidwell, 2009). Recently, the gig-economy has slowly redefined that vision, and has brought this way of work (back) into the public and academic consciousness (Keegan & Meijerink, 2022). Freelance and self-employed workers do core work of vital organisational importance, and contribute billions to national economies. Organisations that utilise freelancers are shown to be more productive and deliver greater value in a synergistic way that creates jobs rather than substitutes (Cross & Swart, 2022; Meijerink & Keegan, 2019). Nevertheless, how to manage, include, and promote good freelancing is something of a mystery. These workers are often ignored, neglected, or hidden from organisational management practices and policies, despite their valuable talent (McKeown & Pichault, 2021), as they fall through regulatory and conceptual cracks. Employees are seen to take precedence in organisations and in our conceptual approaches such that alternative ways of working such as freelancing are formally excluded (Sulbout et al., 2022), in contradiction with their substantive support needs (van den Groenendaal et al., 2022). We see this as problematic for the relevance of our theory, for the practice of good (HR) management and good self-employment. There is not just a business case to do this but a moral and ethical case (Cross & Swart, 2022). This symposium aims to bring these workers back to the front and centre by exploring how they can be managed, integrated, and utilised to the best effect by organisations. We further aim to examine how our traditional conceptualisations can be updated and adapted to ensure that these relationships are mutually beneficial; maintaining freedom and autonomy as part of a wider total workforce strategy management, yet ensuring that they are contributing to individual, organisational, and societal outcomes. Constructing career sustainability: the importance of skilled contingent workers' career ecosystem Author: Jérôme Sulbout; Vrije U. Amsterdam Author: Francois Pichault; U. of Liege Author: Anne Keegan; U. College Dublin Author: Grégory Jemine; HEC Liege Being Professional or Organisational? Exploring the Identity Paradox of Independent Professionals Author: Na Fu; Trinity Business School, Trinity College Dublin Author: Andrew Burke; Irish Management Institute / Trinity College Dublin Author: Yue Sun; - A critical exploration of the emerging concept of total talent management Author: Frederic Naedenoen; U. of Liege Author: Francois Pichault; U. of Liege Author: Tui McKeown; Monash Business School The relationship between HR and independent contractors: A systematic literature review Author: David Cross; Southampton Business School, U. of Southampton Author: Anastasia Kulichyova; Manchester Metropolitan U. Understanding the experiences of high-skilled freelancers in India Author: Chayanika Bhayana; Indian Institute of Management Calcutta Author: Neharika Vohra; Indian Institute of Management, Ahmedabad [ABSTRACT FROM AUTHOR]

Even though multiple job holding (MJH) is not a new phenomenon, the recent trends in the contemporary work context, such as technology-enabled platforms, are bringing about a renewed interest in the field, as people are increasingly exploring opportunities to monetize their interests and passions by engaging in additional work along with their full-time employment. Therefore, a comprehensive understanding of what factors lead people to engage in multiple jobs, and in what ways, becomes important. Current research on MJH either focuses on outcomes of MJH, or examines the individual-level motivations to take up multiple jobs, while largely understating the role of contextual factors. Our review offers a synthesized framework of antecedents of MJH operating at multiple levels - individual, job, organizational, and macro level. The framework also captures the mechanisms through which these antecedents influence MJH. Synthesizing these different levels of factors can facilitate organizations to better design policies and practices to address the issues related to MJH arrangements and employment contracts. [ABSTRACT FROM AUTHOR]

The authors conducted a meta-analysis to investigate the relationship of the five-factor model of personality (extraversion, emotional stability, agreeableness, conscientiousness, and openness to experience) to three forms of organizational commitment (affective, normative, and continuance commitment). A meta-analysis of 30 studies showed extraversion was the strongest correlate of affective commitment, followed by conscientiousness and agreeableness. Results indicated that agreeableness had the most significant association with normative commitment. Continuance commitment was unrelated to all the five personality traits. Potential moderators such as measurement of organizational commitment and geographical locations were evaluated due to significant variation across studies in the findings for most of the relationships between personality traits and all the three forms of commitment. Implications for research and practice are considered. [ABSTRACT FROM AUTHOR]