An interpersonal perspective to study workplace favoritism and employees’ motivation to hold multiple jobs

Purpose The reasons for employees’ multiple jobholding have often been explored from economic and aspirational standpoints, and the role of workplace conditions that may encourage employees’ multiple jobholding remains largely overlooked. We examine the linkage between workplace favoritism and employees’ multiple jobholding motivations. Utilizing the conservation of resources as our theoretical framework, we also explored the underlying role of job insecurity and psychological contract violation. Design/methodology/approach We collected data using qualitative and quantitative methods. To gauge multiple jobholding motivations, we collected data from employees in Indian organizations using both qualitative ( N = 44) and quantitative ( N = 180, N = 205, N = 251) methods. A mediation model was tested using two-wave data gathered from 251 employees working with varied organizations located in North India. Variance-based SmartPLS was used to test the hypothesized relationships. Findings A positive and significant association was found between workplace favoritism and employees’ multiple jobholding motivations. Job insecurity and psychological contract violation emerged as significant mediators in this process. Originality/value Through qualitative and quantitative studies, we developed and tested a measure of employees’ motivations to hold multiple jobs. The study uncovers the role of adverse workplace conditions in encouraging these motivations and sheds light on how workplace favoritism translates into employees’ holding multiple jobs.