Abstract
We examined how proportions of individuals in standard and nonstandard work arrangements affected work group members' relationships with supervisors, social relations with coworkers, willingness to assist others, and intentions to leave their organization. Supporting Blalock's theory of majority-minority group relations, higher proportions of nonstandard workers were associated with less favorable attitudes toward supervisors and peers, increased turnover intentions, and decreased work-related helping behaviors. The consequences of heterogeneity in employment arrangements were contingent on (1) workers' locations in their firm's mobility system, (2) type of nonstandard arrangements, and (3) the amount and type of contact between standard and nonstandard workers.
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